Latest news with #corevalues
Associated Press
30-07-2025
- Business
- Associated Press
Cold Factor Heating & Air Services Reinforces Core Values That Guide Its HVAC Operations
Cold Factor Heating & Air Services explains how core values shape its consistent and ethical HVAC service approach. FLOWER MOUND, TX, UNITED STATES, July 30, 2025 / / -- Cold Factor Heating & Air Services continues to stand by the core values that have guided the company since its founding. These principles—honesty, professionalism, and attention to quality—remain central to every project and customer interaction. This commitment reflects a long-standing approach to dependable HVAC services in residential and commercial settings. A Legacy Built on Integrity and Consistency Cold Factor Heating & Air Services was founded with a focus on doing business the right way. The company's core values were shaped by decades of hands-on family experience in the heating and cooling industry. By emphasizing trust, clear communication, and quality workmanship, the organization has built a dependable reputation across the communities it serves. Core Values That Drive Daily Operations These core values continue to guide how the company operates today. The mission centers on honest work, consistent training, and a service-first mindset. Under the leadership of second-generation HVAC professional Cory Huffman, Cold Factor Heating & Air Services invests in mentorship and learning to support a workplace culture focused on accuracy, punctuality, and accountability. Why Core Values Remain Relevant Today In a fast-moving industry that often faces issues with trust and inconsistency, clear values remain essential. Cold Factor Heating & Air Services applies its principles to guide every customer interaction, service call, and repair decision. This values-based approach helps maintain professionalism while responding to changes in technology, customer expectations, and long-term system performance. Strength Through Generational Knowledge The company's focus on mentorship and continuous learning is supported by its family roots in HVAC service. Cold Factor Heating & Air Services blends decades of experience with modern tools and technologies to provide reliable solutions. From smart home automation to scheduled maintenance, the team stays grounded in its values while adapting to new service needs. Feedback and Public Input Customer feedback continues to shape how service providers evolve. Individuals who have worked with Cold Factor Heating & Air Services are encouraged to submit their reviews and share their experiences. Review submissions can be made directly at About Cold Factor Heating & Air Services Cold Factor Heating & Air Services, based in Flower Mound, TX, stands as a top-tier HVAC contractor known for its reliable and friendly service. This second-generation family-owned business prides itself on professional, honest, and high-quality work. Utilizing the latest technology and energy-saving products, Cold Factor's skilled professionals expertly diagnose and address any HVAC issues, prioritizing environmental protection and cost efficiency. The company offers a comprehensive range of services, including AC maintenance and repair, heater services, air duct cleaning, and smart home integrations, guaranteeing top performance for both residential and commercial setups. With over 25 years of experience and dedication to exceptional customer service, Cold Factor is committed to enhancing home and workplace comfort across Flower Mound and surrounding areas. Whether it's routine maintenance, emergency repairs, or new installations, their team is equipped to handle all major HVAC brands and deliver solutions tailored to each customer's needs. For more information on their services or to schedule a consultation, visit Cory Huffman Cold Factor Heating & Air Services +1 469-754-9287 [email protected] Visit us on social media: Instagram Facebook YouTube Legal Disclaimer: EIN Presswire provides this news content 'as is' without warranty of any kind. We do not accept any responsibility or liability for the accuracy, content, images, videos, licenses, completeness, legality, or reliability of the information contained in this article. If you have any complaints or copyright issues related to this article, kindly contact the author above.
Entrepreneur
11-07-2025
- Business
- Entrepreneur
Want a Reputation People Trust? Start With These 4 Simple Habits
Opinions expressed by Entrepreneur contributors are their own. Your business reputation is more than a feel-good factor — it's a strategic asset that can propel or derail your growth. One misstep, like a scathing review or a breach of trust, can erode customer confidence, weaken your search engine rankings and stifle referrals. Conversely, a reputation rooted in integrity can attract loyal clients, inspire your team and fuel organic expansion. As a business owner, actively shaping a trustworthy reputation isn't just wise — it's essential for long term success. Here's how to build a reputation that opens doors and creates opportunities. Related: The One Mistake Is Putting Your Brand Reputation at Risk — and Most Startups Still Make It Anchor your business with core values A strong reputation starts with values that guide every decision. At my digital marketing agency, our commitment to integrity shapes how we operate, even when it demands tough choices. For instance, we once ended a contract with a high-paying client who consistently disrespected our team, violating our principle of fostering a positive workplace. The financial hit was significant, but the decision strengthened team trust and reinforced our culture. By defining clear values — such as respect, honesty or excellence — and consistently upholding them, you signal to clients and employees that your business stands for something enduring, laying the foundation for a respected reputation. Rise above challenges with integrity Encounters with dishonesty, like a client dodging payment or a partner undermining your business, test your commitment to integrity. Early in my career, I connected a client with a contact who later took their business without acknowledgment. Instead of reacting with anger, I chose to move forward, trusting that new opportunities would emerge. This approach, rooted in an abundance mindset, preserves your professionalism and safeguards your reputation. When faced with betrayal or conflict, prioritize your values over short-term wins. By taking the high road, you earn respect from peers and clients, enhancing your standing as a principled leader. Related: How to Better Manage Your Brand's Reputation in the Digital Age Harness the power of referrals Referrals are a powerful driver of reputation, turning satisfied clients into advocates who bring in new business. Delivering exceptional service to every client maximizes the chance they'll recommend you to others. Equally important is referring prospects to trusted colleagues when their needs don't align with your expertise. For example, directing a client to a better-suited provider may forgo immediate revenue, but it builds goodwill and often leads to reciprocal referrals. Cultivate a network of reliable partners to create a mutually beneficial referral system. This approach not only strengthens your reputation as an honest business but also fosters a cycle of trust that fuels growth. Elevate your reputation with reviews Online reviews shape how customers and search engines perceive your business, directly impacting your SEO and credibility. Proactively encourage satisfied clients to leave detailed Google reviews, aiming for at least two per month to maintain a robust online presence. Providing a direct link simplifies the process, and asking clients to describe their experience incorporates keywords that boost search visibility. Respond to every review — express gratitude for positive feedback and address negative ones with a sincere apology and a commitment to make things right. This engagement demonstrates your dedication to customer satisfaction, reinforcing a reputation for responsiveness and care. Commit to consistent integrity A stellar reputation isn't built overnight — it's the result of consistent, value-driven actions across all facets of your business. From treating clients with respect to fostering a supportive team environment, every interaction contributes to how others perceive you. Upholding integrity, even when it requires sacrifices like turning away a lucrative but toxic client, creates a ripple effect of trust. This trust translates into loyal customers, motivated employees and a stronger online presence, all of which drive opportunities. To start, choose one actionable step — requesting a client review, refining your referral process or clarifying your values with your team — and implement it this week. Take action to build your legacy Your reputation is a living asset that grows with every principled decision. Begin by integrating these strategies into your daily operations: define your values, handle conflicts with grace, nurture referrals and prioritize reviews. These steps don't require a massive overhaul, but their impact compounds over time, positioning your business as a trusted leader. Ready to break through your revenue ceiling? Join us at Level Up, a conference for ambitious business leaders to unlock new growth opportunities.
Forbes
23-06-2025
- Business
- Forbes
20 Tips To Attract And Retain Top Graduates In Today's Workforce
A competitive salary alone doesn't cut it for employers trying to attract and retain high-performing graduates. Today's emerging professionals are looking for purpose, growth opportunities and inclusive, value-driven workplace cultures. Employers who can understand these expectations and adapt their strategies accordingly can stand out as a top choice in a crowded market. To help companies bring in and nurture the next generation of leaders, 20 members of Forbes Human Resources Council offer some proven approaches for engaging top graduates. 1. Communicate Respectfully With Candidates Many job applicants say the average quality of employer-to-candidate communications is brutal. Emails go unreturned, hiring officers are a no-show for interviews and contenders who are ruled out may never be told. It drives confusion and misery, and it takes little effort to do better. Companies need to differentiate, as well as be as meticulous and respectful with prospective talent as they'd be communicating with their CEO. - John Kannapell, CYPHER Learning 2. Hire Based On Core Values To support our mission and brand, our hiring is anchored by our company's core values: 'n-rich' lives, 'n-spire' others and 'n-joy' the journey. We consistently communicate our values by incorporating them throughout our hiring process to attract and retain culture enhancers: people who align with our company values and mission and will work to enhance and drive the company and culture forward. - Kathleen Pai, N-able 3. Offer Purpose-Driven Career Paths To retain top graduates, it's important to focus on the impact of the work and highlight career pathways that include room for lateral moves. Many of today's top grads are looking for purpose-driven work that aligns with their personal values and passions. They also value work-life integration, lifelong learning and the opportunity to broaden skillsets rather than climbing traditional corporate ladders. - Lori Landrum, Heights Tower Service, Inc. 4. Embrace Digital Engagement And Creativity Engaging with the entry-level talent digitally, giving them avenues to express their creativity, providing continuous learning opportunities and demonstrating a value system of respect for the individual are all critical to ensure companies are able to attract and retain top talent. - Tan Moorthy, Revature 5. Invest In Students Early And Often Companies should authentically and proactively invest in students' learning and development from freshman through senior year. They should offer meaningful internships, mentorship and skill-building programs. This long-term engagement demonstrates genuine commitment, building loyalty and a robust talent pipeline well before graduation, making your establishment their preferred choice. - Michael D. Brown, Global Recruiters of Buckhead 6. Understand Emerging Generational Needs Early career recruiting programs start well in advance of graduation, so it makes sense to plan accordingly. It's crucial to understand what these workforce entrants are looking for and craft strategies that meet them where they are today. You need to consider how their experience with technology, like AI, has shaped their understanding of the world. - Caitlin MacGregor, Plum Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify? 7. Highlight Culture, Growth And Opportunity To attract top graduates, you should highlight your company's impact and culture, and emphasize clear career paths and opportunities to build skills. Then, you can offer challenging projects and mentorship to show your commitment to growth. To retain talent, you need to recognize contributions, support development and build an inclusive culture, particularly within evolving industries like digital banking. - Julie Hoagland, Alkami 8. Embed Your Brand In Academia To attract and retain top graduates, companies need to stop selling jobs and start building influence. The most sought-after employers show up in classrooms, not just at career fairs. You must embed your brand in the academic journey: co-create curricula, sponsor challenge-based learning and offer immersive pre-hire experiences. If you shape how future talent learns, then they'll seek you when they're ready to lead. - Katrina Jones 9. Support Real Life With Real Benefits Today's graduates want to work for companies that support real life, not just work life. Data shows that job-seekers are more likely to apply if paid leave is offered. That means benefits like paid parental leave and mental health days aren't simply perks; they are proof you value your people. - Seth Turner, AbsenceSoft 10. Build Long-Term Campus Relationships Companies can develop a strategy to engage with undergraduates from the beginning of their studies, then identify high-potential candidates early and offer structured internship programs during the holiday or throughout the academic year). Simultaneously, they can build long-term relationships with the school and faculty management. Another idea is to design a campus ambassador program to provide a funnel for potential top graduates. - Ijeoma Onwordi, Tetracore Energy Group Ltd. 11. Create A Strong Employee Value Proposition New graduates look for strong culture fit, competitive compensation and growth potential in their prospective employers. To attract top graduates, companies must highlight their unique offerings in a compelling employee value proposition. To retain them, companies need to have a comprehensive onboarding program that acclimates, guides and develops new hires, while reinforcing culture fit. - Jennifer Rozon, McLean & Company 12. Treat Graduates As Individuals Top graduates are drawn to purpose, growth and authenticity. Companies attract and retain them by offering personalized development from day one, such as strengths-based development, and by creating a culture that sees them as individuals, not just job titles. Investing in who they are, not just what they do, builds loyalty and lasting impact. - Jaka Lindic, e2grow 13. Form Strategic University Partnerships Creating partnerships with universities can be a great way to attract graduates, as it allows them to join the company as part of the partnership agreement. This approach is especially beneficial when the required skills are niche. A firm can also establish a graduate development program, where newly hired graduates rotate across different departments or locations for two years before being assigned to a specific department or position. - Helal Hamdanieh, PwC 14. Align Culture With Graduate Values Attracting top graduates requires offering more than just a paycheck—show a clear growth path, mentorship and a chance to make an impact. Companies must build a culture that values innovation, diversity and flexibility. They should also invest in professional development and create a brand that resonates with their values. - William Stonehouse, Crawford Thomas Recruiting 15. Showcase Purpose And Possibility Early You should start by acting like the best grads already work for you—showcase purpose, growth paths and real impact early. Then, you can focus on matching skills and motivators to the culture you're building. Generational expectations vary, so meet them where they are. Retention sticks when values align and talent sees a future they're excited to help shape. - Stephanie Manzelli, Employ Inc. 16. Evolve Beyond Outdated Hiring Traditions You must understand what matters most to the next generation of talent. It's easy to rely on the things that worked in the past, but those methods may no longer resonate. You could co-create with your recent hires, who can offer fresh and innovative ideas you might not have considered. It's important to avoid insisting on outdated traditions during interviews. Instead, you should emphasize your company's values. - Jalie Cohen, Radiology Partners 17. Focus On Meaning, Mentorship And Momentum To attract and retain top graduates, companies must focus on the 3Ms—meaningful work, mentorship and momentum. Today's grads seek more than a job; they want purpose, learning and fast-track growth. That's why we've built our strategy on the 'GRAD foundation'—growth, recognition, access and development—ensuring they feel valued, empowered and ready to thrive from day one. - Ankita Singh, Relevance Lab 18. Design Ecosystems For Graduate Success Top graduates follow signals of credibility and care. We don't just recruit them—we design ecosystems where their ambition has somewhere to go. That means, you must invest early—embedding leadership exposure, purpose-driven work and equitable mobility. You don't win top talent by chasing them. You attract them by becoming the place their future already fits. - Apryl Evans, USA for UNHCR 19. Personalize Benefits And Recognition Companies must create a culture of appreciation and also focus on a flexible benefits approach that truly resonates. Today's talent values a workplace culture where they feel heard, valued and empowered. Offering meaningful work, purpose and personalized benefits creates a compelling environment that fosters long-term engagement and loyalty. - Smiti Bhatt Deorah, 20. Define Clear Career Paths From Day One You need to show them a career path. A job is more than a singular bullet on a person's resume. It needs to feed into their career journey and the individual's aspirations to reach milestones important to them. Companies that clearly articulate how a fresh graduate fits into the organization and the path that sets them on will outhire competitors. - Nicky Hancock, AMS
Forbes
06-05-2025
- Business
- Forbes
Core Values – The Rules Of Your Game
Core values are the equivalent of the rules of a sport: It would not be a sport if there were no rules. getty Atlassian has had the same five core values since Scott Farquhar discovered them three years after co-founding the company in 2002—among them 'Don't #@!% the customer.' Those values have remained the same two decades later, as the company has scaled to more than 12,000 employees and remained consistent in offices with different cultures, as Atlassian has established a footprint in 13 countries. Core values are the equivalent of the rules of a sport: It would not be a sport if there were no rules. The rules are the same across countries and teams with often radically different cultures, but can be quite subjective, requiring every sport to have its version of a referee whose job is to decide if a player deserves a warning, a penalty, or to be thrown out of the game. If you're not passing out yellow and red cards, as in soccer, no one is going to take your game seriously. Core values guide decisions and spur conversations around decisions people in your organization have made. If a front-line team member has chosen a course of action that runs counter to what the leader of your company thinks is right, it can pave the way for a teachable moment—a mature conversation where the leader can say, 'These are our five values/rules. What within these rules made you make that decision?' Often, core values feed a kind of creative tension. The employee may have a thoughtful response: 'I was acting based on my understanding of this value.' The value is the focus of the conversation, not the person, a chance to learn and make better decisions in the future. However, if a team member is continually violating the rules, it may be time to free up their future. The three keys to fostering a strong foundation—whether it's raising children with good morals or shaping a company's decisions—are to establish a handful of rules, repeat them, and act in ways that are consistent with them. It's this consistency of action and decision-making by all team members, aligned with a set of rules, which is the essence of a strong brand. Equally important, a culture driven by a handful of core values makes leading people much easier, reduces the need for stacks of policies and procedures, gives everyone a framework from which to make tough decisions, and generally brings simplicity and clarity to many of the 'people' systems within a firm. So, how do you discover your core values if they've not yet been delineated–and bring them to life? Here are some ideas to get you started, so you can use your core values to replace the random lists you're using for organizing employee orientation, recruiting, interviewing, and performance management. If you haven't articulated your core values, starting from scratch can be frustrating. Jim Collins, the author of Good to Great , suggests a thought experiment he calls "Mission to Mars," which offers a quick, engaging method for discovering the right core values for your organization. Gather a representative group of employees or leaders from across the company, ask them to pick five employees who represent what's best about your firm to send on a hypothetical mission to Mars for observation by Martian anthropologists. These individuals should embody the organization's best qualities through their actions. Determine the top three vote-getters and initiate a conversation about them: Who are they? How do they go about their work? Why are they important or valuable to the organization? This will generate a list of phrases (avoid single words) that begin to show a pattern. This is the start of your list of core values. To validate, ask this group of leaders, 'Who have we hired and then found they weren't a good fit?' and brainstorm what went wrong. Often, it's because their actions and decisions weren't aligned with those of your 'Mars Mission' team. Collins emphasizes that there are no universally "right" core values—what matters is having values that genuinely reflect what's great about your company. At my firm, Scaling Up, we discovered five core values: Create Ecstatic Clients Honor Intellectual Creatives Everyone an Entrepreneur Practice What We Preach Relentless Transparency Like Atlassian's five core values, they are phrases (not single words) unique to our firm that have a distinct meaning inside our organization. I encourage all firms to read Atlassian's core values (linked above). You'll notice four important details. First, each of the five is a phrase with language unique to their organization, and not turned into corporate speak just because they are now a massive public company, 25 years after discovery. Second, there is a paragraph describing each, along with a video where employees throughout the organization describe what they mean to them and how they guide actions and help them make decisions. Third, each has a visual symbol that can show up in documents or on t-shirts worn by employees. Lastly, this page on their site is part of their recruiting process. Note the message in the lower right-hand corner of the page suggesting that if these values resonate with you, then this might be a company you would enjoy joining. Techniques for Bringing Your Core Values Alive Once you have your values, the other 99 percent of the effort goes into keeping these values alive with existing employees and inculcating (bringing into the culture) new employees and acquisitions as they join the firm. To keep things fresh, you have to find lots of different ways to repeat the same information—over and over—so that it doesn't get stale, yet is reinforced daily. Storytelling Everybody enjoys a good story, and most great leaders teach through parables or storytelling. Above all, the story explains any core values that might seem unusual or cryptic on their own. The more that employees can attach core values to incidents in their working lives, the more relevant and useful they become. To get storytelling into your routine, start by making it a practice at your monthly or quarterly all-employee meetings by sharing a story from the past month or quarter that represents each core value. Orientation Once you've hired team members or acquired a firm, it's time to inculcate them with your core values. Courtney Dickinson, formerly Sapient's Culture Architect, established a week-long Boot Camp, a primary goal of which was to assist computer-trained techies to function in a customer-supportive environment. She used Sapient's core values to organize experiential learning, and she found it uncommonly powerful. Performance Appraisal Just as core values should be the outline for your selection and orientation process, they should also be the skeleton on which you build your performance-appraisal system. With a little creativity, any performance measure can be linked to a core value. In addition, organize your employee handbook into sections around each core value. Recognition and Reward When you're looking for recognition and reward categories, look no further than your core values. Using them publicly—at quarterly or annual meetings or on a good-news bulletin board—reinforces the primacy of these core values within your organization. You also gain a new source of corporate stories and legends each time you give a reward or recognition that highlights a core value. Themes Core values naturally inspire quarterly or annual themes, keeping corporate improvement efforts in focus. Milliken, a textile manufacturer, selects one of its six core values each quarter, encouraging employees to improve the company around that theme. The Ritz-Carlton takes a daily approach, spotlighting one rule worldwide. This rhythm ensures core values stay visible through repetition. You might also have employees audit the firm's alignment with a core value, sparking valuable discussions that keep values from becoming mere wall decor. Everyday Management Leaders and CEOs can repeat core values endlessly without it seeming ridiculous, so long as the core values are relevant and meaningful to their employees. When you make a decision, relate it to a core value. When you reprimand or praise, refer to a core value. When customer issues arise, by all means, compare the situation to the ideal represented by the core values. The same goes for employee beefs and concerns—weigh them against your company's core values. Small as these actions may sound, they probably do more than any of the aforementioned strategies for bringing core values alive in your organization. Have a Few Rules, Repeat Yourself, and Be Consistent To guide team members to make better decisions aligned with what's best for them and your clients, it's key to discover a set of core values that define the unique rules of your organization and then play by them. Time and again, for the over 100,000 firms my firm has helped, we've found that core values make it easier to scale with less drama.
