4.1 Reasons to Join Us at Cultivate’26 and Grow Your Business
In July, we’re not just celebrating America’s 250th, but also the 26th Annual Cultivate! We look forward to seeing you July 11-14th at Cultivate’26 in Columbus, Ohio: the Green Industry event offering countless opportunities to grow your business and enhance your career. We will be there with FOUR in-person educational sessions on extremely timely industry topics such as talent acquisition, human resources, building value in your business, succession and exit planning, and more that you will not want to miss. Get educated and up to speed in these sessions. SUNDAY, JULY 12th Beyond Sweat Equity: Compounding Growth in Your Business9:45 AM ET • Room A110Speakers: Chris Cimaglio & Ken Lane Your business is likely your family’s greatest asset and wealth builder. With 75% of owners planning to exit within the next 10 years and buyers becoming increasingly selective, only 20-30% of businesses will successfully transfer ownership. Will there be a return on all of your years of blood, sweat, and tears? Now is the time for you to work ON your business, not just IN it. This session reveals the critical drivers for compounded growth and how to prioritize them in your business. You’ll discover proven strategies to enhance value today while preparing for tomorrow’s opportunities. You’ll take away leading practices and strategies for consistent growth, as well as the 8 drivers of company value most important to potential buyers. These value-building techniques strengthen your business now and position it to successfully transition, ensuring you capture maximum value when the time comes. MONDAY, JULY 13th Costly People Risks Most Business Leaders Miss: And Could Shutter Your Business9:00 AM ET • Union Station Ballroom CSpeaker: Michael Maggiotto, Jr. SHRM-SCP Business leaders in horticulture are amazing at growing and caring for their crops, possess exceptional product knowledge, and generally do a terrific job leading operations. Unfortunately, there are many people risks to their business, regardless of size, that leaders are just unaware of or don’t know the impact they have on their business. Many of them can shutter your business if left unresolved and uncovered in a government audit. This session will reveal: Some of the very significant and costly errors that happen right in our own industry The do’s and don’ts in key areas of human capital management that can lead to some of the highest costs Some of the hefty price tags are associated with the errors. What can you do to protect your business from these costly errors? Come to the session and find out! Rooted In Health & Wellness (Panel Discussion)4:00 PM ET • Room A113 Moderated by Todd Downing with Panelists Broch Martindale and Jake Scott Employee health and wellness at work requires more than fitness perks and free snacks. From emotional resilience to financial security, learn how the various aspects of wellness shape how employees show up at work and how their well-being connects to the bottom line. It takes companies and employees working in unison to promote an overall mental and physical health atmosphere. Wellness is a retention, professional development, and growth strategy for a company. When the right programs and coping skills are put into action, it will lead to comforting magic words we all want to hear and say – “I love my job!” TUESDAY, JULY 14th Before the Storm: Common Sense Business Continuity Planning for Horticulture Business Owners [Extended Session]10:30 AM ET • Room A113Speakers: Chris Cimaglio & Ken Lane Disaster planning for weather events and infrastructure failure is just common sense. What many business continuity plans lack is practical recommendations for when the owner isn’t available to lead. An owner’s death or disability can lead to business failure, with repercussions for family, employees, and customers. If something happened tomorrow, would your team know how to keep operations running? Would your family know who to call and what decisions to make? This high-impact, extended session offers a framework for “keeping the lights on during a storm.” You’ll learn why smart continuity planning is essential not just for natural disasters, but for the 5Ds: Death, Disability, Divorce, Disagreement, and Distress that can derail your life’s work. You’ll walk away with: A ready-to-use Business Continuity Instructions Worksheet Strategies for both short-term crisis response and long-term business stability Immediate steps to safeguard your business and employees and protect your family’s future. A “plus” reason to attend— Connect with The BEST Team in person at Cultivate’26! Their focus will be on making themselves available to meet with leaders who want to discuss their company’s executive hiring, succession planning, and restructuring and turnaround needs. With decades of experience in corporate management, sales, marketing, human resources, exit planning, and business advisory, BEST specializes in talent acquisition and management consulting for the horticulture industry. If you represent a company that needs executive hiring, restructuring, or succession planning, please schedule a meeting with us anytime during the show. Contact us today, and may you have a great Cultivate’26! View or Download Our Best Overview to learn more about the BEST Human Capital & Advisory Group and why there is a better way! We look forward to seeing you in Columbus at Cultivate’26!
Building the Next Generation of Growers
As originally published on greenhousegrower.com. Click here for the original article. For greenhouse companies trying to attract and retain growers, training and development (T&D) can no longer be treated as an added benefit. It has become a core part of the job offer. Candidates want to know whether they will have opportunities to build skills, advance professionally, and stay current as production practices evolve. Companies that cannot clearly answer those questions may struggle not only to keep talent, but to bring it in at all. Training as a Retention Strategy More grower operations are responding by investing in professional development programs and benefits that support both employee growth and long-term business success. For employers, the goal is not just to offer training, but to create a workplace where learning and advancement are treated as part of the job, not an occasional extra. According to the Society for Human Resource Management (SHRM), training and development play a major role in both recruitment and retention. In one report, 76% of employees said they are more likely to stay with a company that offers continuous training, while 55% said they still need additional or better training to succeed. Among HR leaders, 83% said professional development is key to attracting talent, and 86% said it is vital for retention. What’s Not Working Many companies claim to support T&D but fail to follow through. Grower candidates often seek feedback from current or former employees to gauge a company’s true commitment, and the absence of robust T&D programs can create hiring challenges. In some operations, efficiency and margins have improved using propagation “recipes” and SOPs. But when companies rely too heavily on those tools and expect growers to do little more than follow instructions, they risk limiting development. That can discourage growers from spending time learning new techniques, even as technical knowledge across the industry continues to advance. Not surprisingly, those are often the companies that struggle to attract strong candidates. Turning Intention into Action Successful T&D programs for growers depend on follow-through. Some companies have professionals working to build and implement these programs for their grower teams, only to see them undermined by general managers or operations leaders who do not provide the time, resources, and support needed for employees to take advantage of them. Retention issues also arise when a company says it is open to new ideas and self-development, but dismisses the ideas employees bring forward. Few messages are more discouraging than telling a grower not to spend time doing individual research to expand their knowledge. The gold standard is budgeting for an internal “Grower University.” During slower production cycles, companies can host classes for the entire growing team, drawing on industry experts, educators, and consultants. 7 Ways to Build Grower Talent Not every company has the time or resources to build its own internal training program, but the industry offers plenty of opportunities for grower development. The key is giving employees the time, support, and encouragement to take advantage of them. 1. Use Industry Certification Programs. AmericanHort offers Greenhouse Technician Certification for new or entry-level growers and Greenhouse Section Grower training for more experienced professionals. Many sessions are also available in Spanish. 2. Encourage Participation in Trade Shows and Association Events. Conferences, state association programs, and year-round educational offerings can help growers build technical knowledge and industry connections. 3. Treat Suppliers as Training Partners. Strong supplier relationships can open the door to technical knowledge beyond product basics. Many suppliers have technical teams, and in some cases sales teams with advanced production knowledge, that can support grower development. 4. Tap Into Retiring Industry Expertise. Many experienced propagation professionals move into consulting as they ease into retirement, creating opportunities to pass valuable knowledge on to the next generation of growers. 5. Look to Nearby Colleges and Universities. Companies near horticulture degree programs may be able to connect with trials, coursework, and other educational opportunities. Educational stipends for propagation-related classes have also become more common. 6. Build Mentorship Into the Organization. Pairing newer growers with more experienced team members can accelerate development, while also creating opportunities for reverse mentoring as earlier-career professionals share newer technologies and approaches. 7. Use Job Rotation to Build Bench Strength. Rotating growers through different responsibilities can expand their knowledge base while also developing backup talent across the organization. The Bottom Line Candidates are paying attention. They want to see real commitment to T&D, not just lip service. Companies that invest in internal and external education for their grower teams are more likely to strengthen recruitment, improve retention, and support long-term profitability. Growing plants starts with growing people. As originally published on greenhousegrower.com. Click here for the original article.
The Right Benefits, or Why Healthy Growers Means Healthy Plants
As originally published on greenhousegrower.com. Click here for the original article. Since the pandemic, companies across all industries have invested heavily in improving employee benefits. Undoubtedly, one of the most challenging positions to hire and retain in the horticulture industry are growers of all levels. While the industry is responding with strategies and programs to attract a new wave of professionals who are passionate about propagation, the fact is we continue to have a significant gap in supply and demand of these professionals. Retirements are draining decades of grower expertise, and backfilling these roles is proving difficult. So, what role do benefits play in attracting grower candidates? And what benefits are most effective? Growers are the backbone to our industry, with the work being physically and mentally demanding. To attract and retain the limited talent pool, companies are shifting benefit strategies to support work-life balance, mental, financial, and physical health, and overall well-being. Here are the top areas of focus: Work-Life Balance A healthy work-life balance has always been key to a long-lasting career and retention. Virtual work is not possible for growers tending to plants demanding 24/7 care. Yet controlling work hours and providing support for growers with family responsibilities can be provided to improve work life balance to keep your growing team fresh. Flexible schedules: Options like a 4/10 work week or rotating shifts allow growers to manage family responsibilities and personal appointments. Dependent care support: This can involve childcare reimbursement or in-house childcare programs, as well as emergency backup care for children or aging parents. Lifestyle perks: i.e House cleaning stipends or on-site laundry or uniform service. Vacation and PTO This is another critical factor. Many companies still start growers at only five days of PTO with limited holidays in year one, which can deter candidates. Progressive options include: Unlimited time off – While controversial, data shows that this is not abused and employees do not use more than 15 days in a year. 9/80 work week – Employees working 80 hours over nine days gain an extra paid day off every two weeks. Family sick and bereavement leave Volunteer paid time off (valued by younger generations) Mental health days Floating holidays Birthday, anniversary, or work anniversary paid time off Health and Wellness Benefits Here’s why health and wellness is more relevant than ever today: The World Health Organization identified that mental health is costing businesses around the world $1 trillion a year due to lost productivity. The American Psychiatric Association found that employees with unresolved depression experience a 35% reduction in productivity. The Society for Human Resources Management (SHRM) found that every dollar invested in health and wellness resulted in nearly six dollars returned in cost savings (think lower health care costs due to fewer claims, disability, and workers comp) and productivity. A clinical study done for Forbes “Live Outcomes Report” showed that employers save $580 per employee engaged with mental well-being tools. Absenteeism due to mental health issues is up 300% from 2017 per analysis from ComPsych, a mental health service provider. For growers, physical and mental burnout is real. The lower the stress level, the lower the chance of burnout occurring. Companies are responding with: Covering health insurance with low employee contributions continues to be an attractive benefit for growers of all ages. Disability, life, and death insurance especially with the physical nature of a grower role. Insurance becomes more challenging every year for all companies. At the very least, providing an insurance stipend to offset set what a grower at smaller company pays for self-funded insurance. In addition, progressive grower companies are adding wellness perks: Gym memberships, discounts, or reimbursement (or on-site facilities) Mindfulness apps and guided mediations Teletherapy or health coaching Mental health services Wellness rewards programs for gift cards Company-sponsored sports teams Healthy breakfast, lunch, or snacks On-site nurse or massage services Financial Wellness Programs 83% of HR Professionals reported in a SHRM study that personal financial challenges impact overall employee performance and 57% of employees cite finances as the top cause of stress in their lives. Standard offerings like a 401k or Roth retirement plan remain essential in attracting growers. Emerging financial wellness programs growers are being offered, including: Personal financial education Employee referral bonus Donation matching Identity theft coverage Legal counseling/resources Employee discounts on plant material Tuition reimbursement Pets Finally, don’t underestimate the power of pets! A vast majority of greenhouses and nurseries already have dogs or cats on site for morale. Adding pet-friendly policies and pet insurance can be a differentiator for attracting grower candidates. Millennials and Gen-Z growers will prioritize companies that invest in employees’ total health and wellness. These benefits don’t just attract talent; they strengthen your company’s brand as a top place to work in the community and industry. Healthy growers = healthy plants. And the right benefits make it possible. As originally published on greenhousegrower.com. Click here for the original article.
Thanks For Joining Us at GAMA Expo 2026 to Level Up Your Game!
Are you ready to LEVEL UP YOUR GAME? BEST Human Capital & Advisory Group was at at the GAMA Expo March 1-6, 2026, in Louisville, KY. During the tradeshow (open to GAMA Tabletop Games Association members only), Chris Cimaglio, Managing Partner, and Michael Maggiotto Jr., Director of Human Resource Solutions, presented 5 educational sessions designed to help Tabletop Games business leaders across all membership categories improve their businesses. Do you have the right people in the right places in your business? Are you concerned with building and keeping your bench for today and tomorrow? Has the current business environment left you struggling to build value and leverage it to grow your business? Do you know just how costly people risks are to your business? Are you concerned about exiting your business to either launch another venture or transition into retirement? Today’s business environment has been especially challenging for the Tabletop Games industry sector. Identifying ways to build value in your business, preparing for succession or exit, retaining your hard-earned revenue, and attracting and retaining top talent are just a few of the topics covered during BEST’s presentations: Value Acceleration: Maximizing Your Business Value Sunday, March 1, 2026 Speaker: Chris Cimaglio, CEPA®, Cert. Value Builder™, AVG, Managing Partner & Co-Founder With most businesses unprepared for succession, only 20% will successfully transfer ownership. We learned how to build value, reduce dependency on owners, and apply key strategies buyers prioritize. Whether you’re planning to exit soon or in the future, this session helps you prepare for a strong, scalable future. Costly People Risks that Most Business Leaders Miss Monday, March 2, 2026 Speaker: Michael Maggiotto Jr, SHRM-SCP, Director of Human Resource Solutions Running a tabletop business comes with hidden people risks – from hiring missteps to compliance issues – that can lead to costly consequences. This session highlighted common industry errors, shared real-world examples, and offered practical guidance to help protect your business and avoid legal or financial pitfalls. Overcoming Compliance Risks to Source and Hire Top Talent Monday, March 2, 2026 Speaker: Michael Maggiotto Jr, SHRM-SCP, Director of Human Resource Solutions Finding the right talent at the right time is tough in a tight labor Market. This session explored how building a diverse workforce can unlock new potential. Learn fresh strategies, discover useful hiring resources, and rethink your approach to recruiting to attract high-quality candidates and build a stronger team. Attract, Retain, and Motivate Top Talent through Compensation Design March 2, 2026 Speaker: Michael Maggiotto Jr, SHRM-SCP, Director of Human Resource Solutions Compensation is evolving fast, and understanding how to design effective pay structures is key to attracting and retaining top talent. This session offered a high-level look at compensation strategy, creative options beyond salary, and practical tips for staying competitive – without overspending. Learn how to hire smart on a lean budget. Succession & Exit Planning: What is Your End Game? March 2, 2026 Speaker: Chris Cimaglio, CEPA®, Cert. Value Builder™, AVG, Managing Partner & Co-Founder Most business owners lack a clear exit plan – yet succession planning is critical. This session explored how to prepare personally, financially, and operationally for a successful transition. Learn valuation basics, continuity strategies, and how to protect your legacy while maximizing value, whether selling or passing the business on. As a Production Category member of GAMA, with a presence on several committees, BEST Human Capital & Advisory Group specializes in the Tabletop Gaming industry through Strategic Human Resources Consulting, Business Advisory, and Executive Search services. We are BEST positioned to help your business attract and retain talent, execute your strategic plans, and drive future growth. While many business leaders are growing their businesses, more are ready to retire but may not have a succession or exit plan in place to care for their people and ensure a smooth transition. Led by Chris Cimaglio, CEPA® and Managing Partner, BEST PivotPoint’s Succession & Exit Planning service may be the right solution for you. According to Chris, “an Exit Planning Institute report found that over 75% of business owners who have sold their business profoundly regret it within a year after the sale. So, leadership succession and exit planning need to consider both the transactional and emotional aspects of leaving your business.” Whether your business is growing, stable, or even distressed, if you have people challenges like all businesses do, you require people strategies to overcome these challenges, or are ready to learn more about Exit Planning, connect with BEST in 2026! If you represent a company that needs executive hiring, restructuring, or succession planning, please schedule a meeting with us. Contact us today, or Download our Best Overview to learn more about the BEST Human Capital & Advisory Group and why there is a better way!
The Top HR Trends Reshaping Floriculture in 2026
As originally published on greenhousegrower.com. Click here for the original article. Just as the horticulture industry continues to evolve with new plant varieties, equipment, technology, substrates, and inputs, so does its most important asset: its people. In 2026, HR is being reshaped by shifting employee expectations, new workplace realities, and rapid advances in AI and digital tools. For growers and horticulture businesses, staying competitive now depends as much on how you hire, develop, and support your teams as it does on what you grow. Renewed Focus on Employee Engagement Employee engagement may feel like a familiar topic, but it isn’t going away. Disengaged employees slow everything down — from productivity and innovation to workplace culture. Today, engagement is less about perks or pizza Fridays and more about meeting core needs: recognition, clarity, direction, and strong coaching from managers. Engagement and performance are deeply connected. When systems are clear, fair, and transparent, employees perform better. As a result, HR teams are doubling down on building trust, communicating expectations, and creating real opportunities for growth. Give Managers the Time and Space to Lead A key trend gaining traction is freeing managers from doing too much. When managers are expected to chase their own accounts, coach their teams, and handle administrative work, something has to give — and usually it’s people leadership. That’s why many successful companies are carving out as much as 40% more time for managers to focus on developing their teams. In short, you must decide: do you want managers who grow people, or managers who carry a full load of individual responsibilities? You can’t realistically expect both. Hiring Based on Skills and Behaviors Traditional resumes and interviews are becoming less reliable as hiring filters. More organizations are shifting to a skills- and behavior-based approach — focusing on what candidates can actually do and how they demonstrate success, rather than just where they’ve worked or which products or customers they know. With the right assessments, companies are identifying talent that may not have the perfect resume but have exactly the abilities and behaviors needed to thrive. Return-to-Office vs. Remote Work The return-to-office conversation is far from over. With high interest rates keeping many employees in place, companies face a real challenge: the talent you want may not live anywhere near your operation. That leaves three real options: support remote work, offer relocation, or accept a smaller (and less qualified) candidate pool. Remote work brings its own challenges: Leaders need stronger skills to manage performance from a distance. Companies must invest in the right communication and collaboration tools. Remote-work policies must be clear, consistent, and enforceable. Policies only matter if you’re willing to enforce them. A recent KPMG report found that 83% of older CEOs expect a full return to the office within three years, up significantly from the year before. Younger CEOs, however, are more open to hybrid work — suggesting the future of work may be more flexible than some expect. Relocation Is Back in the Conversation If companies want to widen their talent pipeline, relocation needs to be on the table again. A strong relocation package can significantly improve both retention and talent attraction. That means budgeting for it, working with a relocation partner, and preparing package levels that address real-world challenges like housing availability, interest rates, and timing. Flexible, Personalized Benefits Benefits are becoming increasingly customizable. Employees want options that fit their lives, not a one-size-fits-all package. As a result, personalized benefits are quickly becoming a competitive advantage for both retention and recruitment. The key to getting it right is simple: listen closely to what your employees value. A Bigger Commitment to Mental Health Mental health is no longer “nice to have”. Companies are expanding benefits, offering more flexible schedules, training managers to spot burnout, and encouraging employees to use their PTO. Healthy, supported employees simply perform better — and stay longer. Supporting the Whole Employee Well-being is expanding beyond mental health alone. Today’s employees also need financial support, opportunities for social connection — especially in hybrid environments — and access to physical wellness programs. Companies that take a comprehensive approach to well-being tend to see stronger engagement and better long-term performance. Career Development Must Be Personalized Employees want clear career paths and meaningful development opportunities. This is especially true in industries like horticulture, where experienced growers and skilled labor can be difficult to find. As a result, more companies are building in-house programs to train, mentor, and develop future talent. At the same time, AI is reshaping skill requirements across the industry. High-performing companies are planning for widespread upskilling, so employees are prepared to work alongside advanced tools and AI. Today’s talent strategies must assume a blended human-AI workforce. HR and IT: Becoming Close Partners HR and IT are becoming more closely intertwined than ever before. In fact, 64% of IT leaders expect the two functions to merge within five years. As AI tools grow more complex, HR increasingly relies on IT to implement and manage these systems. At the same time, IT depends on HR to understand the human impact of these technologies. The two can no longer operate in silos. AI as a Day-to-Day HR Partner AI is no longer futuristic, it’s becoming a practical helper in HR. It can handle administrative work, speed up recruitment, analyze engagement trends, and even support employees directly. But with this convenience comes responsibility. HR leaders must set clear rules, ensure compliance, and make sure AI tools are used ethically. Most importantly, AI should never replace real, in-person interaction. You still have to keep the “human” in Human Resources. The Move Toward Pay Transparency More states and cities are requiring compensation details in job postings, and pay transparency is becoming a cultural expectation, not just a compliance issue. In response, companies are publishing pay bands, clarifying bonus and equity structures, and conducting regular pay-equity audits. While this shift requires thoughtful planning, it also builds trust with employees and reduces legal risk. Getting Comfortable With Constant Change Change is no longer a one-time event; it’s the baseline. HR teams are adopting the mindset