How to Create Community at Your Business

If you have repeat customers, you already have the foundation of something powerful: a community. You just need to ensure they understand that.

Not a punch-card club. Not just “regulars.” A real group of people who feel connected to you, your team, and each other.

Community is what keeps people choosing you even when a cheaper, closer, or flashier option pops up. It is also a lot more fun than chasing new customers all the time.

Here is how to turn those repeat visits into a community that loves coming back.

Shift from Transactions to Relationships

Most businesses stop at “Thank you, have a great day.”

Community starts when you get curious.

Ask yourself:

· Do I know anything about the people who come back again and again?

· Would I recognize them outside the business?

· Do they feel like guests, or like familiar faces?

You do not have to become everyone’s best friend. But a small shift in how you see them changes everything. When you view repeat customers as “our people,” you naturally look for ways to take care of them, remember them, and connect them.

That is the beginning of community.

Learn Names, Then Learn Stories

One of the simplest, highest-ROI moves you and your staff can make is learning names and using them.

“Hey, good to see you again” is nice.

“Hey, Maria, how did your event go last weekend?” is loyalty.

You can make a quick note after a conversation in your POS system or a notebook behind the counter. Capture just a few details: kids’ names, pets, big projects, favorite order. Train your team to glance at those notes before serving someone.

You are not being intrusive. You are being attentive. In a world where most people feel invisible, that level of care is rare.

Over time, you will know who just started a business, who is new in town, who is training for a race, who is caring for a parent. That is how your space stops feeling generic and starts feeling like “their place.”

Create Simple Rituals People Can Join

Community loves a shared ritual.

This does not have to be complicated or expensive. Think about small traditions, such as a “regulars’ hour” once a week where you test new items, a wall of fame for long-time customers or milestone purchases, or a daily question on a chalkboard that everyone can answer.

Rituals give people a reason to come back and something to talk about.

When someone says, “On Fridays they always…” that is community behavior. You have given them a story to tell.

Start a Club That Gives People a Reason to Return

One of the strongest ways to turn repeat customers into a true community is to create a recurring club that meets at your business.

The club should fit your brand and your customers’ interests. For example:

· A bookstore or café could host a monthly book club or writers group.

· A yarn, craft, or gift shop might host a weekly knitting circle or “maker morning.”

· A fitness studio could run a “goals group” that meets once a month for coffee and conversation.

· A wine bar could host a “Wednesday Tasting Club” where members try a new flight together.

Keep it simple:

1. Choose a consistent day and time.

2. Give the club a name so it feels special.

3. Offer a small perk for participants, such as a discount, early access to products, or a reserved table.

Over time, the club becomes a steady heartbeat in your business. People come not only for what you sell, but for the friends they know they will see there.

Turn Repeat Customers Into Insiders

People do not just want to buy from you. They want to feel in on it.

Treat your regulars as insiders, not just transactions. You might give them early access to new products or menus, “first to know” messages about special items or events, or a quick behind-the-scenes look at what you are working on next.

Ask for their input:
“We are thinking about adding X. What do you think?”
“We have two logo options for this new product. Which one would you pick?”

When customers feel like insiders, three things happen: they show up more often, they bring people with them, and they defend you when someone criticizes you online.

Make Your Space a Place to Connect

Community is not just between you and your customers. It is also between your customers and each other.

Look for small ways to help that along. Arrange seating so people can sit, not just stand in a line staring at their phones. Host tiny, low-pressure events: coffee tastings, lunchtime learning sessions, local maker pop ups, or “meet the owner” Q&As.

When it feels natural, introduce people:
“You two are both new business owners on this street, you should meet.”

“You both come in after the school run. Have you met?”

You are not planning a conference. You are creating moments where conversation is possible. Those moments are what people remember.

Share Their Stories, Not Just Your Promotions

If every post or email is “Here is what we are selling,” your marketing will always feel like noise.

Community-building content looks different. You highlight customer stories and shared moments. You might feature short spotlights of regulars, with a photo and a quote about why they come in. You can show customers enjoying your space (with permission, of course), or share stories of how your customers support one another, like referrals or collaborations that started at your business.

This makes featured customers feel seen and signals to everyone else, “People like you belong here.”

Suddenly your brand is about more than what is on the shelves or the menu. It’s about who gathers around them.

Build Light Systems So It Survives Busy Season

Community sounds warm and fuzzy, but it works best with a little structure behind it.

To keep it going even when you get swamped, create a simple “regulars” tag in your POS or email system. Add a short team habit, such as “two genuine conversations per shift” or “ask one follow-up question of a regular each day.” Once a month, review who you are seeing a lot and who you have not seen in a while.

You do not need a complicated points program. You need a repeatable way to notice, remember, and appreciate the people who show up.

The Quiet Advantage of Being “Their Place”

When customers feel like they are part of a community at your business, a few things shift quietly in your favor. They are more patient when something goes wrong. They choose you even when a big chain runs a sale. They tell people about you without being asked.

In a world where so many experiences feel rushed and anonymous, being the business that remembers their name, knows their story, invites them into clubs and rituals, and connects them to others is not just nice. It is a serious competitive advantage.

You are not just building foot traffic and revenue. You are building a small, loyal neighborhood around your business, one repeat customer at a time, and that feels really good for everyone involved.

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How to Verify the Accuracy of an Applicant's Resume

January 13, 2026

75% of hiring managers have encountered lies on resumes, posing a challenge to the trustworthiness of applicant qualifications. Pruning outdated or irrelevant job experiences from resumes can help applicants highlight their most recent and pertinent skills. Checking for employment gaps can uncover important character traits or red flags, such as incarceration, which can be further explored through background checks. Up to 85% of job seekers admit to lying on resumes about aspects like job duties and skills, making independent verification crucial. Handling discovered resume discrepancies with professionalism and aligning hiring decisions with organizational values are key. Investing in thorough verification processes, despite initial costs, is essential for reducing long-term expenses related to unproductive wages, training, and turnover. 554 words ~ 2.5 min. read In today's job market, it's quite common for applicants to exaggerate on their resumes. A surprising find by CareerBuilder shows that 75% of hiring managers have spotted lies on resumes. This highlights a big problem in hiring - how can employers trust what's on a resume? With the honesty of candidate qualifications on the line, it's important for hiring managers to find reliable ways to check the accuracy of resumes to make good hiring decisions. Read on to discover three strategies to help you fast-track the fact-checking process. Prune Old Jobs Pruning old jobs simply means removing any outdated or irrelevant information. For example, if an applicant lists a job that they held 10 years ago and haven't worked in that field since, there's a good chance their skills are no longer up-to-date. The hiring platform Indeed reminds job hopefuls to prioritize their most recent and relevant experience , so including historical work experience may also signal a lack of confidence in applying for an intended position. Check for Gaps Another way to verify the accuracy of an applicant's resume is to check for gaps. This means looking for any periods of time where there is no employment listed. These gaps could be due to a variety of reasons, such as taking time off to raise a family or going back to school. However, they could also be due to something less savory, such as incarceration. Including a background check will reveal gaps due to jail time but also other important things you may want to know like criminal arrest records or driving history. Resume gaps aren’t always a bad thing, of course. They may reveal an applicant’s character or important values, with gaps devoted to honing their leadership skills through volunteering for schools or charitable organizations. What you do with your understanding of these blank spaces is what’s important — use them to weed out applicants or to ascertain if a candidate is a value match during the interview process. Fact-Check Claims According to Good Hire up to 85% of job seekers have admitted to lying on their resume. What are they lying about? Most often, dishonest claims relate to job duties, work experience, and job skills. While it may be easy to verify if an applicant has indeed graduated from Harvard or won Teacher of the Year, it can take much more time and resources to fact check work history and job duties. For that reason, many employers rely on independent recruiters and agencies to verify resume details. What should you do if you discover something that doesn’t check out? When hiring managers spot a lie on a resume, it's important to handle it with care and professionalism. First, double-check the facts to avoid any misunderstandings. If the lie is real, talk to the applicant about it and listen to their side of the story. Then, based on how serious the lie is, decide if you still want to consider the candidate. In the end, your decision should align with your organization’s values. If you do hire someone and later discover the lie, experts recommend confronting the employee to learn more. If you want to terminate the employee, get legal counsel first. Takeaway Devoting time and resources to outside services will increase your hiring costs upfront. However, when you factor in the price tag for unproductive wages, in addition to training, firing, and rehiring costs, investing in a thorough verification process becomes a vital hiring and retention strategy. Read More: 10 Ways to Get the Most from your Chamber Membership Hiring in a Tight Market: Your Local Playbook for Finding and Keeping Great People The New Employee Benefit Everyone is Talking About The Power of 'Entry Interviews' and 'Stay Interviews' Strategies for Improving Employee Retention in Small Businesses --- The Leavenworth-Lansing Area Chamber of Commerce is a private non-profit organization that aims to support the growth and development of local businesses and our regional economy. We strive to create content that not only educates but also fosters a sense of connection and collaboration among our readers. Join us as we explore topics such as economic development, networking opportunities, upcoming events, and success stories from our vibrant community. Our resources provide insights, advice, and news that are relevant to business owners, entrepreneurs, and community members alike. The Chamber has been granted license to publish this content provided by Chamber Today, a service of ChamberThink Strategies LLC.

Think Twice Before Hiring or Promoting "Brilliant Jerks"

January 13, 2026

Think Twice Before Hiring or Promoting "Brilliant Jerks" Arianna Huffington criticizes valuing employees solely on brilliance, coining the term "brilliant jerks" for talented yet toxic workers "Brilliant jerks" can hide their toxic behaviors behind exceptional performance, complicating their identification and the management of their negative impact. Their presence can damage team unity, foster a toxic work environment, decrease morale and productivity, and lead to significant financial losses. Tolerating or rewarding such behavior normalizes toxicity and can drive away talented individuals, damaging the company's reputation and its ability to attract and retain top talent. Leaders often struggle to address these individuals due to their perceived value, despite the negative consequences on the team and overall work environment. Identifying toxic traits early, emphasizing emotional intelligence, and fostering teamwork in hiring and promotion processes can help create a healthier, more productive work environment. 547 words ~ 2.5 min read Arianna Huffington, the co-founder of The Huffington Post, famously criticized the practice of valuing employees solely based on their brilliance. She coined the term "brilliant jerks" for those who excel in their job but have a negative impact on the workplace. While it can be tempting to ignore interpersonal flaws for talent's sake, promoting or hiring such individuals often leads to long-term harm. Here, we delve into why this approach is problematic and highlight warning signs of toxic traits. Identifying "brilliant jerks" at work can be tricky. Their exceptional performance and creativity may hide toxic behaviors, making it hard for supervisors and colleagues to address their negative impact. Sometimes, these individuals are socially adept, which complicates recognizing their harmful traits. This dual nature causes confusion, as their value as high performers clashes with their negative influence. Their behavior might be situationally toxic, especially under stress, making it challenging to address effectively. The problem is "brilliant jerks" can significantly impede team unity. Their arrogance or aggression can foster a toxic environment, resulting in reduced morale and productivity among team members. When collaboration and mutual respect are undermined, innovation and efficiency are inevitably impacted. Studies indicate that toxic work environments lead to nearly $50 billion in annual losses for U.S. businesses , with a toxic culture being the leading cause of employee turnover in the initial six months of the Great Resignation. Unfortunately, tolerating or rewarding such behavior promotes disrespect, egoism, and a lack of empathy. This can normalize toxicity, driving away talented individuals who seek a positive work environment. In the long run, it undermines trust and collaboration, crucial for innovation and support. This damages the company's reputation and makes it hard to attract and keep top talent who value a healthy workplace. Dealing with these individuals can be tough due to their perceived value, even if their behavior is harmful. Leaders may fear losing their skills or impacting key projects, leading to tolerance of their actions. The misconception that high performers can behave differently can cloud decision-making, sending the wrong message to the team. It can be difficult to spot 'brilliant jerks' in the hiring process, but these red flags can help draw attention to traits that may overshadow stellar performance. If you do hire someone with these qualities by mistake, Huffington advises business leaders to act quickly: “Don't go there. And if you go there by mistake, fire them as fast as possible.” Red Flags of Toxic Traits: Empathy Deficit: Failing to grasp or appreciate others' feelings and viewpoints. Excessive Arrogance: Constantly asserting superiority over colleagues and disregarding their ideas outright. Resistance to Feedback: Being defensive towards criticism, viewing it as a personal attack rather than a chance for improvement. Manipulative Tactics: Using deceit or coercion to further personal objectives at the expense of others. "Brilliant jerks" love sharing private information in the form of 'secrets.' Social Withdrawal: Drifting apart from team activities and discussions, either by choice or due to others' reactions. Recognizing these red flags is crucial for fostering a healthy work environment. By placing a strong emphasis on emotional intelligence and teamwork during the hiring and promotion processes, organizations can cultivate a culture characterized by mutual respect and seamless collaboration. This, in turn, paves the way for achieving long-term success and sustainable growth. Read More: From Conflict to Collaboration: Turning Workplace Disputes into Growth Opportunities Hiring in a Tight Market: Your Local Playbook for Finding and Keeping Great People Rock Stars Vs. Superstars: Who's Fueling Your Team's Future? --- The Leavenworth-Lansing Area Chamber of Commerce is a private non-profit organization that aims to support the growth and development of local businesses and our regional economy. We strive to create content that not only educates but also fosters a sense of connection and collaboration among our readers. Join us as we explore topics such as economic development, networking opportunities, upcoming events, and success stories from our vibrant community. Our resources provide insights, advice, and news that are relevant to business owners, entrepreneurs, and community members alike. The Chamber has been granted license to publish this content provided by Chamber Today, a service of ChamberThink Strategies LLC.

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