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As the geographic center of Indianapolis, Monument Circle is in many ways the heart of the city. The 284-foot Soldiers and Sailors Monument towering in the middle is a beloved local landmark, and the plaza and fountain around its base has been a gathering place since it opened in 1902. But the way most people experience it is through the window of a car. Monument Circle is technically a traffic circle, which means the center of the city is little more than a place for cars to drive. The past couple of years, however, have shown another possibility. Since 2023, from June through November, part of the traffic circle has been closed to cars and converted into Spark on the Circle, a pop-up park that has activated the space and brought tens of thousands of pedestrians downtown. Created by the nonprofit art and design organization Big Car Collaborative in partnership with several local agencies, Spark on the Circle turns a quarter of the circle into an activated public space, with Astroturf covering the roadway, shade structures, games, vendors, and stages for performances. Now the landscape architects who designed the park are working on a plan that could make the pop-up permanent. Merritt Chase, a firm based in Indianapolis and Pittsburgh, has been involved in shaping Monument Circle for several years through its work on the downtown resiliency strategy launched by Indianapolis Mayor Joe Hogsett in 2022. One plan arising from the strategy calls for a renewed focus on improving walkability downtown and creating more public space for an emerging residential population. Spark on the Circle, and Merritt Chase’s design for it, was created to turn Monument Circle into a destination rather than something most people simply drive past. Historic Monument Circle: Soldiers and Sailors Monument, circa 1950 [Photo: W.H. Bass Photo Co., Indiana Historical Society] There’s been so much history there, protests and demonstrations, parades, festivals, and just the everyday life of the city that passed through that space. There have always been questions around the identity of the circle, the use of the circle, the future potential of the circle, says Chris Merritt, cofounder of Merritt Chase. Over the last couple of years, the temporary park we’ve put out there has definitely been a successful case study of new ways to reimagine and use the circle. So we’re building on that to continue to think about what a future permanent plan might be for the circle. [Rendering: courtesy Merritt Chase] Merritt Chase has just been awarded an 18-month fellowship to further explore ideas for redesigning or reusing Monument Circle. The firm is one of 10 fellows supported by Emerson Collective, a philanthropy started by Laurene Powell Jobs, widow of Apple’s Steve Jobs. The 2025 cohort of fellows, announced this week, is focused on local leadership and community-centered place-based work, according to Patrick D’Arcy, senior director of fellowships at Emerson Collective. We really respect [Merritt Chases] community-centered approach. They believe that successful public projects require more than just really beautiful design; they also require community trust and collaboration and relationship building, says D’Arcy. Their vision for a more utilized and joyful Monument Circle is really inspiring. [Photo: courtesy Merritt Chase] A circle for the city Preparations for this summer’s iteration of Spark on the Circle are still underway, but its expected to open in June. Megan Vukusich is director of the city’s Department of Metropolitan Development, and though she says there is currently no funding or official plan in place to make the pop-up park a permanent one, the visitation numbers suggest strong community interest. According to a report from Big Car Collective, the 2024 iteration of the park saw more than 71,000 visitors, with more than 400 on an average day. More than 80% of visitors spent 30 minutes or more at the park, and 30% went to a restaurant or did shopping downtown after leaving. [Photo: courtesy Merritt Chase] We don’t want people to come and snap a quick photo. We’d like them to stay, maybe check out some of the local shops. These metrics are showing us that it is having an impact on the larger community, Vukusich says. Having activations such as Spark gives us a little bit more insight into what the community is looking for. It’s also a reflection of the changing shape of downtown Indianapolis. Like many city centers, it was deeply affected by the pandemic, with many companies shuttering offices or allowing employees to work remotely. But downtown development is coming back, and officials estimate more than $9 billion worth of projects are in the pipeline, including a convention center expansion and a new 40-story hotel tower. This is happening as downtown’s residential population has grown to more than 29,000, more than a 46% increase since 2010. [Photo: courtesy Merritt Chase] Merritt Chase has two other ongoing projects that feed into this growth. One is a pedestrian conversion of three blocks leading up to the convention center; the other will add a new park to the site of a historic downtown food hall, with construction beginning this summer. Spark on the Circle is the pop-up version of these larger projects. This is a way of leveraging a lot of that private investment and connecting it all across the city to create better everyday livable experiences, Merritt says. Projects like these and the way they connect will give more of a reason to not just visit but hopefully encourage more people to live downtown. Though some local commenters have bemoaned any street closures, downtown Indianapolis has a very tight downtown grid with city blocks that are smaller than those in other big cities. The closure of part of the circle, or even the entire circle, would require only a short driving detour. [Photo: courtesy Merritt Chase] Merritt Chase will use its 18-month Emerson Collective fellowship to expand its community outreach, research, and planning for the future of downtown centered around Monument Circle, using Spark on the Circle as one of the primary use cases. Chase Merritt cofounder Nina Chase says the 2024 visitation numbers show there’s a big appetite for this kind of unconventional public space in the city. That’s been really lovely to see, she says. We as landscape architects, we think yes that’s what you should do, but sometimes you never know. So it’s good to see it in action. Merritt says turning the pop-up park into something more permanent is one option, but it’s not the predetermined goal of the plan Merritt Chase will produce. They’re more interested in finding out how people in the city want to use the space and then designing around that. Whether it’s parklike and still open for cars or completely closed to cars, I think that’s still to be determined through lots of conversations with folks downtown and residents.
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E-Commerce
Between the rise of quiet quitting, the evolution of hybrid work, and concerns about artificial intelligence, we live in tumultuous times. In order to retain talent, its important for leaders to adapt to the changing needs of their employee population. This is a particularly large challenge at the moment since it requires understanding and supporting very different groups. There are currently five different generations from all walks of life in the workplace. They have a wide range of preferences when it comes to money management, lifestyle, and retirement goals. Finding ways to better understand and engage with the needs of unique employee segments can enhance recruitment and retainment efforts. In fact, our research shows that 91% of employees would be interested in changing jobs and 89% interested in keeping their jobs to gain access to the financial benefits they need. Below are three ways to increase engagement through workplace benefits while fostering a workplace culture that addresses various employee financial goals and needs. 1. Make sure your benefits meet your employees’ specific needs Fair pay, retirement income, and financial guidance may seem like universal demands, but employees come to the table with varying exposure to workplace benefits or financial planning, not to mention different goalsand thus may require different support. For example, Generation Z officially outnumbered the baby boomer generation in 2024. Many Gen Zers are likely experiencing benefits for the very first time. Meanwhile, the sandwich generationemployees caring for both aging parents and growing childrenis the fastest growing employee segment and likely needs additional support. Additionally, women with children (35%) are about twice as likely as men with children (18%) to say they declined or delayed a promotion due to family obligations. Look for opportunities to provide support for their range of financial needs. For example, student loan repayment programs can help finance an education, emergency savings accounts can prepare your employees for an unexpected expense, and retirement savings vehicles like 401(k) can help your employees reach long-term financial goals. For complex issues, consider connecting your employees with a financial coach or advisor. Our research at Morgan Stanley shows that only about four in 10 diverse high earners use a financial advisor or wealth manager, yet those who do feel more positive about their finances. At the end of the day, keeping pace with the needs and experiences of all employee segments can support a more financially healthy and engaged workforce. 2. Use equity compensation as a retention tool According to our research, equity compensation is growing in popularity: three in four HR leaders (76%) reported that their companies are offering some form of equity compensation, up four percentage points year-over-year, and 12% since 2021. Offering equity compensation can help strengthen teams, attract talent, and keep companies competitive in todays dynamic environment. It gives employees the opportunity to benefit from the company’s success and potentially increase their net worth. Additionally, it motivates employees to adopt a collective mindset and invest in the success of the companyemphasizing the shared purpose of your organization and uniting all employers behind a common goal and culture. The benefits of equity compensation reach beyond the employee: Equity can help you better reach business goals like recruiting top executives to hit a specific target or promoting company values. Our research shows that most HR leaders (95%) and employees (80%) agree that equity compensation is the most effective way to keep employees engaged. 3. Ensure your benefits education program meets different groups where they are Benefits are no use to employees if they dont know about them. Consider diversifying your communication strategy by using multiple channels to meet participants where they are: Data shows that baby boomers tend to prefer to learn about benefits through in-person conversations, Gen X employees through online resources, millennial employees through video and podcast content, and Gen Z employees through social media. Our research shows that most employees (80%) believe their company needs to do a better job helping them understand how to maximize the financial benefits offered. Maintain a thoughtful cadence of communication throughout the year. Use various channels such as SMS text, chats, webinars, conference calls, and virtual meetings. Create a library of educational content such as articles, on-demand videos, and virtual classes on your employee intranet, so that employees can easily locate whats relevant to them. Financial education can help employees connect the dots between their workplace benefits and their individual financial needs.
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E-Commerce
A lot goes through our heads during company restructurings: Will I get laid off? Will my coworkers lose their jobs? What will happen to my workload if my team is affected? But in the wake of such events, if we dont get laid off, we often ignore or dismiss the emotions that linger because we dont feel we deserve to experience them. After all, we kept our jobs, were the lucky ones. Why should we complain or feel upset? However experts say that not addressing this so-called survivors guilt can negatively impact your confidence and productivity moving forward. Those employees who remain, they feel either undeserving of being able to stay, or they feel responsible for their colleagues who lost their jobs, or they just feel kind of an overwhelming sense of guilt and sadness, even though theyre still at the job, says Isha Metzger, a psychologist and cognitive-behavioral therapist specializing in trauma. Theres also often a fear of the unknown among employees who make it out of a major transition unscathed. Its this wrestle in the mind of, Oh man, I got to stay, but now I dont know for how long, says Lisa Rigoli, who worked in human resources for brands such as Target and CarMax before becoming a leadership consultant for individuals and teams navigating change. Luckily these feelings dont have to stick around forever. Heres how to overcome survivors guilt so you can make the most of your situation and come away from the organizational pivot stronger, wiser, and much less overwhelmed. PINPOINT THE WHAT AND WHY OF SURVIVOR’S GUILT Common wisdom says that the best first step to tackling any emotion is acknowledging it. That can be easier said than done, which is why Rigoli recommends asking yourself three pointed questions: What about this experience motivates me? What about this experience triggers me? What are some of my blind spots as a result of this experience? Lets say your boss was let go. You might be motivated by the fact that theres now an opening to step up as a leader, but triggered by the advanced responsibility or skill set that would entail. Meanwhile, your blind spot might be how to go about taking on this new role. When youve identified the things that excite and scare you, you can then begin to take steps toward solving for them. Metzger says labeling how youre feelingwhether hopeless, nervous, angry, or something elsecan also further prepare you for getting what you need to process it effectively, be that talking with a coworker who can comfort you or a family member who can help you decompress. Without being able to first identify and then communicate what it is that you need, its very hard to advocate for yourself, she says, adding that its also okay to acknowledge uncertainty. Empowerment can also look like, I dont even have the feelings, or Im not even able to communicate those feelings right now, and thats why Im coming to you for help. Meeting yourself where youre at, giving yourself grace, and being able to articulate . . . is the best way to get that help that we need, Metzger adds. SET BOUNDARIES You might be tempted to overcompensate for organizational confusion or a lack of resources by working harder or longer hours. Or maybe theres a spoken or unspoken expectation that youll take on more. As much as you can, resist this urge and set clear boundaries. You can give yourself permission to disconnect as needed, Metzger says, noting that this can be as simple as deciding not to check emails after 5 p.m. If now you need to recharge and rest twice as much, make sure that youre doing that as well. With this, its important to get clarity on whom youll now report to, if management has shifted or left the company, as well as who on your team is new to you. Once thats clear, youll be able to form a relationship built on mutual respect for work-life balance and boundaries. The best way to do so? Advocate for yourself early and often. FIND YOUR COMMUNITY Its easy to feel like you have to go it alone in the aftermath of a transitionespecially if your organization tends to promote a dog eat dog culture. But even in the most competitive of spaces its possible, and crucial, to find a community that can support you emotionally. Focus on those allies or those advocates youve already been able to identify, and then . . . if youre asked to take on an extra load, you can go to that ally or that advocate youve identified, and hopefully that will be someone who can protect you, Metzger says. If all your friends or mentors have left, ask them who at the company you could connect with. If there isnt anyone whos currently at your job, you can certainly think about mental health resources that exist, peer support groups that maybe you could find online, Metzger adds. FOCUS ON WHAT YOU CAN CONTROL Survivors guilt often stems from the fact that something happened to us that was out of our control. Moving past it, then, requires us to focus on the things we do have a say on. If youre feeling a loss of control over your workplace, then reframe the narrative in terms of, Okay, I dont have control over my workplace, but what sorts of things do I have control over? I can maybe get involved socially or civically, or even politically. I can make sure that I am staying close with those colleagues who no longer work here. I can make sure that I can contribute positively to the new workplace reality, Metzger says. Just because someone has left your team doesnt mean you cant remain friends, close colleagues, or mentor-mentee. Chances are youll need that person for emotional and career support down the roadand so will they once the smoke clears and theyre ready to make their next moves post-layoff. CONSIDER YOUR NEXT MOVES Sticking around long term, even with the residual feelings that stir up, might be exactly the right move for you. However, in some cases, your survivors guilt could be a sign of something biggerfor example, that youre ready for a new job. This was the case for Rigoli, who faced a restructuring in 2022 that had her reconsidering her career path. It forced me to take a moment to really ask myself, Whats right for me? If I were to stay in that role, how would I feel? And I felt not complete, she says. Or it could mean that you need some extra guidance from a therapist or career coach. If youre having these conversations and you find yourself still ruminating, still worrying, still feeling sad or guilty or hopeless, Metzger says, it never hurts to get that additional professional help.
Category:
E-Commerce
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