How to Travel with Your Coworkers (and stay sane)

If you have to travel for your job, you might not always have the luxury of traveling alone. It’s highly possible that at some point your coworkers will join you. If you’re used to flying solo, traveling with a group might come as a surprise. We’ve assembled 6 tips to help you prepare you – and keep your sanity – for traveling with coworkers.

1. Sit separately on the plane
Don’t insist on sitting with your coworkers on the plane. You’re going to be together for long enough without forcing more time at the beginning or end of the trip. Also, some people enjoy making conversation on flights while others just want to use the time for themselves to relax. Because you’re unlikely to know exactly which your coworker would prefer (and guessing wrong could be awkward), it’s best to simply leave it be and not put yourself in the situation in the first place. Southwest is one of the only airlines to allow people to pick their seats; if your company flies Southwest, it’s a probability that

2. Don’t be the last one out
Some companies tend to rent only one car on business trips, which means coworkers must ride together in the mornings on the way to meetings or work. If this is the case for your company, it’s important that you aren’t the last person to the car each morning, for several reasons. First, being late (or even simply last) does not create a good impression – and you certainly don’t want to be “that guy” who makes others later either. Second, if you’re the last one to the car, you get the last pick of the seats. Make it easier on yourself and be outside and ready to go early.

3. Be social in moderation
If you have the type of coworkers who want to hang out together each night, humor them for a bit. After all, traveling together can be an excellent way to get to know your fellow employees better, which will probably help you work better as a team. Even if you’re the boss or a little antisocial, don’t be afraid to join your coworkers for a drink – because if they’re all together and you’re not there, you’ll seem standoffish and they will be less willing to work with you. However, if it’s night three and you’ve had a long day, it’s okay for you to politely bow out of a get-together. Just make sure to be a part of the group at least once or twice before the trip comes to an end.

4. Set aside some time for yourself
Yes, it can be important to be a part of the group. But it can also be important to have some time for yourself. If your coworkers are getting on your nerves or if you’re exhausted after a long day, retreat to your room. Use the time to enjoy the quiet, watch a mindless episode of TV, or call your family back home. Your coworkers will understand because at some point they’ll probably be doing the same thing.

5. Take charge of the schedule
If you have any ‘control freak’ in you whatsoever, do your best to be in charge of the schedule. This doesn’t mean obsessively planning each detail of how you’ll spend your time or being inflexible when it comes to where the team will eat dinner that night. Planning the schedule is really more important if you have a flight to catch or other things that occur at a very specific time. You can’t be late to catch your plane, and if you’re all riding together, your coworkers can’t be late either. Take charge of planning what time everyone needs to leave by, what route you’ll take to get to the airport, and include extra time for whatever ‘just in case’ that might pop up.

6. Keep your regular routine
If you’re the type of person who gets up at 6 am to go on a run or who won’t eat red meat, don’t change up your routine just because you’re with other people. Follow through on the things that make you happy or feel good. Otherwise, a potentially stressful situation only becomes more stressful as the things your body is used to are tossed out the window – and replaced with people with whom you’re forced to spend your time. Nobody wants that.

Follow these tips and you just might make it back home with your sanity intact.

Working with Other Generations

Have you ever been in a conversation with someone with whom you had absolutely nothing in common? The conversation was probably stumbling, awkward, filled with gaps. The fact is, it’s difficult to communicate with others when we don’t have any similar interests. However, when your coworkers are the people with whom you lack commonalities, more than simple conversations are impaired; it becomes increasingly difficult to achieve even the most basic of tasks.

This problem is especially prevalent with age diversity in the workplace. Oftentimes, those from different generations view the other as useless: either their knowledge is outdated or they are too lazy to achieve quality work. Such a view can lead to a seemingly unbridgeable chasm of disrespect and misunderstanding among generations.

Our most recent podcast episode of HR Insiders discussed exactly this issue with the help of Angie Mills, an HR professional at a quickly-growing company and author of the book Run For Your Life.

Angie outlined some general information about the four different age groups currently in the workforce:

“The silent generation, also known as builders, are people who were born between 1927 and 1945. Most of those people are retired now, but there is still a small percentage in the workforce. Some common traits with them are, they value hard work, they’re very company-loyal, they respect authority, they like formal recognition, and they prefer hierarchy at work.

The next generation below them would be the baby boomers, which were people born between 1946 and 1964. Many of these workers are retired now or will be retiring soon, but they do still make up a substantial percentage of the workforce. Some common traits with them are: a strong work ethic – they can be called workaholics. They value teamwork and achievement, they live to work rather than work to live, and are very company loyal, but also somewhat inflexible and resistant to change. And they think that millennials are on the side of lazy and entitled.

Generation X or Gen X-ers are people born between ’65 and ’82. They have quite a ways to go until retirement and make up a major chunk of the workforce. Some common traits: they aim for work-life balance, have a lack of company loyalty, like ongoing feedback, embrace change, and prefer informality, prefer working independently rather than in teams.

And millennials, also known as Generation Z or Gen Z, are people born between 1983 in 2001 and they make up a pretty big part of the workforce already. Some common traits with them would be that they are immersed in social media. They’re globally conscious, they prefer meaningful work. They like workplace flexibility. They’re connected basically 24/7 and they plan to change jobs every two to four years or so.”

Because each generation grew up in such a different era – largely with different values as well as technology – it’s difficult for them to relate to each other. Younger generations especially tend to think of older generations as obsolete, without offering anything new to bring to the table. As Angie puts it, “We all, when we were younger, thought that we knew everything and we didn’t need the older generation or the older adults in our lives…We felt like we didn’t really care what they had to say or what they thought about things because we knew it all.”

Regardless of a person’s current age, his experiences are valuable. As Angie so aptly explains, “You want people to respect you at your current age and place in life… but you need to also offer that same respect back to other people. You can’t just say, ‘My way of thinking or my way of doing it is the only way.’”

So many companies nowadays seem to have an ‘in with the new, out with the old’ mentality. They want the most recent college grads with the most up-to-date technological skills, and that often means not having the space for older workers. While it’s excellent to bring in young hires, there’s also more at stake. Legally, employees over the age of 40 are a protected class under the Age Discrimination and Employment Act (ADEA). As Angie explains, “Nobody’s really talking about making sure that we have age diversity in the workforce… [Discrimination against] age diversity is like a secret that exists that nobody wants to talk about.”

One of the best ways to increase inter-generational diversity is by offering a mentor program within the workplace. Angie elaborates: “It’s helpful if you can assign the more experienced workers as mentors to the newer workers. In every company, it’s going to be different depending on what you do, but almost always having a mentor from the more experienced generation coach and help along a newer member in the workforce can be really helpful.” Such a mentor program works to show both older and younger generations that the contributions of their counterparts are valuable, and regardless of their current base of knowledge, they still have a lot to learn from other generations.

To reach out to Angie with questions or ideas on the subject of inter-generational diversity in the workplace, feel free to shoot her an email at To learn more about this topic, check out our HR Insiders podcast, available on Soundcloud and iTunes.

Bringing Creativity into the Hiring Process

Group Interview

On December’s episode of our HR Insider Podcast, we sat down with Alyssa Light, a keynote speaker who is revolutionizing the interviewing process.

She has boosted companies’ hiring success rate up to 90% by innovating the way they conduct interviews. As she explains, “I’ve hired over 100 people in the last three years. For most people, that would be absolutely cringe worthy. What makes it more difficult for people to believe is that they’re all millennials.”

Below, she shares several ways to flip the interview process to recruit the most creative individuals.

Conduct a group interview

Alyssa explains, “When I did these interviews, I had between 5 and 15 people in an interview. I would do it with myself, and generally speaking, with two other people I had previously hired for our leadership team. People would bring three copies of their resume and one copy of their references.”

However, Alyssa does more than throw interviewees into a room together. Part of the requirements for the interview include certain items to bring and show to the group.

Bring things along

For interviews Alyssa conducts, applicants must bring three items. With her outside-the-box thinking comes a surprising list of items: “They had to bring an item that represents who they are as a person, a dollar store item that starts with the second letter of their middle name, and an activity that was between five and ten minutes long to do with the whole group.”

Each of the three items tells a different story about who the applicant is and how they interact with others.

For the item that represents you, Alyssa explains that each person partners up with someone else in the room. They discuss with their partner why they brought their particular object. Instead of reiterating this to the group, each partner is responsible for explaining how the person is most like their object. For example, if a person brought a soccer jersey, his partner could say something like, “This is David. I have this soccer jersey that is like him. It’s really fun because he likes to play games. He likes to get involved, and be careful because the man can be loud.”

Alyssa points out that there’s a big difference between making a connection about the person and items rather than saying “he brought this because he likes it.”

This truly allows a person’s charisma and flexibility to shine through.

The second item is something a person found at the dollar store that begins with the second letter of their middle name. Again, this encourages a person to display their creativity. One of the most common letters is A; there are many routine things people bring, but despite this, there’s still room for them to branch out and grab something uncommon.

The perfect example: a woman came in where the second letter of her middle name was U. Alyssa points out, “the letter U is not something most things start with. You think about umbrellas. This woman said, ‘Oh, I didn’t want to just bring an umbrella.’ Instead, she walked up and down the aisles looking for things until she found some utensils. She thought, ‘these are so practical because afterwards, I can actually use these, and I got them in my favorite color. They actually only had pink, and white, and blue out, and I really love green. So I had to go find somebody to ask if they could get me some green ones off the shelf.’” This woman was able to show her personality in a way people who chose umbrellas weren’t able to.

Do an activity

The activity portion of the interview creates the most possibilities. Not only does it allow a person to showcase his or her leadership abilities, but it also shows how a group member responds to that leadership.

Alyssa recalls one in particular that made an impact. “I had a young man come in, and he was learning to play the guitar. He said, ‘I’m not very good at it. I only learned two songs, but I really want to try because I’d really love to play for the kids at camp.’ He wasn’t great. By all standards, I didn’t have a clue what song he was playing, and I was supposed to know it. But it was so nice to see the people in that interview who encouraged him, who said, ‘Hey, really good try.’ Or, ‘Hey, I could teach you something later.’ Or, ‘Hey, why the heck would you do that?’ That’s the people we wouldn’t hire. So we’re watching the people participate and react to him as a leader more than we’re watching him lead the group.”

Flip the interview

The standard interview involves people from the company asking questions to their potential new hire. However, as Alyssa points out, “you don’t have to be the ones interviewing. You don’t have to sit there and prepare a huge list with checkboxes and score sheets. Certainly sometimes those things matter, but is the interaction not what matters more? What we’ve done is prepare a standard email that we send out to people who we’re inviting in. It says, ‘Hey, by the way, you’re interviewing us, you tenacious, charismatic, dynamic person.”

Sure, such an email might throw the candidate off-guard, but it will certainly keep them more involved in the process. You can also learn a lot from them based on the questions they ask you.

Ultimately, the interview is about having a conversation. Although, “At the end of your interview, you want to have about three standards questions that you ask that are asked to everybody. Remember that in some places, there are regulations or legal requirements for creating a fair and equitable interview. So make sure that you know what those are and you follow those.” It’s a great idea to make one of those three standard questions something about the worst part of the job they’re going to do just to see how they’ll react.


These innovative interview strategies are making a huge impact on the way companies conduct their business. And you don’t have to be a creative agency to utilize them; industries across the board can benefit from tenacious, free-thinking individuals.

If you’re interested in getting in contact with Alyssa Light, reach her at 519-362-3281 or with any questions.

Nine Tips to Make the Most of Your Trip

If you often find yourself in a new location for work, you might feel like a travel pro. However, it’s all too easy to become bored with business trips and fall into a rut of monotony. We’ve compiled nine tips on how you can break up your routine and have some fun along the way.


1    Plan ahead – If you’re driving to your destination, know your general route ahead of time! Look up construction along the way to predict which areas will be backed up. If you’re flying, be sure to get to the airport at least two hours early for international flights or even for domestic flights at large airports like LAX. For smaller airports, arriving one hour early is probably okay, unless you’re traveling during a peak time like during the Christmas holidays.

2   Don’t be rigid It’s okay to be flexible, so long as you get to your destination on time! Especially if you’re driving, there are sure to be side stops along the way. It’s not every day you get to see the world’s largest ball of yarn or the place where Abraham Lincoln is buried. If you have the time, don’t be afraid to make a stop at something interesting along the way, just to shake up your routine, give you a short break from the road, and give you the chance to see something new.

3    Eat Local Don’t eat at chain fast food restaurants for every meal. Not only does your body deserve better, but you might as well experience the local cuisine. Use websites like Yelp, TripAdvisor, or Zomato to find local favorites. If a place looks particularly popular, make a reservation to ensure you have the opportunity to give it a try! Sometimes it can even be fun to ask the waiter for suggestions to try.

4   Take advantage of new places If you’re in a city to which you’ve never been before, go exploring! Even if you often find yourself in the same pattern of towns, there’s sure to be something exciting you haven’t yet discovered. If you’re in a large city, find time to visit local museums, stores, or parks. You’ll be rewarded with a breath of fresh air that is well worth it!

5    Don’t be afraid to relaxMaybe you’ve had a long day of work and want nothing more than to climb into bed. If that’s what your body is telling you to do, listen to it! Of course, exploring new places can be very fun, but it can also be exhausting. Sometimes it’s nice to stay in and order takeout.

6   Take a piece of home with you Especially if you’re traveling for extended periods of time, bring a piece of home with you. Cozy blankets are a good option, as you can always snuggle up in them on your night-in. Pictures are also good options for a smaller suitcase. Being away from home can be hard, so bring a reminder to make it easier.

7   Bring extra cordsIt happens all the time: your phone charger is still plugged into the wall even after you’ve left the building, leaving you hoping that your battery will make it through the day. Pack extra chargers so when you leave them plugged in somewhere, you’re not left without a backup. Try to carry a charger cord on you at all times – because you never know when you’re really going to need it.

8   Be prepared for the weatherDepending on the location, it can be cold, hot, rainy, and snowing all in one day. Look at the forecast beforehand, and wherever you go, always make sure to bring at least one light jacket and an umbrella. It’s always better to be over-prepared than underprepared.

9   Pack a water bottle or travel mugYou never know where your day will take you, or how long you’ll be on the move. Always have a drink with you. Invest in a trusty insulated water bottle or travel mug – preferably for water, but even for coffee – to keep your thirst quenched no matter where you are.


Keep these tips in mind, and even the most tedious of trips can turn into an enjoyable experience!

Promoting Employee Retention in Start-ups

In October’s episode of our HR Insider Podcast, we had the opportunity to interview Zoraida Castillo, an HR consultant around Dallas, Texas. Zoraida has worked with a number of start-up companies in the oil and gas business and has experienced rapid growth firsthand. She has three key areas of advice for anyone trying to increase the retention rate of employees

Hire Right

If a startup grows quickly enough, there are sure to be many positions that need to be filled. While it’s tempting to hire immediately, Zoraida cautions this approach. She explains, “Don’t hire out of desperation because you really want to take your time screening resumes, doing phone interviews and coordinating visits with the people like the managers and supervisors.” Even though you need more people, it’s important to make sure they’re the right people. Because as Zoraida explains, “Sometimes you just want to hire the first person who walks in the door, but that can hurt you later if you find out they don’t have the skillset or don’t fit the culture.” Go through the hiring process the proper step-by-step way, even if it feels slow.

Sometimes growth is unpredicted, but other times a startup likely knows beforehand that new people will be needed soon. Don’t wait until the need arises; start early. Zoraida explains her company’s method to do just that: “We started partnering with some recruiters and some staffing agencies to be proactive. We’d explain that in the next few months we would need so and so position to be filled. What can you do before-hand? Do you have any candidates lined up that would fit this position? Please send him to us.” A big point if you take this route: make sure to stick to the deadline you give the job candidate. Not everyone is willing to wait around after delays, and if your candidate gets hired by someone else that means double the work for you.

Build Up

Zoraida explains that your company culture is important from the very beginning. Many start-ups will have the mentality that “‘No, we’ll put this on hold. The funds aren’t there. It’s not within our budget.’ But before you know it, your employees start leaving because you didn’t develop them. They no longer see the need to stay with this company” and go someplace else. Don’t wait to create a rewarding culture until it’s too late. Prioritize creating a strong culture, even if you don’t have an abundance of funds.

Just as important to the culture are the employees themselves. When an employee feels valued, he or she is going to be more likely to stay. One tactic Zoraida uses to increase appreciation is promoting from within the company. She points out that “It might be just a lateral move or within the same department, but just change the title around. It makes the employees feel good because it feels like a promotion.” A change in title creates a clear way to see that the employee has moved up in the ranks. Obviously, this tactic cannot be used all the time or employees will wonder why there is no pay raise to accompany their new title. However, a title change can be a great method to increase employee morale.


A huge part of retention is about how engaged the employee feels at work. Zoraida explains it well when she says, “Those employees you have hired, don’t let them stop learning and being challenged. Don’t let them get bored. Encourage them to do their best. Offer conferences or seminars they can attend on the employer’s dime, and have them find time to sign up.” If your employee is bored, he will hate coming to work. And if he hates coming to work, he’ll likely find some other place to be.

Benefits are also a great motivator – not just package benefits like a 401(k) or dental insurance. Instead, Zoraida explains that rewarding employees for work well done is another great retention device. “We started appreciating our employees for their hard work by giving out gift cards. If we knew an employee would be traveling, we gave a spa package to him and his wife and surprised them with a nice hotel stay.” Paying for a one-time benefit such as this will show the employee he is valued by the company, and it will linger in his mind for a long time.

An even simpler benefit comes with having a strong culture: don’t be afraid to engage in social outings. Within Zoraida’s company, “Once a month, there was a team gathering off-site whether it was Topgolf or whether it was just attending a baseball game.” If the employees are friends, it will be more difficult for one employee to make the decision to leave. Putting in simple measures to engage employees creates stronger retention and happier workers – the perfect win-win. Later, if your company grows to the point that it can offer more benefits and a reward bonus structure, that’s even better. But offering simple benefits in the meantime can still engage employees and promote company retention.

If you’d like to reach out or have any specific questions for Zoraida, feel free to send her an email at

An HR Perspective of Millennials in the Workplace

Millennials in the Workplace

On last week’s podcast, we had the chance to meet with Mike McGuiness. Mike is a consultant for the HR Policy Association and spends a good amount of his time working with the nonprofit, Jobipedia is a free website that provides career and internship advice to recent graduates and current college students. Anyone can submit a question that will then be answered by top professionals inside the HR departments of a variety of Fortune 500 Companies.

As much as anyone can be, Mike is practically an expert in the ways of millennials. He shared with us his views on how millennials positively impact today’s world of business.


Establishing Roots

A common idea about millennials is that they tend to job-hop, never staying in one place for more than about two years. Whether it’s for higher pay or to take on new challenges, this does seem to be the case. However, Mike didn’t think of this as a bad thing. Instead, he pointed out that the continual job-hopping pushes employers to rethink their policies. The question has shifted away from “how do I do what’s best for the company?” to “how do I hire the best people and retain them?” Mike explains that millennials are “forcing employers to look externally in terms of, ‘how can I attract the best talent?’ Does that mean offering a flexible schedule or a remote work environment? Or, maybe a more attractive work environment to make sure that people come in and enjoy where they work on a day-to-day basis — so that they can interact positively and efficiently with their peers.”

Because millennials are craving more from their jobs than just a way to get paid, the industry is having to make a change. In the process, every employee is benefitting from the crafted new environment.


Attitudinal Variations

Although many view millennials as lazy, Mike points out that “taking an entire generation and generalizing them in broad strokes” will never be true for everyone. Of course there will always be outliers, in both directions. But that doesn’t mean all millennials are lazy, nor should they be viewed as such.

In fact, one noticeable positive difference in the attitudes of millennials and older generations is the way they receive feedback. Mike notes that many older individuals fear negative feedback, especially on a performance review. Millennials, on the other hand, run towards that. They say things like, “Tell me what I’ve done wrong, I want constant information feedback.”

While a constant outsourcing of feedback might be difficult for an employer, the attitude it creates is beneficial for the company as a whole. It signifies the desire for growth, on a personal and professional level. Mike says, “Frankly, if somebody is approaching my workforce like that, I’d love to have them on board because I know that they’re trying to make our world better.”


Driving the Business Forward

Along with the rise of millennials entering the workforce comes a unique element previous generations haven’t dealt with: technology.

Technology is racing through business, and who better to install new versions than the very people who grew up with it? Especially in the field of HR, technology is making impacts on efficiency and progress. Mike points out that in the past two years, HR has begun to take “a more quantitative approach as opposed to a qualitative approach,” largely spurred on by technological advances. As more millennials come in, new strategies arise. “Let’s look at performance data, let’s look at some of this hiring data. Who’s truly successful and why? They’re now accessing that in a much more intelligent way and utilizing it to make better decisions.”

One of the key reasons for this shift is the millennials’ new way of approaching things. Raised in the generation of Steve Jobs and Jeff Bezos, millennials don’t believe any idea is impossible. And perhaps that truly is the key to driving business into the future.

HR For Startups

Recently on HR Insider, we had the chance to speak with Emma Leeds. Emma is the Senior HR Director at Canvs, a startup tech firm in New York that specializes in emotional analysis. Through the years, Emma has worked in the HR department of several startup businesses, accumulating unique knowledge specific to this niche. Today, she shared with us some of the expertise she’s gained from these positions.


Building a Solid Foundation

For any new and growing business, creating a solid foundation is crucial to its survival. That foundation begins by hiring competent members in the HR department. As Emma points out, “You need to be able to trust that [the person you’ve hired] is going to be able to handle the compliance, changing laws, the payroll, the benefits, all of the pieces that you really can’t mess up. When you mess that stuff up, then you have nothing, you have no foundation.”

Without trust that your HR department is running as it should, your employees will be more upset if any problem with payroll or benefits occurs. They will doubt that the department will be able to correct any errors. Additionally, if the foundation is laid incorrectly, future HR employees will have a much more difficult task in building employee trust.

Examining Turnover

It’s a natural part of any growing company for employees to come and go. However, there is a difference between healthy and unhealthy turnover. Not everyone will stay with a company as it ages — some people will outgrow the roles they occupied when they began, and that’s normal. The problem comes when multiple people begin to leave at the same time. As Emma puts it, “when you are a 30-person company and three people leave, that’s 10% of your organization!”

If several people begin to leave around the same point, there’s probably a reason for it. Many companies make the mistake of examining the recent past in search for an answer, when instead, they should be looking farther back. Emma explains that “turnover is a lagging indicator of how engaged people are . . . You can’t look at right now, you have to look six to twelve months ago because that’s when the seed is planted in someone’s head. That’s when they start to get disengaged.”

A tool that Emma has found particularly helpful in diagnosing engagement is Culture Amp. It utilizes an anonymous survey to target questions about employee happiness. It also looks at specific data of individual groups or teams and compares that to the company as a whole, creating a diagnosis as to what can be done to help improve team engagement — leading to less unhealthy turnover.


Managing Company Culture

Because of the quickly-changing nature of most startups, there is often room for employees to quickly climb the ladder into higher positions. While this is great for the individual, it can be a deterrent to the company. With so much escalation, it may happen that all leadership positions come to be filled by people who have never held those positions before. How can a startup compete with a much larger, established firm if all of its leaders are inexperienced?

If a startup finds itself in this situation, it’s probably time to consider hiring outsiders to fill important positions. Emma explains that while qualifications are important in a job candidate, so is fitting in within the established company culture. Moreover, current employees need to buy in to the idea that someone with outside knowledge is coming in, and it will benefit the team as a whole.

Salary requirements of an experienced outsider can be especially difficult to navigate. Emma suggests determining salary by “experience, external experience, and then experience potentially in the tenure of the company, by education level, by skills” so that there isn’t too large of a disparity between a new and incoming employee.

Using Additional Resources

Starting from scratch on anything is difficult, and as a business, it can be overwhelming. There are so many facets to a company that it becomes impossible for one or two people to run everything. For many, it’s helpful to use a professional employer organization (PEO) as a framework to shape the HR department. Especially if the company has 50 employees or less, a PEO can be a great way to not have to reinvent the wheel and start completely from the beginning on structuring a company. A PEO will provide access to a network of people as well as information necessary for running a business smoothly.

Additionally, hiring a benefits broker for compliance issues can significantly ease the burden of your HR Director. Because compliance laws are constantly changing, it is very difficult for a general HR Director to continually keep track of such revisions, but it is much easier for a person whose entire job consists of being informed about compliance. By hiring a separate employee other than the HR Director for this position, your company can streamline information and make sure that everything remains legal.

How to Beat the Business Travel Blues


How to beat the business travel blues

If you equate work with frequent traveling or being away from home for extended stretches, at some point in your career you’ve probably experienced the Business Travel Blues. You know, the feeling of being stuck in yet another hotel for an indefinite length of time, missing out on the benefits of being in your own home. At PC Housing, we understand the Business Travel Blues, and we know how to fight it.



The first step to taking down the Business Travel Blues comes with combating genericism. Sure, hotels can be nice, but they often come in the exact same model: generic patterned hallway carpet that is somehow both busy and boring, uninteresting pieces of art haunting the walls, and a sad morning breakfast featuring off-brand cereal that immediately reminds you that you are in a hotel and away from home. We hate that too.

Rather than a generic hotel space, PC Housing acquires premium apartments. We accent every apartment with our own signature touches, including a DVD player for your favorite movies and a kitchen fully stocked with dishes and cookware, ready for you to serve up your own signature dish.



We understand that arrival can be a whirlwind, which is why you are free to check-in any time, as it is convenient for you. Upon arrival, we provide each apartment with a complimentary welcome package of groceries and any other items you mentioned needing during the reservation process. Our mission is to remove the stress of business travel and make your stay as smooth as possible. If any issues or needs arise, our guest service support team is available 24/7 to assist you. The convenience of our excellent customer service is a quick cure for the frustrations of being away from home.



Location is a key factor for how happy you’ll be in your temporary home, and our prime locations provide an excellent way to beat the Business Travel Blues. Instead of existing just off a highway on the edge of town, our apartments feature prime locations: near schools, shopping centers, nightlife, and your work. We at PC Housing don’t push you to commit to one of our open properties simply to fill a vacancy; we find you the best temporary housing solution where you need it, when you need it, and within a budget. To top it off, we will provide you with the best housing options to meet your needs within two hours of contacting us!

With so many benefits, it’s easy to imagine a PC Housing property as your own, unique space. We know how to make you comfortable, and we’ll comfortably help out the company budget, too. Our rates are typically 30-50% less than that of a hotel, and if you’re not happy with your stay, we’ll give you a refund. Not that you’ll need it, because when you stay with PC Housing, the Business Travel Blues don’t stand a chance.

Go ahead, make yourself at home.

Sexual Harassment In The Digital Age

Recently, we sat down with Mallory Basore, a Human Resources Manager at Staff One, Inc. who specializes in sexual harassment training. During our conversation, she shared with us some of her best advice for HR managers dealing with sexual harassment prevention and training in their workplace.

Social Media

Of course, one of the most obvious features of the digital age is social media, and sites like Facebook and Instagram can mean a new channel for sexual harassment. Mallory explains, “I’m seeing a lot more complaints that stem from social media. Things are happening away from the workplace, after hours but between colleagues via Facebook Messenger or over Instagram, so a lot of employers’ and employees’ first assumption is that it’s not sexual harassment since they’re not at work and it’s their own personal social media. While that might be true, you still can’t harass your coworkers.” This can lead to difficult situations for both HR managers and employees alike; the best way to avoid them is to provide clear training to employees that stresses the fact that harassment can happen both during and after work.

Workplace Relationships

Office romances certainly aren’t new to the digital age, but with the advent of dating apps and social media, it can become even more complicated for HR managers. Mallory offers her advice for handling these situations, saying, “It is natural for employees to develop friendships and relationships with people that they work with. You spend a lot of time with the people that you work with and sometimes that can turn into something romantic. In that case, it’s not going to meet the definition of harassment since it is welcomed, so I encourage people that find themselves in that situation to come forward and let somebody in management know. That way, it doesn’t come back to bite them later if there’s a breakup and somebody comes forward saying, ‘Look at all these messages I’ve received. They were harassing me that whole time.’ ” Teaching your employees how to protect themselves in these situations can save all parties involved any stress or headache later on.

Update Your Policies

With all the changes that accompany technology, as well as the increased attention on sexual harassment in the workplace as a result of the #metoo movement, an HR manager would be remiss not to update the company policies regarding sexual harassment. Mallory says, “I would recommend that companies update their handbook to ensure that they have a policy related to harassment. I write handbooks all the time, and to be totally honest, I’m aware that no one wants to read those. But having a meeting to go over those really key policies, things like harassment and workplace violence can ensure everybody knows that you take it very seriously.” Mallory also suggests implementing a zero-tolerance policy when updating handbooks, so that if a sexual harassment claim can be substantiated, that employee can be terminated. This will show all employees just how seriously your company takes this issue.

While sexual harassment is certainly not a topic anyone, especially an HR manager, likes to discuss, it is increasingly important as companies step into the digital age. By combining well-written policies with strong and clear communication with all employees, you can do your best to ensure it doesn’t happen in your office.

Introducing Our New Business Development Manager, Noelle Brown

We are pleased to announce that corporate housing specialist, Noelle Brown, has joined our PC Housing team as our Business Development Manager!

Noelle is a familiar name and face to many within the corporate housing industry. She is an experienced sales professional with more than 20 years of experience and knowledge in global mobility, relocation and contract negotiation. In her new role, Noelle will build strategic partnerships with organization leaders and effectively align and support key business initiatives while working towards improving the temporary housing experience for both temporary and transferee needs, and identify innovative and cost-effective solutions for PC Housing’s valued clients.

Noelle will represent PC Housing at the 2018 Worldwide ERC® Americas Mobility Conference (AMC) in Dallas, Texas, May 16 – 18. Recognized as the largest mobility meeting in the Americas, it brings together innovative corporate, government, and mobility leaders in the industry.

Prior to joining PC Housing, Noelle was most recently the Global Sales Representative for MyKey Global Accommodations and Senior National Account Manager for Oasis Corporate Housing. Noelle is a member of the Worldwide ERC, Corporate Housing Providers Association (CHPA), and the National Apartment Association (NAA).

When asked about her experience with our company, Noelle said, “I am happy and proud to have joined PC Housing, an industry leader within the temporary corporate housing industry. Guided and driven by PC Values, our service delivery model focuses on personalization and effectiveness so that guests are guaranteed a stress-free temporary living solution. PC Housing is a breath of fresh air for the corporate housing industry created by a dedicated, fun-loving positive corporate culture!”

“At PC Housing we seek out team members who are passionate about their career and those we serve. Noelle is truly committed to our by-line of ‘Delivering Personalized Housing Solutions with HEART,’ said PC Housing President Alex Shahabe. “Noelle is a consummate professional whose knowledge, drive, and enthusiasm parallel our goals for continued growth and expansion. We welcome Noelle to our family!”