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Stepping into entrepreneurship and franchise ownership for the first time is both an exciting leap and a bold responsibility. In my experience leading an early education child care franchise, Lightbridge Academy, I’ve seen countless new franchisees discover that strong leadership, along with solid systems, truly drives success. But leadership isn’t about having all the answers; it’s about being willing to grow, listen, and lead with intention.

Whether you’re opening your first location or navigating your first team meeting, your ability to lead effectively will shape not only your business outcomes but also your personal fulfillment. The good news? Great leadership is something you can learn, practice, and strengthen every day. In this article, I’ll share essential leadership strategies from my own career to help first-time franchisees grow into confident, effective leaders.

Related: Considering franchise ownership? Get started now to find your personalized list of franchises that match your lifestyle, interests and budget.

Mentorship

No matter how prepared you feel, no first-time franchisee has all the answers on day one — and that’s where mentorship becomes invaluable. Finding a mentor, whether it’s another franchisee, a seasoned business owner, or someone on your franchisor’s leadership team, can provide the perspective, encouragement, and real-world strategies you won’t find in any handbook. A good mentor will challenge you, cheer you on, and remind you that growth is a process. Most importantly, they’ll give you honest, constructive feedback and expert insight on areas for improvement.

Equally important is your role in paying that guidance forward. As you gain experience, take time to support those who are just getting started. Leadership isn’t just about what you build, it’s also about who you lift up along the way. Within our franchise system, some of the most successful owners are those who both sought mentorship early and later became a source of insight and inspiration for others. That spirit of mutual support strengthens both individual businesses and the entire brand.

Related: Big Government Changes Are Coming for Small Businesses — What You Need to Know

Know your stuff

Confidence as a leader doesn’t come from pretending to have all the answers, it comes from doing the work to understand your business inside and out. While it’s important to work on your business, before you can lead from that higher level, you have to really understand what’s happening in your business. Knowing how things run day to day, where the pain points are, and what your team actually experiences is what gives your leadership real credibility. But even the most prepared franchisee will encounter situations where they don’t know something, and that’s okay. The best leaders don’t fake it—they face it.

Being honest and transparent about what you don’t know and proactively seeking solutions shows strength, not weakness. It enables you to get the help and information you need to fill the gap and overcome obstacles with speed. Your willingness to be vulnerable sets a powerful example for your team, showing that it’s okay not to have all the answers and that seeking support is a sign of strength. Use the tools and support systems your franchisor provides, lean on your peer network and never hesitate to ask questions.

You can also build expertise by taking courses in areas like finance or management, or by hiring team members who bring specific expertise in areas where you may need strength and support. In our system, we’ve seen new franchisees thrive simply because they were willing to learn quickly, ask for help, and apply what they learned with confidence. Leadership grows with knowledge, and knowledge grows when you stay curious and resourceful.

Related: 3 Steps to Take to Successfully Pivot Your Company and Skyrocket Revenue

Uplift your team

Strong leaders understand that their success is directly tied to the people around them. In a franchise setting, especially one focused on early childhood education, your team is the heart of the business. Taking time to recognize team members for their hard work, creativity, and care goes a long way toward building loyalty and a positive culture. Recognition doesn’t have to be grand to be meaningful — a simple thank-you, a shout-out in a team meeting, or a handwritten note can make someone feel seen and valued. When employees feel appreciated, they show up with more energy, engagement, and pride in their work, which directly impacts the families or customers you serve.

As a new franchisee, one of the smartest leadership moves you can make is to take the time to listen to your team, celebrate their wins, and create space for their voices. It not only boosts morale but also strengthens trust and retention. The more you uplift others, the more your business rises with you.

Stepping into leadership as a new entrepreneur or first-time franchisee is both a challenge and a chance to grow into the best version of yourself. You don’t have to know everything from day one, but you do need to lead with intention, stay open to learning and surround yourself with great people. By embracing mentorship, deepening your knowledge, and recognizing the contributions of your team, you’ll create a strong foundation for long-term success. Leadership isn’t about having all the answers — it’s about showing up with consistency, staying present, and embracing growth. As you build your business, remember: the best leaders lift others while continuing to grow themselves. That’s how real, lasting success takes shape.

Related: Is It Time to Pivot Your Business? 3 Clear Signs You Shouldn’t Ignore

Walmart managers can make hundreds of thousands of dollars a year, with some even taking home mid-six-figure salaries. But there’s another high-paying role at Walmart, one that’s focused on creativity and art.

The retail giant confirmed to USA Today that, besides managers, cake decorators are the highest-paid hourly positions in U.S. Walmart stores. The average pay for a cake decorator at Walmart starts at around $19.25 an hour, according to the outlet.

Related: Walmart Is Raising Prices, According to the Company’s CEO. Here’s When.

And recently, a New Jersey Walmart employee, Melissa Fernandez, has been going viral on TikTok for her cupcake bouquets.

@melimakescakes Another Cupcake Bouquet!!! ???@Walmart #walmartcakes #cakedecorating #walmartcakedecorator #walmart3795 #cupcakes #cupcakebouquet #flowers #buttercreamflowers #walmartbakery #buttercream ♬ luther – Kendrick Lamar & SZA

Fernandez told the AP that she’s been at Walmart for 11 years and makes about $24.40 an hour.

The average hourly wage for Walmart’s “U.S. frontline associates” is “close to $18,” according to Walmart.

USA Today reports that there are at least 6,000 cake decorators employed by Walmart at press time.

According to Walmart’s career website, there are more than 50 cake decorator roles open across the country.

Walmart had around 1.6 million U.S. employees at the end of fiscal year 2024, though the company announced in May that it was cutting 1,500 corporate employees.

Related: Walmart Is Laying Off 1,500 Corporate Employees: ‘Reshaping Our Structure’

A trailblazing new partnership will bring AI power to bestselling toys.

Mattel announced on Thursday that it had signed a deal with OpenAI to bring ChatGPT to its “iconic” toys. The toymaker is the company behind popular items, including Barbie, Hot Wheels, UNO, and more.

“We’re pleased to work with Mattel as it moves to introduce thoughtful AI-powered experiences and products into its iconic brands, while also providing its employees the benefits of ChatGPT,” OpenAI Chief Operating Officer Brad Lightcap said in a press release.

^{Barbie dolls. Photo by Tom Starkweather/Bloomberg via Getty Images}

According to TechCrunch, the deal is the first-of-its-kind for OpenAI, which has signed deals with companies like Reddit and Google but never with a toymaker. Mattel had not yet signed any deals with any AI companies. The move will also see Mattel incorporate ChatGPT Enterprise into its business operations, so staff can use the chatbot on the job to help design new products.

Related: ‘Our Mission Remains the Same’: OpenAI Reverses Course, Says Its Nonprofit Will Remain in Control of the Business

The partnership is in its early stage, with its first product expected to be announced later this year. Lightcap and Mattel’s Chief Franchise Officer Josh Silverman told Bloomberg that Mattel could use AI to create digital assistants based on characters like Polly Pocket or to enhance games like UNO.

“It’s really across the spectrum of physical products and some experiences,” Silverman told the outlet, while also noting that Mattel isn’t licensing its intellectual property to OpenAI, and it retains full ownership of the products being created.

Mattel is pushing into digital gaming and intends to launch its first self-published game next year.

Related: OpenAI CEO Sam Altman Says AI Agents Are Like a Team of ‘Junior Employees’

Meanwhile, OpenAI is planning a broader push into physical products.

Last month, the ChatGPT-maker announced its biggest deal yet with its plans to acquire io, a startup created by former Apple designer Jony Ive, for $6.4 billion. The deal brings Ive and his 55-person team over to OpenAI to work on hardware embedded with ChatGPT, which could include headphones and devices with cameras, according to a Wall Street Journal report.

OpenAI is worth $300 billion after a record fundraising round in April. Mattel had a market cap of $6.23 billion at the time of writing.

Entrepreneurs are faced with multiple decisions every day — sometimes dozens before lunch. Too often, the people asking for them think they’re doing you a favor by framing them as “either/or.”

One of my employees and I even joke about it. She’ll ask, “Do you want to go with X or Y?” And I always reply, “There are more options than that” or “Why not both?”

This lighthearted exchange highlights how to improve your outcomes by substituting binary thinking with what I call “multiple-choice thinking.”

Related: 7 Tips for Making Quality Business Decisions

The trap of limiting your choices 

We live in a world that assumes people want simple choices: Coke or Pepsi, PC or Mac, Republican or Democrat. And who can blame us for wanting these limited options?

The average U.S. consumer is faced with making 35,000 decisions a day.  In theory, limiting options should make things simpler. But in business, defaulting to two options is a “binary trap.”

Either/or thinking is convenient but rarely leads to the best solution.  If we limit ourselves to two options, we miss out on creative solutions and opportunities for growth.  

The power of “and” and “what else?” 

Business decisions rarely include only true-or-false options. They’re more like multiple-choice questions. So, the next time you face an important decision, reframe it like this:

What choice will get you the outcome you want?

A. One choice

B. Another choice

C. Both A and B (for example, your next car may not use only gas or electric; it might be a hybrid)

D. Other, please specify

That “please specify” in answer D is crucial. You’ll want to come up with one more option to consider. It can even be something “outside the box.” Of course, you don’t want to drown in options — decision paralysis is real, especially for analytical thinkers. 

Note well: “Other, please specify” does not mean “None of the above.” The world is moving faster than ever, so standing still is rarely a good business option. The status quo is usually someone else’s preference, but it’s not a solution to your problem.

Beyond making the best decisions, multiple-choice thinking reduces the risk of regret (or buyer’s remorse). If it’s a team decision, greater buy-in and ownership are  other positive outcomes.

Related: How to Make Powerful Business Decisions Without Guilt, Shame or Regret

Real-world examples 

Entrepreneurs can apply this mindset everywhere:

• Suppliers: Don’t wait for a supply chain problem to put your business into an emergency situation. Beyond choosing between local or overseas suppliers, consider other options. Co-ops, direct sourcing and digital marketplaces can be viable solutions.

• Marketing: The next time a vendor approaches, don’t settle for what they’re trying to sell you. Ask about how partnerships, events or referral programs will generate more exposure for your business. Consider making a counterproposal that works better for you.

• Workplace: The debate over remote versus in-office work is a classic binary trap. You can have a flexible mix of both based on everyone’s needs. You can also require the people who need to collaborate to work in an office setting and allow the other staffers to work remotely.

My most recent personal experience with multiple-choice thinking came up when we were interviewing candidates for an open position in the company. The team presented me with two finalists.

One candidate looked great on paper. Their psychometric assessment results indicated they would be a good fit with their potential manager and my company. But during the interview, it became clear that this candidate lacked the critical and specific hands-on experience we needed.

The other finalist appeared to have the experience we needed, but their fit with our organization wasn’t quite right.

At this point, some business owners would hire the candidate with the best fit or make an offer to the experienced candidate.

We couldn’t decide between Answer A and Answer B. Both candidates wanted full-time work with benefits, and we didn’t have the budget to hire both, so that ruled out Answer C. I’ve learned the hard way to never settle when making a hiring decision, so I looked for an Answer D.

First, we considered other options: calling in more candidates, using contractors, offering internships or using AI to automate the job. Ultimately, we chose a third candidate that we overlooked initially. We rewrote the job description to fit their strengths and to also resolve another problem we had. That turned out to be our best choice after all. 

Related: How to Make Better Decisions to Move Your Business Forward

Actionable tips for business owners 

Here’s how to put multiple-choice thinking to work for you:

• Challenge assumptions: If you catch yourself thinking in binaries, ask, “Why are these the only options?”

• Question urgency: When presented with two choices, take the time to brainstorm at least one more. It’s better to make the best decision than a fast one. 

Your mission is to make the best decision with the information available at the time and move on. Once the decision has been made, the time for debate is over. Everyone must be on board and execute.

The next time someone asks, “Do you want to go with this or that?” don’t take the bait. There’s almost always a third and fourth option. In business, the best path forward is often the one nobody’s mentioned yet. 

Franchise leaders from around the globe are uniting today for the inaugural World Franchise Day, a new global initiative aimed at raising awareness of franchising’s critical economic impact and celebrating the local business owners behind the brands.

The idea came to Sherry McNeil, president and CEO of the Canadian Franchise Association, in the middle of the night. “I woke up at 3 a.m. and I thought, Oh my gosh, why don’t we have some sort of franchise day? There’s a national chocolate cake day, a national potato chip day, etc. So I started to do some research, and I couldn’t find anything on Google about an actual celebration of franchising.”

Related: Considering franchise ownership? Get started now to find your personalized list of franchises that match your lifestyle, interests and budget.

Together with Kirk Allen, co-founder of Reshift Media, and in collaboration with the World Franchise Council (which represents over 40 countries), McNeil helped establish today, June 11 — and subsequent second Wednesdays in June — as World Franchise Day. The goal? To spotlight franchisees as the small business owners they truly are.

Related: She Was a Lawyer with No Restaurant Experience. Now, She’s Reviving an Iconic Restaurant Chain.

“People often think franchising is just big business,” McNeil says. “But franchisees are your neighbors. They hire locally, pay local taxes and support their communities. They are the definition of shopping local.”

From mobile dog grooming to home services and fitness studios, franchising is expanding into new sectors worldwide. According to the Canadian Franchise Association, franchising now spans over 660 distinct business categories — far beyond fast food and retail. At the same time, franchise service providers and consultants are also growing fast, with many firms bundling services like digital marketing, PR and lead generation to support brands and franchisees alike.

Related: Emma Grede Dropped Out of School at 16. Now the Skims Boss Runs a $4 Billion Empire — Here’s How.

For prospective franchisees, both McNeil and Allen emphasized due diligence — understanding total startup costs, expected lifestyle changes and the importance of aligning with ethical brands. “Look for the logo,” McNeil says, referencing organizations like the CFA and International Franchise Association, which vet members for responsible franchising.

Ultimately, the hope is that World Franchise Day serves as both a celebration and a rallying cry. “Every franchise brand should do something — put a poster in the window, share a franchisee’s story, give away a coffee,” Allen says. “Because franchising deserves to be recognized globally.”

Related: I Walked Away From a Corporate Career to Start My Own Small Business — Here’s Why You Should Do the Same

Every basketball player dreams of making it to the NBA — but for most, that dream goes unrealized.

“When you stop playing, a part of your identity as a basketball player fades,” says Scotty Weaver, a former college hooper turned basketball content creator. “It’s always that feeling of never making it.”

While playing overseas or in semi-pro leagues is still an option, it rarely comes with the recognition that the NBA offers. With The Next Chapter, Weaver is aiming to change that.

Co-founded with fellow basketball creator D’Vonte Friga, The Next Chapter (TNC) is a premier 1v1 basketball league spotlighting some of the most dynamic streetballers in the game. Players go head-to-head for cash prizes in a format reminiscent of cage fighting.

Related: 7 Lessons from Basketball to Help You Succeed in Business

The prologue

Weaver was in the streetball content world long before TNC, starting out working with BallisLife doing content with their East Coast squad, where he met standout player Isaiah Hodge, aka Slim Reaper. They left Ballislife and started making their own street ball content with a group called The Wild Hunt. Weaver would bring his Wild Hunt team to local parks and film five-on-five basketball videos.

“We had a bunch of guys who were characters,” Weaver says. “Slam dunkers, guys doing creative dribbling, big talkers. Everyone brought their own personality and energy.”

The five-on-five format helped draw big crowds, but it made it tough for Weaver to pay the players involved consistently.

“To help pay the team, we asked after the event if they wanted to run some one-on-ones with people at the park,” he explains. “When that video comes out, we’ll post it as the next chapter — and whatever it generates will be how we pay you. So your ability to earn is directly tied to your performance in the video.”

That model incentivized players to talk trash, play flashy and stand out, turning the games into even better content.

They started featuring one of their players, Lah Moon, in a one-on-one after every park run, challenging the best and bravest from the crowd. After a string of undefeated performances, Moon finally met his match in former college hooper Nasir Core, whose dominant showing made him a standout in the community.

Sensing they were onto something, Weaver brought Core in as another featured one-on-one player, laying the groundwork for what would eventually become The Next Chapter. Season One featured seven players, each compensated based on how well their videos performed. They shot all seven episodes in a single day and posted them over several months.

“Season one did great,” Weaver says. “Players started to see how much money they could make on this.”

What began as a way for players to make some extra money has unexpectedly evolved into a potential career path for streetball creators.

“We just paid attention to what people wanted to watch,” Weaver says. “What we’re building is a basketball league — whether it’s one-on-ones, two-on-twos, three-on-threes, or five-on-fives. Right now, we’re focused on ones because they’re far more marketable. But we never want to close ourselves off to the idea of doing it all.”

Related: ‘This is the Future’: WNBA Legend Lisa Leslie Reflects on the WNBA’s Growth and Championing Small Business

The ‘UFC’ of hoops

TNC’s marketing strategy channels the spirit of Vince McMahon and Dana White, building stars by spotlighting unique personalities and skill sets. YouTube phenom Devonte Friga knows this process well, having grown his personal channel to over a million followers.

“We’re trying to build the UFC of one-on-one basketball,” Friga says.

He points to one of TNC’s standout players, J Lew, whom the marketing team cleverly labeled “the internet’s shiftiest hooper.”

“There are so many players like that — each with small, unique parts of their game that define who they are. Take NAS, for example. Online, he’s dominant. He doesn’t just win — he wins big — and makes sure everyone knows it. Then there’s Moon, whose unorthodox one-on-one style is so distinctive that NBA 2K flew him out to capture his crossover move, even though he’s not an NBA player. It’s those little things — the way a player stands out — that turn them into a star.”

The next chapter for The Next Chapter

Although most TNC players are streetballers, the league is experimenting with a new format on June 6: a one-on-one showdown between former NBA players Lance Stephenson and Michael Beasley, with $100,000 at stake.

The matchup will serve as the finale of Season 2, which featured 20 episodes of the two pros coaching opposing squads, building anticipation for their long-awaited faceoff. The event will be available via pay-per-view, a bold move for a league whose audience is accustomed to free content.

Still, Weaver is confident fans will see the value.

“I think it’s about proving to your audience that when you ask them to spend their money, there has to be a clear sense of value — like, wow, I actually got something great in return — rather than, this just feels like the same thing I was getting for free, but now I have to pay for it.”

While some details are still being finalized, Weaver estimates that moving forward, about 95% of TNC content will remain free, with roughly 5% behind a paywall.

While others — like former NBA star Tracy McGrady with his OBL league — have explored the 1v1 basketball space, The Next Chapter is carving its path from the ground up.

“Unlike Tracy’s league, we don’t need to be something big right away,” says Friga. “What we’re building is completely different, and I believe it has the potential to become a billion-dollar industry.”

Disney and Universal have brought the first major AI copyright lawsuit in Hollywood against AI image-generating startup Midjourney.

In a 110-page complaint filed in U.S. District Court in Los Angeles on Wednesday, Disney and Universal accuse Midjourney of copying famous characters from their copyrighted works. The movie studios state that they have sent “cease and desist” letters to Midjourney’s counsel to ask the startup to stop generating material featuring characters developed by the studios. Midjourney has allegedly disregarded their requests.

“Midjourney, which has attracted millions of subscribers and made $300 million last year alone, is focused on its own bottom line,” Disney and Universal allege.

Related: A 74-Year-Old Needed a Lawyer, So He Used an AI Avatar in Court. It Didn’t Go Well.

Some of Disney’s copyrighted characters include Darth Vader from “Star Wars,” Elsa from “Frozen,” and Homer Simpson from “The Simpsons,” while characters from Universal include minions from “Despicable Me,” Po from “Kung Fu Panda,” and Hiccup from “How to Train Your Dragon.”

According to the lawsuit, only Disney and Universal are allowed to commercialize these characters and build a business around them. However, Midjourney has allegedly allowed its subscribers to generate images of characters like Darth Vader in violation of copyright laws.

Disney and Universal included multiple examples in the complaint of AI-generated images from Midjourney featuring characters from “Cars,” “Shrek,” and other movies.

Disney and Universal are asking for a jury trial, calling Midjourney’s actions “textbook copyright infringement” and stating that the AI startup “threatens to upend the bedrock incentives of U.S. copyright law.”

“Midjourney is the quintessential copyright-free-rider and a bottomless pit of plagiarism,” Disney and Universal allege.

Related: New York Lawyer Uses ChatGPT to Create Legal Brief, Cites 6 ‘Bogus’ Cases: ‘The Court Is Presented With an Unprecedented Circumstance’

Midjourney is a text-to-image AI generator that churns out images in seconds based on user prompts. It sells monthly subscriptions ranging from $10 per month for a basic plan to $120 per month for a mega subscription. The startup was founded in 2021 and has since generated $50 million in revenue in 2022 and $300 million in revenue in 2024.

Midjourney notes on its website that it is “a small self-funded team” with “11 full-time staff.”

While Disney and Universal’s lawsuit against Midjourney represents the first major Hollywood lawsuit against an AI startup, another groundbreaking AI case was filed last week. Reddit became the first major tech company to sue an AI startup, alleging in the complaint that the $61.5 billion startup Anthropic used the site for training data without permission.

AI copyright cases can get expensive, too. Getty Images CEO Craig Peters said last month that Getty has spent millions of dollars in a years-long legal fight with AI image generator Stability AI.

Getty alleged that Stability AI illegally scraped more than 12 million copyright-protected media from its site to train its AI image generator. Getty launched the suit in January 2023; the case is set for an initial trial on June 9.

Before anyone steps into your business, they’re already walking through your digital front door.

And that front door? It’s not just your website. It’s your Instagram bio, your LinkedIn header, your last three Google reviews — and whether you like it or not, people are judging.

This isn’t just a real estate issue. It’s a modern business challenge. In today’s digital age, every entrepreneur, regardless of their industry, faces the same scrutiny. Whether you’re a therapist, a founder, a coach, or a solopreneur, you are being Googled. And more often than not, that quick online search becomes the reason someone either clicks through or clicks away.

Related: Want to Build Trust in Your Business? It All Starts Online

The first (digital) impression is everything

Years ago, if a home looked rough on the outside, potential buyers wouldn’t even bother stepping inside. That’s curb appeal.

Today, your digital presence is your curb appeal. If your website looks like it hasn’t been updated since 2014, if your LinkedIn headline is vague, or if you’ve got a highlight reel of blurry social posts and broken links, you’re leaving opportunity on the table.

And the scariest part? Most people don’t even know what’s wrong.

That’s why my company started doing brand audits. Think of it like a digital home inspection. We review everything: social bios, website copy, email footers, profile photos, consistency, tone, messaging — and yes, even the typos. Because your online presence doesn’t just speak for you. It is you.

What most people get wrong

Thinking good enough is enough. A decent headshot and a few blog posts do not build trust. People want to see you show up with consistency and confidence.

Ignoring alignment. The tone of your website, the energy of your social media, the words in your emails — they all need to point in the same direction. If your audience feels like they’re getting mixed messages, they’ll walk away.

Treating your brand like a one-time project. Your digital presence isn’t something you “set and forget.” It’s a living, evolving asset. And it needs regular care.

Why digital trust matters

In the world of entrepreneurship, trust is the currency that drives business success. Your online presence is often the first interaction potential clients or customers have with your brand. If they don’t trust what they see, they won’t engage further.

Building digital trust involves more than just having a professional-looking website. It’s about creating a cohesive and authentic online persona that resonates with your audience. This includes consistent branding across all platforms, engaging and relevant content and a clear message that aligns with your business values.

Steps to enhance your digital presence

1. Audit your online profiles: Start by reviewing your social bios, website copy, email footers, profile photos and overall consistency. Look for areas that need improvement and make necessary updates.
2. Consistency is key: Ensure that your tone, messaging and branding are consistent across all platforms. Mixed messages can confuse your audience and erode trust.
3. Engage regularly: Your digital presence should be dynamic. Regularly update your content, interact with your audience and stay active on social media. This shows that your business is alive and thriving.
4. Professionalism matters: Invest in high-quality visuals, well-written content and a polished website. These elements reflect your professionalism and commitment to your business.
5. Seek feedback: Don’t hesitate to ask for feedback from your audience. Understanding their perceptions can help you make informed improvements to your digital presence.

Related: How to Build Trust and Transparency With Your Customers While Taking Their Data

The role of digital trust in business growth

Digital trust isn’t just about attracting clients; it’s about retaining them. When people trust your online presence, they are more likely to become loyal customers and advocates for your brand. This trust translates into repeat business, positive reviews, and word-of-mouth referrals — all of which are crucial for business growth.

Moreover, a strong digital presence can differentiate you from competitors. In a crowded market, your edge isn’t just what you offer. It’s how clearly and confidently you show up online.

Today, your digital presence is your curb appeal. It’s the first impression that potential clients have of your brand, and it can make or break their decision to engage with you. By focusing on building digital trust, you can ensure that your online presence reflects your brand’s credibility and professionalism.

So, take the time to audit your digital presence, ensure consistency, engage regularly and seek feedback. These steps will help you build a strong and trustworthy online persona that attracts and retains clients.

Because in business, your edge isn’t just what you offer. It’s how clearly and confidently you show up online.

Citigroup is doubling down on its hybrid work policy by giving most of its 229,000-person workforce a remote summer perk.

According to a leaked memo sent to employees on Monday, obtained by Business Insider, Citigroup is giving its hybrid employees the option to work remotely for any two weeks of their choosing in August. Most Citigroup staff are hybrid and work in the office at least three days a week, with only traders and bank branch staff expected to work in person five days a week.

Citigroup’s Chief Human Resources Officer, Sara Wechter, sent the memo, which noted that the perk was part of the bank’s commitment to flexibility and its hybrid work policy.

Related: Citigroup Mistakenly Credited a Customer with $81 Trillion Instead of $280: ‘Inputting Error’

“Our hybrid work model helps us attract and retain top talent and sets us apart from other companies in our industry — and we remain committed to this model,” Wechter wrote.

Wechter added that the bank chose August “because it is traditionally a quieter time for our businesses and clients, when many are already out of the office due to vacations.”

^{Citigroup CEO Jane Fraser. Photo by John Lamparski/Getty Images}

Citigroup last gave employees the option to work remotely for two weeks during the summer in August 2022. The bank has also offered two weeks of remote work every December since 2022.

Employees must work remotely from a location where they have a legal right to work, so this isn’t a “work from anywhere” arrangement.

While Citigroup reinforces its commitment to hybrid work, other banks are pushing for a return to the office. JPMorgan required most of its employees to work fully from the office starting in March, while Goldman Sachs has required it since 2021.

Related: Citigroup Eliminated More Jobs This Week. Here’s Which Roles Were Affected.

Citigroup CEO Jane Fraser has long been a proponent of flexible work. She opted to work part-time as a partner at McKinsey after having her first child, an arrangement she maintained until she departed McKinsey for Citigroup in 2004.

As the first woman to lead a major U.S. bank, Fraser has led a multi-year effort to transform Citigroup by updating its technology and encouraging work-life balance. Since becoming Citigroup CEO in March 2021, Fraser has emphasized that hybrid work was here to stay at the bank.

In March 2021, she created Zoom-Free Fridays at the bank so that employees were not required to take video calls on Fridays. She additionally urged employees to take their vacation time and keep work to standard working hours.

In January, Fraser told directors on a quarterly call that the bank’s hybrid work policy gave it an advantage in recruiting new talent and that the policy would continue.

Related: Here’s How Much 8 CEOs Made in 2024, From JPMorgan’s Jamie Dimon to Disney’s Bob Iger

June 19th is one of the newest holidays on the federal calendar. It commemorates Juneteenth, the day that the last enslaved people in Texas learned that they were free in 1865. Since it was officially declared a national holiday in 2021, most people don’t know much about it or why it’s a day worth celebrating. All that most people know about the holiday is that they get an extra day off between Memorial Day and the 4th of July, and that’s a win for their work-life balance (or work-life blend as I like to call it).

Although Black Americans have celebrated the holiday for centuries, more and more businesses are jumping on board. For many Black Americans, Juneteenth symbolizes freedom and independence from a hard, dark history. But I have good news: the holiday isn’t just for them — it’s for you, too. Companies and employees alike can benefit from celebrating Juneteenth. Here are four reasons why they can benefit, too.

Celebrating Juneteenth gives your employees a much-needed day off and positions your company as the “hero”

Instead of waiting until the 4th of July for a much-needed long weekend, you can offer your employees an extra day off on Juneteenth. Whether it’s a paid or unpaid holiday, giving your employees a break in the summer months gives them a much-needed reprieve from their stressful to-do lists. A recent meta-analysis has shown that holiday breaks and vacations play a crucial role in the mental and emotional wellbeing of your employees. These benefits can extend to improved mental health, enhanced problem-solving, and a boost in job satisfaction. Simply put, refreshed employees are happy employees. Giving workers that additional day off pays dividends toward their productivity and general contentment at the company. And all it costs the business is one working day. Who knew adding one additional day to your company’s holiday roster would have such a positive impact on retention and employee happiness?

Related: You Need a Real Vacation (And So Do Your Employees)

Juneteenth conversations can strengthen connections and communication within the company

While many people are new to Juneteenth and don’t know much about it, some people have been celebrating it for a very long time. Creating the opportunity for knowledgeable employees and less knowledgeable employees to connect and share facts, history and information about the holiday can not only strengthen connections within the company but also create space for deeper dialogue and more open communication in the future. As a Diversity, Equity and Inclusion (DEI) consultant, I’ve seen employees who would otherwise have nothing to discuss with colleagues other than work topics actually bond and learn something new from one another’s lived experiences. Those extended discussions about non-work-related topics can build stronger employee rapport and nurture company cohesion in subtle yet durable ways.

Related: The 6 Do’s and Don’ts for Engaging in Juneteenth Conversations

Celebrating Juneteenth allows leadership to re-engage employees in the company’s core values

I’ve led my fair share of values-driven meetings, and all too often, just months after the company values presentation, employees forget what they are and why they matter. That’s not the fault of leadership as much as it’s the lack of seeing the company’s values in action. Juneteenth can be an opportunity to practice what your company preaches and show your employees that you truly value diversity, curiosity, collaboration, fairness or any other core value that’s relevant. For example, on Juneteenth, you can encourage your employees to seize the day by volunteering with an organization that promotes diversity or uplifts the wellbeing of Black folks in their communities. This act can encourage your employees to embody the core values of diversity and collaboration. An alternative idea is for leadership to use Juneteenth as an opportunity to send a company-wide email sharing a brief history of the holiday and why it aligns with the organization’s core values of curiosity and fairness. The opportunities are endless to lean into Juneteenth and leverage it as a learning tool and a way to show — not tell — your employees how to exemplify the company’s core values.

Related: Core Values and Practices Are Booster Fuel for Your Business. Here’s How to Establish the Right Ones.

Celebrating Juneteenth reaffirms your company’s commitment to DEI

As mentioned, when it comes to your company values, it’s best to show and not tell. One way to do that is to demonstrate to your employees that DEI is still a priority by holding an insightful group session. I’ve been invited to speak or lead a session around Juneteenth on numerous occasions, and it’s one of my favorite times of the year to show up. Not only are employees already engaged in the topic, but they’re also learning more about it from others and are often more receptive to new information during that period. I come in to help employees recognize how Juneteenth and its history and learnings can inspire the day-to-day business operations, strengthen inclusion efforts at the company and improve overall cohesion. Investing in hosting a speaker or seminar on or around Juneteenth can be a great way to educate, engage, and reiterate your DEI commitments to employees at all levels of the organization.

Final thoughts

Juneteenth is an opportunity for companies to lean in, not lean back. Instead of hesitating around the holiday and what it means for non-Black employees, step confidently into the space of making meaning, connection and a learning experience out of it for everyone. No employees are ever upset about having a paid day off, and a bonus benefit is that they can often enjoy learning something new about the country and our shared history. Companies and employees who treat Juneteenth as more than just a “Black” holiday and instead as an opportunity to rest, reflect, and connect can benefit greatly on the employee wellbeing and productivity fronts.