We Have a New Collector and His Name is Rover

About one year ago, one of our clients asked us to help them interview candidates to fill the position of in-house collector for their commercial claims. They had received over?two?hundred resumes and in reviewing them, there were about two dozen candidates who seemed to be a good possibility.

After interviewing 3-4 candidates per day over a one-week period, I was able to narrow the field down to two?individuals, who were then interviewed extensively by my client’s executive management. Although it was a tough call, we hired a very nice lady, Judy, who had a fair amount of diverse commercial collection experience, lived a short distance away from my client, and overall appeared to be great fit for the company.?

For the first several months, everything was going along very smoothly.?Past due accounts were getting called and collected, DSO was coming down, and cash flow was going up. So far, so good.?

At about the 8-month point, Judy started to feel a great deal of anxiety about her collection activities. Namely, her positive results were making her feel nervous and insecure. Her thinking was that she might not be able to keep up the good work. Well, in most cases, good results usually give a person a feeling of confidence to keep doing with they’re doing. But not everyone is built the same way and sometimes our fears of success can get the better of us.?

One day, Judy asked her manager if she could bring her dog, Rover, to work because he was a trained therapy pet and he keeps her in a very calm and positive mood.?With the approval of management, Judy brought Rover down to the office where he displayed exemplary behavior.?In addition, Judy would speak to Rover prior to her next collection call as a way of keeping up her confidence. In a sense, Rover was taking on the role of Judy’s collector alter ego!

Within a short period, Rover was also becoming quite the center of attention. As colleagues walked by Judy’s office, they would stop, walk in, and pet him. Sometimes, there were several people throughout the day?who would walk in?and spend perhaps more time with Rover than might be appropriate. For them, Rover was turning into a pleasant distraction?—?and for Rover, it was becoming overwhelming. Moreover, Judy was not happy with how Rover’s presence was unintentionally disrupting the office environment. Her goal in having Rover by her side to keep her calm was getting sidelined.?

in this day and age of trying to accommodate employees who have special needs, therapy dogs are becoming a very common office presence. For the most part, they help keep someone who might normally be anxious and unsettled, more grounded — allowing them to be more productive.

That said, therapy pets in an office environment have both positive and negative aspects. Here’s a short breakdown as follows:

Positives?

1. Stress Reduction: Interacting with therapy dogs can lower stress levels and improve overall employee well-being.
2. Increased Morale: Dogs can boost workplace morale, making the environment more enjoyable and friendly.
3. Improved Focus: Short breaks with a dog can help employees recharge and improve focus when they return to work.
4. Enhanced Social Interaction: Therapy dogs can encourage socialization among employees, fostering a sense of community.
5. Emotional Support: They can provide comfort to employees facing mental health challenges, creating a more supportive workplace.

Negatives

1. Allergies and Phobias: Some employees may have allergies to dogs or a fear of them, which can lead to discomfort or distraction.
2. Distractions: Dogs can be a source of distraction, potentially interrupting work and reducing productivity.
3. Maintenance and Care: Bringing dogs into the workplace requires planning for their care, including feeding, exercise, and bathroom breaks.
4. Workplace Policies: Not all workplaces are equipped to handle animals, and policies regarding pets may need to be adjusted.
5. Liability Concerns: There may be legal and insurance considerations related to having animals in the office.

In Judy’s situation, since her performance was still going well, she asked if her position could be modified into a hybrid working arrangement by working at home 3 days per week and the office 2 days per week. Her thought was that by working at home with Rover by her side, she would be even more productive, while at the same time, Rover’s deceased presence in the office would decrease employee distractions.?

Your thoughts and comments ([email protected]) are most welcome!

Nancy Seiverd, President

CMI Credit Mediators, Inc.? ????

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