Category: wmckissock

Cal Wilson / June 24, 2025

While each and every person is unique, with our own views of the world shaped by our individual lived experiences, we also all function similarly, to a degree. Our brains experience similar patterns of thoughts and behaviors. Meaning, most of us are susceptible to the same quirks, from time to time. One of those is cognitive bias. A cognitive bias is a predictable pattern of error in our perception of reality. It can lead to altered or irrational decision-making and even subjective interpretation of objective fact.

What does any of this mean in business? In this issue of The Pulse, we take a look.

How do cognitive biases work?

Our brains have allowed us to create mental shortcuts – officially known as heuristics –during the decision-making process of our everyday lives. Of course, we don’t use them all the time. Some decisions require a lot of focus and consideration. But for most things, our brains take these shortcuts to avoid the mental overload of having to really process all of the choices we make every day. Which, by the way, can be an estimated 35,000. If you had to think about 35,000 different choices a day, you might not get anything done.

In order to form these shortcuts, our brains rely on our pre-existing experiences and beliefs to help form judgments and predictions. This happens subconsciously, without you intending to do it.

Our brains are more likely to default to taking these shortcuts under certain circumstances, including:

• When we are reaching limited information-processing capacity, such as when we are tired, burnt out, hungry, etc.
• When we are forced to make emotional decisions
• When the decision can help us confirm a conclusion we wish to see confirmed, even subconsciously
• When our decisions might be impacted by social influence or lead to social consequences

That list is non-exhaustive, but does give an idea of how easily our rational side can be overpowered by the need for these mental shortcuts.

Examples of biases.

Cognitive biases fit into such common patterns that behavioural scientists have actually classified them. Here is a list of some examples that may impact your business decisions, specifically:

• Action Bias – in which we prefer any action to no action at all
• Affect Heuristic – in which we rely on current emotions to make a quick decision
• Ambiguity Effect – in which we prefer options we already know
• Anchoring Bias – in which we compare all new information to the first piece of information we received
• Availability Heuristic – in which we think things that happened recently are more likely to happen again
• Choice Overload – in which we have a harder time choosing when we have more options
• Commitment Bias – in which we have trouble changing our mind from past ideas, even when presented with evidence that they’re wrong
• Hyperbolic Discounting – in which we value immediate rewards more than long-term rewards

Once again, this is by no means an exhaustive list – it just provides some examples of how these mental shortcuts could lead us into making an incorrect and ultimately costly choice.

What is the impact of cognitive bias in business?

While the risk of cognitive bias in most of our daily decisions – such as what to eat for breakfast, whether to skip a song on our playlist, or what to wear – isn’t huge, letting it determine your business decision-making isn’t always wise. These mental shortcuts can lead us to misunderstand events, facts, or other people. Meaning, we might make the wrong choices or struggle to think critically.

This could lead to missed opportunities, mistakes with clients or colleagues, and – given the brain’s likelihood to seek the familiar – stagnation in your career path.

How can you steer your brain away from these shortcuts?

We all are impacted by cognitive bias to some degree – it’s quite literally human nature. However, practicing being in the right mindset to make important decisions on the job is important. Some strategies to combat cognitive bias include:

• Being aware of potential biases that might impact a situation, and that you may be more susceptible to
• Consider all possible factors that might influence your decision
• Highlight things that make you uncomfortable and might lead to a snap decision
• Reflect on patterns in past decision-making
• Ask questions and seek out new information; don’t rely on just the initial information given
• Seek multiple perspectives when evaluating a choice
• Look for evidence that may disconfirm your preconceived biases

In conclusion…

Everyone experiences cognitive bias. It’s part of the human experience and protects our brains from becoming overwhelmed. However, it’s important to know when and how to challenge it to thrive in your career.

/ June 24, 2025

Leadership isn’t about a title or position — it’s about generosity, says organizational expert Joe Davis. Drawing on his extensive experience as a people manager, he shares three essential tips for leaders to unlock the potential of their teams by listening generously, embracing vulnerability and leading with humanity — and shows how it’s possible to both earn trust and drive results.

”

/ June 10, 2025

It’s hard to learn everything you need to know about a potential hire from a resume, cover letter, or even an interview. People tend to put their best foot forward in this situation, and that can make it tricky to get a full picture of who you’d be inviting into your business or organization. Since the advent of social media, employers have had, essentially, a free tool to help them screen employees and learn more about that full picture. But is this practice helping your hiring efforts or wasting your time? In this issue of the Pulse, we take a look.

 What kind of screening are employers doing?

According to a survey conducted by The Harris Poll, the majority – 60% – of U.S. hiring managers believe “employers should screen all applicants’ social media profiles.” The survey also found that:

• 41% feel social media sites are among the best places to source candidates
• 70% utilize social media to research potential job candidates
• 17% research every single candidate on social media
• 69% find looking at candidates’ social media profiles is effective
• 51% have never found content on a social media site that caused them not to hire a candidate
• 86% report being likely to consider a candidate who does not have an online presence

When employers are screening candidates, it’s typically because they’re looking for disqualifying content on their online profiles. There are many examples of what that could mean, including:

• Illegal activities
• Offensive comments/posts
• Violent or aggressive behavior
• Explicit material
• Posts regarding former employment

To find these, employers can look at any publicly available social media they can access through a search. If it’s out there on the internet, it’s fair game. According to Matt Erhard, managing partner of Summit Search Group, the most common sites used to screen applicants are LinkedIn, Facebook, and X (Twitter). Though, many employers won’t go beyond LinkedIn, citing its particular relevance to their interests.

Candidates are savvy to this practice.

Whether or not you believe screening potential employees is effective, candidates may not allow themselves to be caught with any publicly visible compromising posts. The Harris Poll also found that 66% of job seekers don’t feel that social media profiles should influence their likelihood of being hired. Many of these candidates are likely to be cautious about which profiles are going to be seen, using aliases or private profiles on pages where they can be a bit more relaxed about what they post.

If this is the case, using social media screenings may be less effective or authentic than you would hope. Many people treat LinkedIn, for example, as a resume, and you may not be able to glean any additional insight from their profiles.

Some warn against this practice.

It’s not just social media savvy candidates who may prevent you from seeing anything you’re not meant to see. Some experts warn against screening employee social media for more practical reasons. If employers aren’t careful about the information they choose to collect and consider about an applicant, they may inadvertently find themselves treading a gray area legally, especially if it leads to a rejection. This can be interpreted as biased or discriminatory, based on what is visible on a person’s profile. Likewise, many profiles can include outdated or incorrect information, which doesn’t help an employer make an informed decision.

In conclusion…

Using social media as a screening tool for employers come with both drawbacks and advantages. In any case, employers should be careful and think critically when using it to judge an applicant.

/ June 2, 2025

If your business relies on uniforms, PPE, or any other vendor-provided workwear, you may find the numbers on your invoices increasing. Tariffs and supply chain issues alike are impacting professional clothing prices, and your vendors may have no choice but to raise their rates.

In this article, we take a look at how prices are being impacted, and what businesses can do to protect themselves from runaway costs.

How are prices being impacted?

Many of the nations that are major textile hubs for US suppliers are among those affected by tariffs. These include countries like:

• Cambodia
• Madagascar
• Vietnam
• Sri Lanka
• Bangladesh
• China
• Pakistan
• Tunisia
• India

Importing products manufactured in these countries will be more costly than before. Some vendors are adjusting where they source their products from. Others may shift to focus on domestic production, though this is still not without added costs. Regardless, some vendors may be left with little choice but to increase prices as the price of providing textiles also increases.

Uniforms may be hit harder than other textile markets.

For some textile markets, such as retail fashion, the hit will really be to the brands rather than the consumers. As one financial analyst said, “tariffs do not give companies permission to raise prices. Consumers give permission to raise prices.”

Meaning, if clothing brands raise prices, they may lose customer loyalty.

And while this may be true in B2C situations, it’s not so simple when the customer is a business purchasing essential supplies for operation. Businesses simply cannot choose to not purchase uniforms or PPE. It’s a must. So unfortunately, avoiding those rising costs may be difficult.

What can your business do?

If your business orders or leases uniforms from vendors that will be impacted by tariffs, don’t fret. While you may see prices increase, as with other materials needed to operate, they don’t need to be a runaway expense. Our recommendation? Don’t just accept any rate increase or change at face value. Research vendors, read their tariff-related statements and policies, including where they source their materials from, and see if there are better solutions out there. Likewise, you can work with third parties who will do this work for you.

/ May 27, 2025

“In the future, companies will succeed or fail based on how much their people enjoy their work,” says management consultant Rosie Sargeant. She offers three tips to make work more joyful, increase employee retention and boost customer satisfaction, suggesting how fun (like kangaroo-themed employee check-ins) can be both professional and profitable.

Cal Wilson / May 23, 2025

It’s hard to learn everything you need to know about a potential hire from a resume, cover letter, or even an interview. People tend to put their best foot forward in this situation, and that can make it tricky to get a full picture of who you’d be inviting into your business or organization. Since the advent of social media, employers have had, essentially, a free tool to help them screen employees and learn more about that full picture. But is this practice helping your hiring efforts or wasting your time? In this issue of the Pulse, we take a look.

 What kind of screening are employers doing?

According to a survey conducted by The Harris Poll, the majority – 60% – of U.S. hiring managers believe “employers should screen all applicants’ social media profiles.” The survey also found that:

• 41% feel social media sites are among the best places to source candidates
• 70% utilize social media to research potential job candidates
• 17% research every single candidate on social media
• 69% find looking at candidates’ social media profiles is effective
• 51% have never found content on a social media site that caused them not to hire a candidate
• 86% report being likely to consider a candidate who does not have an online presence

When employers are screening candidates, it’s typically because they’re looking for disqualifying content on their online profiles. There are many examples of what that could mean, including:

• Illegal activities
• Offensive comments/posts
• Violent or aggressive behavior
• Explicit material
• Posts regarding former employment

To find these, employers can look at any publicly available social media they can access through a search. If it’s out there on the internet, it’s fair game. According to Matt Erhard, managing partner of Summit Search Group, the most common sites used to screen applicants are LinkedIn, Facebook, and X (Twitter). Though, many employers won’t go beyond LinkedIn, citing its particular relevance to their interests.

Candidates are savvy to this practice.

Whether or not you believe screening potential employees is effective, candidates may not allow themselves to be caught with any publicly visible compromising posts. The Harris Poll also found that 66% of job seekers don’t feel that social media profiles should influence their likelihood of being hired. Many of these candidates are likely to be cautious about which profiles are going to be seen, using aliases or private profiles on pages where they can be a bit more relaxed about what they post.

If this is the case, using social media screenings may be less effective or authentic than you would hope. Many people treat LinkedIn, for example, as a resume, and you may not be able to glean any additional insight from their profiles.

Some warn against this practice.

It’s not just social media savvy candidates who may prevent you from seeing anything you’re not meant to see. Some experts warn against screening employee social media for more practical reasons. If employers aren’t careful about the information they choose to collect and consider about an applicant, they may inadvertently find themselves treading a gray area legally, especially if it leads to a rejection. This could be interpreted as biased or discriminatory, based on what is visible on a person’s profile. Likewise, many profiles can include outdated or incorrect information, which doesn’t help an employer make an informed decision.

In conclusion…

Using social media as a screening tool for employers come with both drawbacks and advantages. In any case, employers should be careful and think critically when using it to judge an applicant.

Cal Wilson / May 20, 2025

Whether or not you’re a fan of AI, the undeniable truth is that it’s making waves in a lot of different areas that may impact your business or organization. If you use any Software as a Solution (SaaS) services, and rely on them for operations, you may find AI making an impact on your future.

In this article, we take a look at AI and the future of SaaS.

Many SaaS providers are adding AI functions to their suite of products.

Many SaaS providers have already begun adding AI-powered tools to their services. Microsoft Copilot, for example, might come to mind. But it’s not just search AI assistants. CRM providers have started adding tools like AI-generated sales emails, chatbots, and predictive analytics. There are many possibilities for the ways in which SaaS companies can expand their offerings with AI.

As the Software Equity Group says, “AI’s ability to process and learn from vast data enhances SaaS applications, making them smarter and more adaptable. This integration means SaaS products can offer personalized experiences, automate mundane tasks, and unearth insights that were previously out of reach.”

Is AI as a Service replacing SaaS?

Artificial Intelligence as a Service – or AIaaS – is a new trend making waves in the SaaS landscape.

As best put by Forbes, “AIaaS does more than just store data or perform tasks—it actually thinks, learns, and improves over time. It is designed to make decisions, automate work, and adapt based on user behavior.”

Meaning, instead of just providing the user with the tools to complete a task – whether that be storage, word processing, etc. – AIaaS products can analyze data, generate insights, and automate some of said tasks.

With companies like Microsoft, Zoom, Salesforce, Google, and others holding such a big space in the SaaS market, it seems unlikely that SaaS is going anywhere soon. However, AIaaS offers a new and exciting opportunity for developers to make a footprint in an emerging market, and for companies to hop on a trend that will keep them current and competitive. Likewise, as expectations for AI integrations increase, SaaS platforms that can best utilize these tools will find themselves at a distinct advantage.

In conclusion…

Regardless of how you feel about the technology, it’s impossible to separate AI from the future of the software your organization relies on. In the coming years, you can expect to see it change the way these programs operate, making them smarter and more automated.

Cal Wilson / May 20, 2025

Whether or not you’re a fan of AI, the undeniable truth is that it’s making waves in a lot of different areas that may impact your business or organization. If you use any Software as a Solution (SaaS) services, and rely on them for operations, you may find AI making an impact on your future.

In this article, we take a look at AI and the future of SaaS.

Many SaaS providers are adding AI functions to their suite of products.

Many SaaS providers have already begun adding AI-powered tools to their services. Microsoft Copilot, for example, might come to mind. But it’s not just search AI assistants. CRM providers have started adding tools like AI-generated sales emails, chatbots, and predictive analytics. There are many possibilities for the ways in which SaaS companies can expand their offerings with AI.

As the Software Equity Group says, “AI’s ability to process and learn from vast data enhances SaaS applications, making them smarter and more adaptable. This integration means SaaS products can offer personalized experiences, automate mundane tasks, and unearth insights that were previously out of reach.”

Is AI as a Service replacing SaaS?

Artificial Intelligence as a Service – or AIaaS – is a new trend making waves in the SaaS landscape.

As best put by Forbes, “AIaaS does more than just store data or perform tasks—it actually thinks, learns, and improves over time. It is designed to make decisions, automate work, and adapt based on user behavior.”

Meaning, instead of just providing the user with the tools to complete a task – whether that be storage, word processing, etc. – AIaaS products can analyze data, generate insights, and automate some of said tasks.

With companies like Microsoft, Zoom, Salesforce, Google, and others holding such a big space in the SaaS market, it seems unlikely that SaaS is going anywhere soon. However, AIaaS offers a new and exciting opportunity for developers to make a footprint in an emerging market, and for companies to hop on a trend that will keep them current and competitive. Likewise, as expectations for AI integrations increase, SaaS platforms that can best utilize these tools will find themselves at a distinct advantage.

In conclusion…

Regardless of how you feel about the technology, it’s impossible to separate AI from the future of the software your organization relies on. In the coming years, you can expect to see it change the way these programs operate, making them smarter and more automated.

Keana Morrison / May 5, 2025

Product returns are always an unhappy expense to a business. But if that involves paying for a customer to ship the product back to you, that expense is amplified. Amid rising expenses, including climbing shipping rates, many businesses are looking to combat budget constraints by tackling return rates. In this article, we take a look at this predicament, and what can be done to avoid your shipped goods being sent back to you.  

How much of an issue are return shipments?  

In 2024, the average return rate for ecommerce was 16.9% of sales – though some retailers are looking at numbers closer to 30%, depending on the product. Clothing and shoes, as well as other items requiring specific sizing, are often returned at higher rates. This number is also climbing, more than doubling from an average of 8.1% in 2019.  

That’s a pretty staggering number, when you picture between 17 and 30 of every 100 e-commerce purchases being returned. Then, imagine the shipping costs and other expenses associated with that rate. In 2024, consumer returned products cost American businesses $890 billion. On average, the cost to process a return can be anywhere from 20%–65% of the item’s original value. 

Trends show brands are changing their return policies.  

The Reverse Logistics Association’s (RLA) returns index for 2024 found that major brands are strategizing against cost increases by addressing return policies. Among a selection of American top hundred retailers: 

• 30% charged restocking fees 
• 75% limited what could and could not be returned 
• Many offered better return options through subscriptions and customer loyalty programs 

Likewise, a different study by ReturnPro found that “that nearly 60% of retailers have keep-it policies for items that aren’t financially viable to ship back.” 

This isn’t only because of rising costs. The rise of fraudulent returns is also on the rise, causing a “significant issue” for as much as 93% of retailers. Protecting yourself against this expense is an important part of your logistics and fulfillment strategy.  

How do you reduce your business’ return rates?  

Charging for certain returns or having no-return policies on some items are some of the strategies businesses are using to reduce return rates. Some practices you may want to implement, if possible, include: 

• Directing customers to post returns to your warehouse, rather than a brick-and-mortar store 
• Directing customers to drop off returns physically, rather than shipping them back 
• Including clear limits and cut offs in your return policy – for example, clearly stating how many days the customer has, what condition the item must be in, and what can be exchanged versus refunded 
• Including clear and easy-to-find product information to reduce the amount of unnecessary returns 
• Investing in smarter packaging materials to ensure the amount of returns due to damage in transit is minimal  
• Investing in third-party software that can help identify and blacklist serial return fraud offenders 

Of course, returns will never entirely disappear. Mistakes happen, both on the seller and buyer’s ends. However, there are steps that can be taken to reduce your rates, beating the 17 in 100 statistic.  

Cal Wilson / April 21, 2025

Gas prices can fluctuate and make it hard to budget for your annual fuel expenditure. However, there are other factors that might be impacting your fleet’s fuel expenses. One of them is tires. It may not sound like a crucial part of the fuel mileage equation, but poor tire condition can severely deplete your vehicles’ fuel efficiency.  

In this article we look at the connection between tires and fuel, and how you can ensure you’re not missing an opportunity to become more fuel efficient.  

How do tires impact fuel efficiency? 

Many aspects of your vehicles’ tires impact their fuel efficiency. These include: 

• Pressure 
• Quality 
• Alignment  
• Rotation frequency  
• Tire size and weight 
• Maintenance 

All these elements, if properly kept up with, will save you money on fuel in the long run.  

Tire pressure is crucial, because underinflated tires lead to increased rolling resistance, making your engine work harder to move the vehicle. Keeping your tires properly inflated can save your vehicles approximately $0.02/gallon. That may not seem like too much at a glance, but when you consider every vehicle in your fleet, and every mile driven over the course of a year, that adds up.  

Tire quality can also save you money on your refuelling bills. Some higher-end tires will come labelled as low rolling resistance (LRR) tires and are specifically designed to improve fuel efficiency by an estimated 3-4%. 

Proper tire alignment with your wheel “ensures that your tires meet the road at the correct angle, preventing uneven tire wear and reducing rolling resistance. Misaligned tires can drag slightly, causing your vehicle to use more fuel to maintain speed.” 

Regular tire maintenance makes sure all these elements are being routinely monitored, and catching any issues or damage that might detract from your fleet’s fuel efficiency.   

Best tire practices to keep in mind. 

To make the most of your fuel budget, and not waste any money because of improper tire practices, make sure to keep up these habits: 

• Conduct monthly tire pressure checks to ensure you aren’t losing fuel efficiency to underinflation.  
• Invest in LRR tires, when possible, for long-term fuel savings.  
• Conduct regular checks for wear patterns on the tire that may be indicative of the need for realignment. 
• If your drivers complain of excessive steering wheel vibration, check to see if the tires need realigning.  
• Ensure your fleets’ tires are rotated, usually every 5,000 to 8,000 miles, to maintain consistent rolling resistance.  
• Ensure you’re only using the right tire size recommended by your vehicles’ manufacturer. 

In conclusion… 

Tire maintenance and upkeep goes a long way in protecting your fleet’s fuel budget. If you’re ignoring this aspect of your vehicles’ fuel economy, it could be costly in the long run.