Issuu

Vol. 2 | ISSUE 9 | February 2018

A BIZNEVADA MAGAZINE

NEVADA Made in

Manufacturing in the Silver State

Nevada Perks for Both Big & Small Businesses

LETTER FROM THE

EDITOR

PUBLISHER

Corrine Casanova

The message this month will brief. Recently, Corrine Casanova and I were given the opportunity to sit down with Lauren Garfinkel, Panasonic’s Recruitment and Branding Specialist. For me, what followed was an interview session filled with many surprises. While I understood the basic tenants of the relationship between Panasonic and Tesla, I had no idea of the depth and commitment these two mega corporations had made to one another all in an effort to change the world we live in. It is with great pride that we as a team bring this article to you. On behalf of Chris O’Sullivan, Partner and Publisher, Corrine Casanova, Managing Editor and Lora Enget, Sales Director, I encourage you to read about Panasonic and their relationship with Tesla and the commitment they have made to our incredible state. If you have any comments or wish to learn more, please feel free to check in to our website, www.biznevada. com.

Manufacturing requires a special skilled workforce. To locate and educate this workforce we are seeing the Governor’s Office on Economic Development, community colleges and large and small manufacturers alike teaming up and creating innovative workforce programs. While manufacturing as a whole is becoming more automated eliminating the need for so many employees simply working on the plant floor, it has created higher paying jobs.

Happy reading, Richard Moore, Partner and Publisher

Made In Nevada: Manufacturing in the Silver State

BizNEVADA PUBLISHING TEAM PUBLISHERS: Richard Moore and Chris O’Sullivan GRAPHIC DESIGNER: Mad Viking Design EDITOR-IN-CHIEF: Corrine Casanova SALES DIRECTOR: Lora Enget PHOTOGRAPHER: Marcello Rostagni COVER PHOTO: Marcello Rostagni ADVERTISING: Lora Enget at lora@biznv.com FEEDBACK/IDEAS We welcome your feedback and ideas regarding BizNevada. Send a message to info@biznevada.com

PG 8-9 PG 12-13

Made In Nevada. Stays In Nevada. Building Panasonic

PG 14-17

5 Ways the Millennial Mindset Can Inspire Nevada Businesses

PG 18-19

Expert Contributor: Are Your Clients Loyal?

PG 20-23

Calendar of Events

PG 24-25

Non-Profit Business Spotlight -

My Hometown Heroes Sponsorship Through Purposeful Participation PG 26-27

Northern Nevada’s Top 100 Manufacturing Employers

Book Review - Elvis, Marilyn and the Space Aliens: Icons on Screen in Nevada

PG 28-29

bizNEVADA Magazine

Some of these higher paying jobs are the result of two local certification programs. Western Nevada College (WNC) has a Siemens Mechatronics Certification Program which teaches students automation in a manufacturing facility. Panasonic has teamed up with Truckee Meadows Community College (TMCC) to create the Panasonic Preferred Pathway Program (P3) which has been well received. It’s this kind of innovative, quick thinking that will provide the diverse workforce we need to continue manufacturing in the 21st century.

Nevada’s One-Of-A-Kind Company Itronics

EXPERT CO N T R I B U TO R S

It’s a great time to be in Nevada (especially if you are in manufacturing).

CLUB

PG 4-7

VOL. 2 / ISSUE. 9

R i c h a r d W. M o o r e

If there’s one thing I’ve learned while putting this special issue together, it’s that manufacturing is the sector that provides real bang for your buck. In fact, according to the U.S. Bureau of Economic Analysis, every dollar spent on manufacturing generates $1.41 of economic activity. Better yet, the manufacturing footprint extends beyond that. Due to the purchase of domestic goods and services by manufactures there’s an “indirect employment multiplier.” The National Association of Manufacturers (NAM) reports for every worker directly employed in manufacturing, output supports over 1.4 jobs elsewhere in the economy. Also, the U.S. manufacturers perform over three-quarters of all private sector research and development nationwide, driving more innovation than any other sector.

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Manufacturing in the

Silver State

For the Reeds, they too want their employees to be a good fit for their culture. In addition, people who apply to work in the shop are asked to complete a design challenge prior to being hired. As Tim comes from six generations of wood workers from the Pacific Northwest, he prides himself on superb quality and has that same expectation of his employees. Randi explained how the design challenge works, “We give them a paper and pencil, instruct them what to build, provide material to do it and give them four hours to build, plan and then present to us. We do it because we want to know if they can think outside the box, work under pressure and produce a quality product. We can teach them how to work with metal and concrete but woodworking is a skill that is honed over time. People either crack under pressure or excel. We need to know they can work under time constraints and deadlines.” Their hiring philosophy seems to be working. Most recently, they were named SBA’s Microenterprise Business of the Year for 2017.

venture out of the region to purchase the apparel, she works with a local graphic designer and local print shop. She believes that within the next five years there will be a large clothing apparel manufacturer in the area thereby helping the supply chain of small businesses like hers.

State 36 Clothing Co., an apparel company, is another small local business that is made in Nevada. Morgan Gottier started her clothing line as a tribute to her grandfather’s passion for Nevada. Her great grandfather came from Utah to Reno in 1917. Her daughters are fourth-generation Nevadans. While she and her husband, Brandon, had options for leaving Nevada after graduating from UNR, they chose to stay and are happy with that decision. As a small business owner and proud Nevadan, Morgan strives to keep as much of her business local. While she has to

NNDA President and CEO, Robert “Rob” Hooper explained how manufacturing has grown in the state, “The manufacturing cluster is beyond critical mass. It has become its own magnet. We are constantly seeing inquiries from large manufacturing firms looking to expand to here. We are still going to get some smaller businesses that will relocate here, but I think you will see more larger manufacturing facilities come here in an expanding role at a fairly rapid rate. We are in a critical spot as far as commercial industrial space is concerned. Since 2010 in the Sierra Region,

The Northern Nevada Appeal In January, National Geographic named Reno one of the top ten best smaller cities in the United States. The scoring was based on unconventional metrics that lead to happiness. Sharing the benefits of Northern Nevada is not a hard sell. The Northern Nevada Development Authority (NNDA) knows this firsthand as they are active in helping businesses of any size get started or expand in the Sierra Region of Nevada: Carson City, Douglas County, Lyon County, and Storey County. Their whole philosophy is connecting and facilitating businesses. Manufacturing is a big part of this.

BY CORRINE CASANOVA PHOTOGRAPHS BY MARCELLO ROSTAGNI

Tim and Randi Reed are the owners of Haus of Reed, a custom furniture company working with solid wood, metal and glass fiber reinforced concrete (gfrc). All of their materials are not only made in America, but over 90 percent are sourced within two miles of their facility. They moved into their current Greg St. location in Sparks two years ago. They were fortunate to lease space in a building that worked well for them despite not a lot of leasing options. Today, commercial real estate vacancy rates are at an all-time historical low and small manufacturing businesses are having difficulty finding space to lease. According to NV DETR, there are 2,300 manufacturing businesses in Nevada. Manufacturing is 3.3 percent of the state4 • ISSUE 9 • FEBRUARY 2018

wide total workforce and growing. In 2016, manufacturing became the third largest industry in Nevada, just behind gaming/tourism and logistics. Besides a facility to conduct business in, often the two biggest challenges with any manufacturing business is hiring qualified skilled employees and being mutually dependent on other manufacturing firms in and across sectors. Most manufacturing companies in the U.S. are small (fewer than 500 employees). According to the U.S. Census Bureau, 75 percent of these companies have fewer than 20 employees. Recruiting a skilled workforce is a challenge that both big and smaller companies face. Companies like Panasonic hit the recruiting hard with their many job fairs in and outside of Nevada but won’t hire unless the person is a right fit for their culture. BIZNEVADA MAGAZINE • WWW.BIZNEVADA.COM • 5

A Presidential Sweet Adventure

we have gone from a 26 percent industrial vacancy rate down to below three percent. The types of manufacturers looking to come here are those who have the capabilities of building their own facility or having a build to suit done.”

Joe Dutra, owner of Kimmie Candy Company, chose to move his operations here from Korea in 2005. The manufacturing landscape in northern Nevada was much different back then. “My motivation for bringing an offshore production facility onshore was really to create American jobs. It got to the point where we needed to grow our business and either expand in Korea or come back to the US. That’s when I started looking at Reno. It was close enough to our roots in Sacramento. Reno has access to 63 million customers within a two-day transit, better insurance rates for workman’s comp, the taxes are lower and we discovered the weather isn’t as bad as we always thought it would be,” said Dutra. However, compared to California, there was no readymade infrastructure here. There were no suppliers or packaging companies nearby,” Dutra shared.

Lynn O’Mara, NNDA Director of Economic Development, added, “Forty percent of manufacturing done in the state is in northern Nevada. Our state capital is not simply a state capital. A lot of manufacturers are located in Carson City and it is considered to be the densest manufacturing city per capita meaning they have more residents that are employed by manufacturers than anyone else in the state.”

“It turned out to be one of the best decisions I made business wise moving to Reno. At the time, the Economic Development Authority of Western Nevada (EDAWN) was recruiting companies to come to Nevada so Kimmie Candy became the poster child because we chose to move our offshore manufacturing onshore. EDAWN had a public relations agency from New York and I got free advertising on national television by being interviewed by major networks like CNBC and FOX. Each time I would say good morning from Reno giving us national exposure,” Dutra said. Kimmie Candy produced nearly two million pounds of candy in 2016. In 2017 they moved from their 16,000 square foot facility to a 42,000 square foot facility where they have the ability to produce three times the amount of candy there. They bought the building on Edison Way and gutted it to expand their production capacity. They currently employ about 45 employees. Their dedication to Nevada has not gone unnoticed judging from the awards they have received. They were also the first candy company in 60 years to win the President’s “E” Award for Exports in 2016 and are the ninth ever Nevada company to win the award which was created by President John F. Kennedy. In July 2017, Kimmie Candy was selected to represent Nevada during “Made in America” week at the White House. A company from each state was chosen and Kimmie Candy was the only candy company represented. “President Trump sampled our candy and seemed to like it. He called us a sweet adventure,” Dutra shared.

Growing a Diverse Workforce Just as Panasonic has been growing a diverse workforce through their Panasonic Pathway Program (P3) with TMCC, another community college, Western Nevada College, has a certification program that focuses on automation. According to Hooper, “Western Nevada College is the only college west of the Mississippi River to have a Siemens Mechatronics Systems Certification Program (SMSCP) which is internationally recognized and teaches students how to live within the system of automation within the plant.” Certificate programs like the SMSCP and P3 benefit other manufacturing companies in the community too all creating a diverse workforce. “Not only is the SMSCP certification internationally recognized, it is also equipment agnostic, which means it is not focused on Siemens equipment. One of the things to keep in mind is that the US Dept. of Commerce projects that over the next five to 10 years, 70 percent of the new jobs created will require nothing more than some type of certification, not a college degree. That means there is a lot of opportunities for individuals to get some kind of post-secondary education which they can build upon if they choose,” O’Mara said. Hooper sees the definition of college changing as people begin to learn high end technical skills in certificate programs, then go into the workplace and getting additional levels of certification. Hooper said, “Programs like these provide people an opportunity to get on some kind of career path, some of them may decide that they want a college education but can do it in incremental ways to determine if this is something they want to pursue. Employers now have a labor pool that they can utilize. As higher level jobs become available, they can work with those individuals who want to move up the chain.”

helping companies come to the Sierra Region, but also working with companies that are already located here. They ask questions like:

• • •

How can we help companies find access to technology that increases productivity? How can we connect companies to different types of markets? How can we support companies that are expanding through tax incentives?

“You hear about all the tax incentives given to new companies that come here. Well, the very same tax incentives apply to companies that want to expand. Our workforce education, our access to capital, a lot of things we do is look at all aspects of support for our current manufacturing base,” said Hooper. For more information on NNDA, go to www.nnda.org. They have monthly breakfasts where manufacturers have the opportunity to meet each other in a networking atmosphere and discuss topics like building a diversified workforce and keeping their products made in Nevada.

The Northern Nevada Business Advantage The Northern Nevada Development Authority (NNDA) sees the geographic location, Nevada tax structure, business and workforce incentives as advantages for Nevada business owners in the Sierra Region. NORTHERN NEVADA GEOGRAPHICAL LOCATION • Logistic advantage - Reach 11 western states within a two-day ground transport • Proximity to major markets • Affordable lease rates • Low cost - Inexpensive to incorporate • Business Climate - Ranked in top ten as Best States to Do Business • Favorable tax structure • Accessible regulatory environment • Ranked #2 as small business and entrepreneurship friendly states • Economic development incentives - business and training • University of Nevada, Reno ranked among top five business programs in the country TAX STRUCTURE • NO Corporate Income Tax • NO Personal Income Tax • NO Inventory Tax • NO Unitary Tax • NO Estate and/or Gift Taxes • NO Franchise Tax • NO Inheritance Tax • NO Special Intangible Tax RIGHT TO WORK STATE Employees have the right to decide for themselves whether or not to join or financially support a union. No person shall be denied the opportunity to obtain or retain employment because of non-membership in a labor organization.

To learn more, visit nnda.org.

At the NNDA, Hooper and his staff are not only focused on

6 • ISSUE 9 • FEBRUARY 2018

BIZNEVADA MAGAZINE • WWW.BIZNEVADA.COM • 7

‘

MANUFACTURING EMPLOYERS 1. IGT 2. TESLA INC 3. BENTLY NEVADA 4. PANASONIC NORTH AMERICA 5. HAMILTON COMPANY 6. SK FOOD GROUP INC 7. CLICK BOND INC 8. PCC STRUCTURALS CARSON CITY 9. PATERSON PACIFIC PARCHMENT CO 10. NOW HEALTH GROUP INC 11. AMERICAN BUILDINGS COMPANY 12. CHROMALLOY NEVADA 13. COMPLETE MILLWORK SERVICES INC 14. NATURE’S BAKERY 15. NEW MILLENNIUM BUILDING SYSTEM 16. STARBUCKS MANUFACTURING CORP 17. CARRY-ON TRAILER 18. SHERWIN-WILLIAMS 19. NEVADA CEMENT COMPANY 20. TREX COMPANY INC 21. PRODUCTION PATTERN & FOUNDRY 22. QG PRINTING CORP 23. MEDALLIC ART COMPANY

8 • ISSUE 9 • FEBRUARY 2018

24. JAMES HARDIE BLDG PRODUCTS INC 25. KAL KAN FOODS INC 26. SIERRA MEAT COMPANY 27. A & B PRECISION METALS INC 28. VIA SEATING INC 29. ELITE SPICE INC 30. VEKA WEST INC 31. TREEHOUSE PRIVATE BRANDS INC 32. EET INC 33. SERVER TECHNOLOGY INC 34. COOPER B-LINE INC 35. SIERRA PACKAGING & CONVERTING 36. PACIFIC CHEESE CO INC 37. GARY PLATT MANUFACTURING LLC 38. U S GRANITE NEVADA 39. HAWS CORPORATION 40. FORT DEARBORN COMPANY 41. MICROMETL CORPORATION 42. LACO TECH 43. CUSTOMINK 44. VDM METALS USA LLC 45. ARROW GLOBAL ASSET DISPOSITION 46. CASCADE DESIGNS NEVADA

47. RR DONNELLEY & SONS CO 48. QG PRINTING II LLC 49. US ORDNANCE 50. ARDAGH METAL PACKAGING USA INC 51. HIGH QUALITY ORGANICS INC 52. GARLOCK PRINTING & CONVERTING 53. LAWN & GARDEN OPERATING COMPANY 54. CGI INC 55. AERVOE INDUSTRIES INCORPORATED 56. BRUCE AEROSPACE INC 57. SIERRA NEVADA CORPORATION 58. HV MANUFACTURING CO 59. MODEL DAIRY LLC 60. 3D CONCRETE 61. SCHLOSSER FORGE 62. RR DONNELLEY & SONS CO 63. SUNOPTA GRAINS AND FOODS INC 64. FORTIFIBER CORPORATION 65. OLAM SPICE AND VEGETABLES 66. HIGH IMPACT SIGN AND DESIGN LLC 67. SCOUGAL RUBBER CORPORATION 68. MARTIN IRON WORKS INC 69. TRIPP ENTERPRISES INC 70. VICTORY WOODWORKS INC 71. GLASFLOSS INDUSTRIES LP 72. VERNON TOOL CO LTD 73. SWAN PRODUCTS LLC 74. OWENS PRECISION

75. DURA-BOND BEARING COMPANY 76. AMERICAN AVK COMPANY 77. VIP RUBBER COMPANY INC 78. DIAMOND PLASTICS CORP 79. KEMET BLUE POWDER CORPORATION 80. VALLEY JOIST INC 81. RENO TRUSS 82. A-D TECHNOLOGIES 83. WORLDPAK FLEXIBLE PACKAGING 84. PIEDMONT TRUSS & LUMBER INC 85. AMETHERM INC 86. T & D MACHINE PRODUCTS INC 87. LSP PRODUCTS GROUP 88. DITF INTERCONNECT TECHNOLOGY 89. CONTINUUM PACKING SOLUTIONS LLC 90. PAUGHCO INC 91. H & T NEVADA LLC 92. JENSEN PRECAST 93. PRECISION METALS INC 94. PERFORMANCE PIPE 95. DR PEPPER/7-UP BOTTLING CO 96. PENTAIR VALVES & CONTROLS US LP 97. BI NUTRACEUTICALS INC 98. GLASS WITH A TWIST 99. MOMAR INDUSTRIES LLC 100. FRENCH GOURMET INC

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Made in Stays in

anasonic is a nearly 100-year-old global company with headquarters in Japan, but when it comes to lithium-ion battery cell manufacturing for Tesla vehicles, they are absolutely made in Nevada. There are divisions of Panasonic all over the USA with different functions and specific focuses. Panasonic Energy of North America (PENA) is their northern Nevada division of Panasonic USA. While PENA opened its doors in the Tesla Gigafactory in 2014, the first battery cell was produced and delivered to Tesla in January 2017.

N e v d a

Lauren Garfinkel, Panasonic’s Recruitment and Branding Specialist, has been with PENA for nearly a year and has already seen exponential growth in her division. In April 2017, there were 400 Panasonic employees in the Gigafactory, today there are about 1,600 employees with a goal of hiring 2,500 workers by 2019. As Panasonic continues its rapid growth in northern Nevada, Garfinkel explained some of the common misconceptions about PENA:

Misconception #1 PENA is owned by Tesla. “Panasonic and

Building Panasonic by Corrine Casanova

Tesla are two very separate companies under the same Gigaroof. Panasonic is a tenant of the Tesla Gigafactory, and our partnership and collaboration is with Tesla. One does not own the other. This is a special relationship. Tesla is very much Tesla, and Panasonic is very much Panasonic. We have different cultures and methodologies. We wear blue and they wear red. We come together and make battery cells,” Garfinkel explained. In essence, the two companies work side by side, but operate independently- Panasonic sells the battery cells to Tesla. Previously, Tesla purchased the battery cells from Panasonic, and they were shipped from their factory in Japan to Tesla’s factory in Fremont, CA. Today, Panasonic manufacturing the cells locally in the Gigafactory provides significant cost savings to both companies. Panasonic’s A Better Life, A Better World, is a branding philosophy that seems to mesh well with Tesla as their mission is to accelerate the world’s transition to sustainable energy through electric vehicles and energy products.

Misconception #2 PENA is exclusively recruiting workers from other states, especially California, to live and work in northern Nevada. It turns out that the majority of the 1,600 PENA employees are local to northern Nevada. While it is true they recruit from outside the state, their main focus is Nevada. In fact, PENA has leased a facility off of E. Moana Lane exclusively for recruit-

ment efforts and to make applying for a job with Panasonic much easier. There are currently 14 recruiters at this location. Garfinkel explained, “The 90 percent of the employees from northern Nevada that comprise our workforce are a diverse group. They range from age 18 to people in their 60’s who have retired from previous careers and want to try something new. This diversifies our culture and makes it unique. While it is true that we do recruit outside of Nevada, our goal is to hire as many local Nevadans as possible. Our employees are our biggest advocates as we have a great referral program. Jobs here require many different skillsets. About 85 percent of our employees at the Gigafactory are in production while the other 15 percent work in the office in an administrative capacity.” All open positions are posted on Panasonicnv.com.

Misconception #3 PENA is manufacturing electronics, refrigerators and microwaves at the Gigafactory. While Panasonic is known worldwide for these types of products, they are not manufacturing them here. Currently, they are only producing batteries for the Tesla vehicles and eventually the energy storage at the Gigafactory. This energy storage product will minimize reliance on your utilities as they integrate with solar energy to store excess energy and make it available when you need it. Thanks to the Gigafactory and Panasonic’s partnership with Tesla, the batteries that are required to power Tesla vehicles are now made in the USA and can be produced much more efficiently and economically.

Misconception #4 Panasonic is hiring warehouse workers for the Gigafactory. PENA Gigafactory employees are doing production and manufacturing work. A skilled workforce is key to their success and that is why they created their own training program with Truckee Meadows Community College (TMCC). Upon program completion of the first two certifications, employees start as Machine Operators at $17/hour and are eligible for full benefits 30 days after starting employment. Workforce development is paramount to Panasonic. That is why they initiated the Panasonic Preferred Pathway (P3) Program with TMCC. When learning how the P3 program got started, it is like hearing a start-up company’s first steps. Innovative thinking and a partnership with TMCC and the Governor’s Office created a self-paced certification program valued at $1,400 which is free to Nevadans who are accepted into the program where they are guaranteed an interview with Panasonic at program compleBIZNEVADA MAGAZINE • WWW.BIZNEVADA.COM • 11

tion. WINN funding provides scholarships to Nevadans who been resident for at least one year to cover the cost of the P3 program. Panasonic recruiting lead, Zachary Kumler, is the mastermind behind the program. He recognized a talent gap between a skilled workforce and getting the job done. Initially hired to recruit veterans into Panasonic, he began looking at the talent in the manufacturing sector in the local area and found it to be a dry pipeline because of the skills gap. He explained, “I started looking at more creative ways to get veterans into Panasonic which is something I knew we needed to do because we needed leadership established at the basepoint, and then I started looking at the overall market and what our market share is for manufacturing. Governor Sandoval has really pushed for diversifying Nevada and especially since manufacturing is short about 33 percent on manufacturing jobs. I began to ask how are we going to get people trained in these middle skills and fit into the Panasonic culture as a whole? We want to hire within Nevada so we started working with TMCC. Fortunately, for us, being a large company and working with Governor Sandoval we can say we have good jobs, but we need people. TMCC really ran with it.” Interim Dean of Technical Services at TMCC, J. Kyle Dalpe, Ph.D. explained how the P3 program was able to get up and running so quickly, “In fall 2016, we had about 75 students in our manufacturing class, so when Panasonic came in here and said we need 2,000 plus trained people, we both had a problem that needed solving. TMCC can create a talent pipeline, but we need people in the pipeline to get them graduated. In December 2016, TMCC met with Panasonic and provided a menu of modular classes we had already developed using federal tax funding. They then selected the modules that their technicians would need in the jobs they needed to fill. We packaged the existing curriculum into what we call an industry recognized credential. This 10 credit certification is stackable and can be used in a more traditional certificate achievement program of 30 credits or more.” The P3 program is getting noticed nationwide. Recently, the University of Wisconsin came to Panasonic to adopt the model for their state. Kumler concluded, “Right now my big push is northern and southern Nevada. In addition to TMCC, the College of Southern Nevada will be adopting the program. I am meeting with manufacturers in both northern and southern

12 • ISSUE 9 • FEBRUARY 2018

Nevada to have them adopt this certification program too. If we increase the talent pool, it benefits everybody and keeps our workforce in the state.”

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WAYS THE MILLENNIAL

MINDSET CAN INSPIRE NEVADA WORKPLACES

by Mikalee Byerman

Think

“Millennials,” and chances are, a variety of stereotypes quickly come into crystal-clear focus: Killing long-established industries; obsessed with craft cocktails and beanies; shirking tradition; always focused on Snapchat or Reddit or whatever the platform du jour happens to be. Sound familiar? If so, perhaps it’s time to think of the stereotype from the opposite perspective: What are the positive facets of the Millennial mindset that we can apply to modern workplace culture? As it turns out, workplaces can learn a legit TON from the group known as the Next Great Generation. Here are some ideas about how employers can channel Millennial proclivities to improve their workplace culture as well as attract the most sought-after talent—whatever their age may be.

1. Embrace flexibility SO HARD

THE RESEARCH: Research from Intelligence Group indicates

74 percent of Millennials want flexible work schedules.

HOW THIS APPLIES TO EMPLOYERS: The tech-centric Millen-

nial lifestyle makes them view traditional time-card punching, cubicle-dwelling work arrangements as outdated. Companies may want to create a hybrid work environment, where specific time is spent together in a bricks-and-mortar office while other work is remotely accomplished. Or create a completely

14 • ISSUE 9 • FEBRUARY 2018

remote work environment like the Estipona Group did, which allows team members to connect in meaningful ways through technology. An obvious bonus: the ability to wear casual—yet appropriate—attire. Do unicorn slippers count? Asking for a friend.

2. Channel employee wanderlust

THE RESEARCH: According to Millennial Travel Trends, 75 per-

cent of Millennials wish to travel as much as possible.

HOW THIS APPLIES TO EMPLOYERS: The Millennial generation is known for valuing vacation time—yet paradoxically, research suggests they often don’t take it—so a culture where vacation is embraced (and those using it are not vacation-shamed) is optimal. Also, leadership may want to consider encouraging team members to go to conferences to stay connected to new technologies and trends. This provides a one-two punch of travel combined with opportunities for enhanced knowledge.

3. Encourage differences of opinion (but not in a Fight Club kinda way)

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THE RESEARCH: Deloitte research suggests that 86 percent of

Millennials feel that differences of opinion allow teams to excel.

HOW THIS APPLIES TO EMPLOYERS: Traditional hierarchy is

an outdated concept, as is the idea that only those with “VP” or “director” in their titles have the answers to the problems facing companies—resulting in increasingly lateral organizational structures where knowledge is spread across the company. When hierarchies are flattened, better collaboration often results, which may also invite differences of opinion. But creating a healthy dialogue—one that includes an occasional disagree-

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ment—is often the way to get to the most creative solutions.

4. Be the change you want to see in the (employment) world

THE RESEARCH: According to Jeff Boss, author of “Navigating

Chaos: How to Find Certainty in Uncertain Situations,” many Millennials entered the workforce at the downturn of the economy just prior to its 2008 collapse. This means they learned to expect change—“they learned to anticipate working in chaos but more so, they learned to problem-solve for solutions.”

HOW THIS APPLIES TO EMPLOYERS: Clearly technology is

changing the employment landscape, but companies can use innovative processes and procedures in order to try something new and different and see if it works. Ask your younger team members to help brainstorm creative solutions that might just upend the status quo, and see what happens. (Pro tip: Make sure you remain open to their out-of-the-box ideas, lest you quash their creative spirit forever.)

5. The ‘almighty dollar’ has been dethroned; connection is now king

THE RESEARCH: A 2011 McCann Worldgroup survey of 1,000

“I’m passionate about my business, my family and my Hometown.”

Millennials revealed that more than 90 percent of those surveyed cited connection and community as their greatest need.

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HOW THIS APPLIES TO EMPLOYERS: Millennials are known

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for believing at their core that money isn’t everything—and perhaps that applies to your entire company as well. Consider that community involvement, awards, prestige, title, increased responsibilities, etc. may be far better motivators than a paycheck.

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Regardless of the age of your workforce, your goal is to attract top talent. These strategies may inspire the kind of change that elevates your workplace culture—thanks to inspiration from those oft-stereotyped Millennials. (What is the deal with those beanies, anyhow?)

Mikalee Byerman is VP of Strategy for the Estipona Group which has a 25-year history as a marketing/communications agency. Since 2008, it has operated under a virtual model, with all employees working remotely from home offices, collaborative workspaces and any public place with free Wi-Fi (and preferably caffeine and/or dark chocolate). Visit estiponagroup.com or call 775-786-4445.

Tom Dolan chose Hometown Health to be the health care plan for Dolan Auto Group to give his employees a local plan with great customer service and coverage. Little did he know that he would need Hometown’s services when his health took a turn for the worse. Tom needed a lung transplant and double bypass heart surgery, and he turned to specialists at the Mayo Clinic in Arizona for life-saving surgery. Even hundreds of miles away, Hometown Health was there for Tom every day, every step of the way.

PA RT O F T H E R E N OW N H E A LT H N E T WO R K

Tom Dolan Owner, Dolan Auto Group Hometown Health Member

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TALK TO YOUR BROKER OR WATCH THE VIDEO AT HOMETOWNHEALTH.COM/HEALTHYBUSINESS 775.982.3100 |

Northern Nevada Regional Office | Kevin Curtis 300 E 2nd St #1320, Reno, NV 89501 Phone: (775) 824-9900 16 • ISSUE 9 • FEBRUARY 2018

Common questions about loyalty programs include, “What type of gift should we send? How expensive should it be? Can I get small quantities?” Often businesses believe it is too much work. I can find a gift for any budget or quantity. It is a matter of being creative in finding the item your clients will appreciate. If you set up the program as part of your company’s procedures, the program will flow like anything else you do. Finally, are you doing anything right now that is developing and creating strong loyalty with your clients? If not, you should seriously consider beginning a loyalty program and take the baby steps to grow it. For a loyalty program to be successful you must have a brand and a service that clients want and will notice.

by Peter Fishburn

We all know customers can be fickle. They may have been com-

o L

ing to you for years and suddenly they disappear. No explanation whatsoever. You may have provided the same service over the years and they have never complained. Yet, they went somewhere else. This happens often and if you are not taking steps to encourage loyalty, you will lose clients. We have all been told, it is less expensive to keep a client than to go out and find new ones.

How do you know if your clients are loyal? Do you know what they are saying about your business to other potential customers? If a competitor called your client, would they simply go ahead and order from them? Could they be looking right now for another source for the services or products you provide?

What is a loyal customer?

A loyal customer is someone who continues to believe that your organization’s product or service is their BEST option. It best fulfills their value proposition and they take that offer whenever faced with a purchasing decision.

You know when they are loyal when:

1. Your customer transacts with your brand on an ongoing basis. 2. Your customer only buys from you. 3. Your customer is an outspoken advocate for your brand.

Some customers may appear loyal but are only sticking around because there is a contract in place for your service or perhaps you

18 • ISSUE 9 • FEBRUARY 2018

Loyal?

? l a y

ARE YOUR CLIENTS

are the low-cost provider and that is their only consideration. Or perhaps you have an employee they like and as long as that person is with your company they will continue to do business with you. Some may not want to hassle switching vendors but if a better offer was presented to them, they may switch. Loyalty programs are a way to recruit and retain loyal customers.

What is a loyalty program and how does it work?

The process starts with you. You must want to create an environment that encourages loyalty and communication with you and your clients. This starts right at the beginning. When you have a new prospect, send a gift to them even before they order. This shows you are excited they are considering working with your company. With the first order, make sure you reach out again and say thank you and inquire how everything went. You have now set the stage for these new clients to realize you care about them and want to hear how you can serve them better.

For established customers, decide how and when you will reach out to them. Put it into your budget and calendar so you know when you will be reaching out. I suggest at least four times a year. This is where you can have fun. Here are some ideas: Valentines Day, their birthday, a non-traditional holiday or make up a holiday that you want to support. Don’t forget, referral gifts as these really tell you that a client appreciates your service and you appreciated the referral.

Here’s a recap on how to start a loyalty program: 1. Find out what is important to your customers. 2. Identify your VIP contacts and plan four touch points for the year. 3. Surprise and delight your customers. 4. Realize that every communication is an opportunity to in crease their loyalty. Oh, and don’t forget to have some fun.

RENO’S COUNTRY CLUB

Peter Fishburn has been helping clients achieve positive results with branding for over 20 years. For more information, programs or a consultation on how promotional campaigns can benefit your business, contact Peter at pfishburn@brownandbigelow.com.

Championship Golf Course Men’s Club Ladies Club Junior Programs Swimming Pool Fitness Facility Proprietary Memberships

Corporate Memberships Weddings Reunions Business Meetings Corporate Retreats Special Events

Call us today at 775.857.4735 to schedule a tour or plan your upcoming event

Ward Sutton, PGA Director of Club Operations wards@hvccreno.com

3575 E. Hidden Valley Drive | Reno, NV 89502

www.hvccreno.com

FEBRUARY 21 2-4PM - Biz Café: John Solari Landscape of Businesses and Economy Rancharrah FEBRUARY 28 11AM-1:30PM - Cannabis Commerce: The Business of Marijuana Atlantis Casino Resort Spa

FEB/MARCH CALENDAR OF EVENTS

FEBRUARY 14 5:30-7:30PM - Tech Wednesday: Kimmie Candy 4855 Longley Lane

WIN

FEBRUARY 23 7-9AM - Rocky Bleier, Fighting Back: Success in the New American Century Atlantis Casino Resort Spa

CARSON CHAMBER

FEBRUARY 13 2-3:30PM - Chamber Travel Club Meeting Mayflower Tours Carson City Chamber FEBRUARY 14 2:30-4:30PM - Professional Development Series with Bob Ash Carson City Chamber

RENO/SPARKS CHAMBER FEBRUARY 13 7:45-8:45AM - Succession Planning for Small Businesses, Part 3 449 South Virginia Street #200 FEBRUARY 20 7:45-8:45AM - Succession Planning for Small Businesses, Part 4 449 South Virginia Street #200 MARCH 5 11:30AM-1PM - Chamber 101: New Member Orientation Kimmie Candy Co. 449 S. Virginia St. #200 MARCH 6-8 Let’s Take the Hill! Washington, DC

NCET

FEBRUARY 14 5:30-7:30PM - NCET Tech Wednesday Kimmie Candy

20 • ISSUE 9 • FEBRUARY 2018

FEBRUARY 21 5-7PM - Chamber Social Mixer UNR Cooperative Extension FEBRUARY 27 11:30AM-1PM - Soup’s On Luncheon Gold Dust West-Carson City

CARSON VALLEY CHAMBER

FEBRUARY 21 11:45AM-1PM - General Membership Luncheon CVIC Hall, Minden FEBRUARY 22-24 Shooting Weekend Carson Valley Inn MARCH 10 5:30-9PM - Minden Rotary Annual Beast Feast Carson Valley Inn

BIZNEVADA MAGAZINE • WWW.BIZNEVADA.COM • 21

ONE MILLION CUPS Every Wednesday 9AM The Innevation Center

Clark/Sullivan Construction Made in Nevada WINner, WINner, Breakfast for Dinner

BNI MEETINGS

Tuesday 7AM Mimi’s Café BizClub Zero Swill Coffee Napa Sonoma South Wednesday 7AM Napa Sonoma South Meadowood Super 8 Wednesday NOON Wildcreek Golf Course Famous Dave’s Reno/Sparks Association of Realtors Thursday 7AM Swill Coffee Lakeridge 19th Hole The Plaza Hotel, Carson City Mimi’s Café Napa Sonoma South

$2.6 Billion

85+

Education Projects Completed

State-Wide Economic Impact

Wednesday, April 18, 2018 4:30 pm to 7:00 pm

152+

Healthcare Projects Completed

WIN is pleased to present an opportunity to enjoy the benefits of a WIN Breakfast in an evening event, with the same great camaraderie and a dynamite program featuring rockstar violinist and motivational keynote speaker, Roddy Chong. And, of course, breakfast for dinner! Wednesday, April 18, 2018 4:30 pm to 7:00 pm @ Atlantis Casino Resort Spa

1,500+ Jobs Given to Nevadans

42 Yrs. Serving the Silver State

INDIVIDUAL TICKETS: $35 WIN Members

PRESENTED BY

RESERVED TABLE OF EIGHT: $375 Members

775.355.8500 www.clarksullivan.com

$40 Non-members

$400 Non-members

For booth and sponsorship information or to purchase tickets, visit winevada.com or call 775.359.7117.

Thursday 11:30AM Famous Dave’s

OTHER EVENTS

FEBRUARY 14 11:30AM-1PM Diversity in Advertising: The Rise of the New Asian American Will Yu, Creator of #StarringJohnCho Atlantis Casino Spa and Resort

For more complete and up-to-date calendar information, visit biznevada.com/events-calendar

Design-Build CMAR, LLB NV CA

Making SenSe of EvEry CEnt

(775) 355-8500 22 • ISSUE 9 • FEBRUARY 2018

www.clarksullivan.com

Brent 5490 Longley Ln., Ste. A Reno, NV 89511

Dan Tel: (775) 337-6001 www. forbushandassociates.biz

porters. Build a network of business partners who believe in and support your mission.

3. CREATE ALIGNMENT Although you may have a great cause, sponsorship is not a one-size-fits-all proposition. Many established businesses have alliances with long standing local non-profits. Some may have entirely different objectives altogether. However, many of them will want to create new partnerships to access new audiences or prospects. Lead the charge by setting up a time for coffee to establish rapport and learn more about their objectives. Always follow up with next steps after your appointment.

4. PLAY THE LONG GAME

NON-PROFIT BUSINESS SPOTLIGHT – MY HOMETOWN HEROES

Sponsorship Through Purposeful Participation by Danny Heinsohn Quadruple growth after an event’s second year is a metric that would appeal to most organizations. Triple the funding would put a smile on any charitable organizations face.

That’s exactly what happened when My Hometown Heroes (MHH) partnered with Euphotoria for its second annual event in April 2017. Over 250 people attended while $7,000 in scholarships were awarded to college bound cancer survivors for the Fall 2017 semester. The partnership began in 2016 when fellow MHH board member, Jared Lindwall, introduced the two founders to one other. I founded My Hometown Heroes upon celebrating my 10th year of brain cancer remission in 2010. Since 2011, MHH has awarded 57 scholarships to college bound cancer survivors from across the country. Bridget Rosscup, another northern Nevada native, is the founder and curator of Euphotoria—a venue for creative and therapeutic expression through photography. Her platform brings photography back into the classroom. In a world of digital devices, Facebook, Instagram, and Pinterest, Euphotoria humanizes the craft to its native form, print.

24 • ISSUE 9 • FEBRUARY 2018

Be patient. Anyone you meet throughout the year could be a potential sponsor or a direct referral towards a new sponsorship 6-12 months from now. Never miss an opportunity to follow up and allow your point contact to usher in the right decision makers. I always give a prospective partner the benefit of the doubt, knowing they probably have other priorities at the time. For one of our 2018 sponsors, persistence finally off paid after 20 months. Timing is everything!

5. DEVELOP RELATIONSHIPS WITH THE MEDIA With less than seven weeks to prepare for the inaugural Euphotoria event in 2016, we quickly learned that the media would be critical to future success. In 2017, we formed nine media partnerships across print, TV, radio, and digital distribution channels. In fact, one of our 2017 scholarship recipients attended Euphotoria because he heard about us through a magazine article that promoted the event. Attendance quadrupled in our second year and all of our sponsors benefitted through purposeful participation.

Visit www.myhometownheroes.org/euphotoria2018 to learn more and get involved with the 3rd Annual Euphotoria event – Photography for a Purpose. Danny Heinsohn is a sponsorship sales expert for non-profits and special events, brain cancer survivor, USA Triathlon AllAmerican, and keynote speaker. Contact Danny today to motivate your team to achieve peak performance results at www. resiliencehappens.com.

Bridget and I plus the supporting cast of My Hometown Heroes are looking forward to its biggest and brightest event yet, on April 11, 2018. If you’re a non-profit or a business that’s seeking a more meaningful way to engage with the community, check out these five strategies from my playbook on partnership activation.

1. ESTABLISH YOUR VALUE PROPOSITION Before developing your sponsorship proposal, first answer the question, “What’s in it for the sponsor and why should they support your event?” Contrary to the passion behind the mission, businesses value brand recognition, measurable impact, and visibility through community partnerships. Do your homework and show prospective sponsors how your non-profit creates value for them.

2. RALLY YOUR TRIBE Who do you know, and who does your Board of Directors know? There is strength in numbers. Thanks to second degree connections from our Board, My Hometown Heroes sold out of sponsorship inventory nearly four weeks before our Charity of the Night feature with the Reno Bighorns on February 2, 2018. The depth of your Board and network is critical towards developing new sup-

BIZNEVADA MAGAZINE • WWW.BIZNEVADA.COM • 25

The Amazing Colossal Film Industry in Nevada Article by Eric L. Miller

Elvis, Marilyn and the Space Aliens: Icons on Screen in Nevada BY ROBIN HOLABIRD UNIVERSITY OF NEVADA PRESS, $24.95, 248 PAGES

Robin Holabird makes a credible case for Nevada being the epicenter of the movie universe, just behind Hollywood. A former director of the Nevada Film Office and a regular film reviewer for Reno Public Radio, Holabird brings an encyclopedic knowledge of film and television history to this book, especially those projects either filmed in or taking place anywhere in Nevada. Holabird’s book is a rollicking romp through movie history using Nevada as a backdrop and primary inspiration. The book starts out with Elvis Presley and the only movie he made in Nevada, Viva Las Vegas (1964). This was a signature Elvis movie, billed as one of his best because it was directed by veteran movie maker George Sidney (Anchors Aweigh, Show Boat) and co-starred the glittering Ann-Margaret. The title song and the intense screen magnetism of Elvis and Ann-Margaret set millions of fans on fire. And if Elvis is the once and future king, then Holabird shows us that Las Vegas is “his glittery Camelot.” Both Elvis and Las Vegas were in the prime of their youth in 1964, both grew up together and defined each other. A host of impersonators followed, along with a selection of documentaries and flashy biopics featuring the mega-star and the city. Up north in Reno the reigning queen of the movies, Marilyn Monroe made her last film with co-star Clark Gable, The Misfits (1961). Fabled as the divorce capital of the world, Reno was defined by famed American playwright Arthur Miller (Death of a Salesman, The Crucible). He wrote the screenplay to the movie after completing a six-week residency in Nevada so he could divorce his wife and marry Marilyn. Area 51 in Lincoln County is location of choice for an army of space aliens who have touched down in Nevada. The movies have taken notice and such films as Indiana Jones and the

Kingdom of the Crystal Skull (2008), Independence Day (1996), Starman (1984), and, Race to Witch Mountain (2009) all featured this location at some point in their storylines. Holabird embellishes the back story by interviewing the proprietor of Little A’le’Inn, a hotel in Rachel, NV that is a remote outpost for moviemakers. Asked if she ever saw an alien before, the answer comes quickly: three times there were space aliens looking like regular people who visited the establishment. One stayed a few days and never ate or used a restroom. A different alien “knew surprising things and foretold the future.” What is so special about Nevada that it attracts so much cinematic attention? Nevada means old West for the Cartwrights and their long-running TV series Bonanza. A map of northern Nevada was displayed on TV screens every Sunday night, and it burst into flames. John Wayne, iconic cowboy, filmed his last movie at Carson City, The Shootist (1976). And independent filmmaker Jim Jarmusch (Stranger than Paradise, Down By Law) featured Johnny Depp in Dead Man (1995). Depp takes the Virginia and Truckee Railroad to the end of the line to a fictional town called Machine, a stand-in for Gold Hill, NV. He proceeds to have a series of surreal and twisted experiences in what has been dubbed “a psychedelic Western.” Nevada means new West to gangsters like the Corleones in two Godfather movies set partially in Las Vegas and Lake Tahoe, and those in films such as Goodfellas (1990), Bugsy (1991), and Casino (1995). There is Rocky Balboa who visited the state in the Rocky series, and even James Bond 007 made an appearance in Las Vegas in Diamonds are Forever (1971). And Nevada means Future West for such projects as the Transformers series and the cult underground classic The Amazing Colossal Man (1957). Nevada thrives on promoting the forbidden, things like gambling, divorce, boxing, quick marriages, and legal brothels. Open space, open minds, and as Holabird shows us a unique spin on stories set in the state featuring “intense and iconic characters.” Read Holabird’s fun and entertaining book and become enlightened on all things Nevada in the film world, and you will never look at locations such as Las Vegas, Reno, Lake Tahoe, and Area 51 and the Atomic Test Site in the same way again.

Eric L. Miller is a writer and digital marketing consultant based in Reno, NV. You can contact him at eric@3ibooks.com.

BIZNEVADA MAGAZINE • WWW.BIZNEVADA.COM • 27

NEVADA’S

ONE-OF-A-KIND COMPANY

ITRONICS Itronics Inc.

is a northern Nevada

headquartered green tech-

nology development com-

pany that is taking one of the most toxic liquids produced in

the U.S., spent silver-bearing photographic liquids, and recycling/converting 100 percent of it into eleven different formulas of liquid fertilizers, and into silver production. In addition, the Itronics team’s ongoing research and development has created new applications for their proprietary technology in harvesting precious resources from other waste streams, including tons of e-scrap and mining tailings. Itronics is the only enterprise in the world that can do what they do. The company’s northern Nevada production facility is the only fully-permitted “beneficial use” plant in the U.S. that converts 100% of spent photoliquids into resalable products. In the late 1980s, fish were dying in the Truckee River. It was determined that photoliquid waste was being discharged into the Public Owned Treatment Works by photograph processing enterprises, overwhelming the water treatment plant with silver and ending up in the Truckee River and Pyramid Lake. This problem was presented to Dr. John Whitney along with a sample of the photoliquid waste. Dr. Whitney invented a process to recycle/convert this waste. He has been acknowledged as the man who saved the Truckee River and Pyramid Lake. After several years of R & D and thousands of dollars invested, the recycle/ conversion technology Dr. Whitney invented was approved for commercial production. On May 18, 1999 it was announced that Itronics Metallurgi-

Get Paid theRight Way

cal, Inc. had invested $1 million in a 35,000 sq. ft. plant to convert 20,000–60,000 gal/month of used photochemicals into 5–10,000 oz. of 99.9999% pure silver and 30-70,000 gallons of the company’s Gold’nGro liquid fertilizer. At that stage in history the 100 million gallons of photographic waste generated annually represented a significant percentage of all U.S. toxic industrial waste. The e-scrap waste stream is a more recent challenge facing the world. Tons of computer towers, smart phones, tablets, etc. are discarded by individuals and companies with each new upgrade or capability advance. In 2016 Itronics’ new five times scale up pilot leaching reactor was completed, and the Company succeeded in creating a new method for refining e-scrap to pro

“...Converts 100% of spent photoliquids into resalable products.”

duce silver bullion that contains copper, gold, and palladium as saleable metals, and tin for which Itronics is securing buyers. This leaching technology is a “zero waste” process as all of the feed material is converted to useable products. Their technology is both cost reducing and energy saving for Itronics and is environmentally “green” because it recovers materials for sale that were previously wasted. The bullion is technically a “high tin content” silver bronze, so the tin is a component of the silver bronze alloy. The leaching and refining technologies are proving to be a significant new line of business in recovering what could be more waste going into a landfill. Doing it the Nevada collaboration way, Itronics entered into an agreement to purchase personal computer circuit boards from a northern Nevada computer services company, Disability Resources, Inc. New2U Computers (New2U), refurbishes used computer equipment donated by local businesses and individuals in the northern Nevada Community. New2U disassembles discarded personal computers which cannot be repaired and sorts the components for sale to recyclers. They provide an on-the

Itronics made its first sale of silver bullion Q1 of 2017. Silver bullion sales are providing a growing non-seasonal sales component to offset the season and weather influenced variability of its GOLD’n GRO fertilizer sales. The company continues to produce silver from photographic liquids needed for GOLD’n GRO fertilizer manufacturing and has a sizable backlog of silver-bearing material for refining. Eighteen months ago the company produced its first 1.5 ounce button of Silver bullion from e-scrap. Recently the refinery poured its first 500 ounce bar of silver bullion from e-scrap and has since made a shipment of 500 ounce bars to its finish refiner! Itronics represents another outstanding example of a “Made in NEVADA” company.

For more information on Itronics go to www.biznevada.com.

We Have the Ideas for Your Next Promotion!

job training program for individuals with disabilities, including disabled veterans, through its Employment Development Program. New2U recently received a grant from the Christopher & Dana Reeves Foundation to purchase customized work benches that will be used for computer disassembly by job trainees. You talk about sustainability…this is making the most of human resources working to the best of their capabilities to salvage and

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Call Peter Fishburn for a Consultation 775-883-9428 28 • ISSUE 9 • FEBRUARY 2018

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