I used to love that little Volkswagen Bug, the little Love Bug named Herbie that many early Gen Xers like me remember vividly. Herbie, the do-good little car with a mind of its own; a driverless car that helped Dean Jones win many races and save the day. Over and over again. Movie after lovable movie.
However, someday in the near future, fleets of driverless cars may displace millions of paid drivers in the global marketplace. Not the “Herbien” vision of buddy-work I remember from my childhood.
Think about it from this perspective, according to The Economist, employment in agriculture used to provide almost all the jobs in the pre-modern era, but now only accounts for 2% of rich-world employment. Based on that trajectory, jobs in today’s manufacturing and services industries will most likely be forced to “retreat before the march of the robots.”
Think about it another way – futurists Ray Kurzweil and Peter Diamandis predict that 200 of the Fortune 500 companies will go out of business in the next 10 years. They say it’s not because of bad management, customer service or quality of the product either. It’s because the product or service will become obsolete due to how rapidly technology and computing power continues to increase at an exponential rate.
After all that, segue to the one question American journalist, columnist and author Tom Friedman, who was one of the keynotes this year at the 2014 SHRM Conference, always gets from people he first meets:
“How’s my kid gonna get a job?”
Those of us with children who’ve been paying attention to the technological tea leaves know this future is today, not tomorrow.
Tom pointed out in his keynote that the biggest change of the 21st century was the merging of IT and globalization – how the world is now so completely hyper-connected (actually hyperactively connected) and has nearly the same computing power and technology tools, and Internet access available to individuals that used to only be accessible to private enterprise and governments.
He called this a “Gutenberg-scale” moment — really, really big. The world’s individuals can now compete, connect and collaborate with one another like never before.
But imagine that you have billions of competitors, regardless of your status or profession, because that’s where it’s headed (if not already there). If we don’t continuously relearn and reimagine while being relentless in failure enablement, we’re doomed. Simply and utterly doomed. White collar, cognitive skills are now in danger. Average is officially over.
Painful I know, but then Tom said something that really stuck with me:
“No one cares what you know. They only care about what you do with what you know.”
And whom you do to it with and how you do it with them. Really. Even with the rise of the robots and continuously human reinvention and optimization, collaborative interdependence is where companies, at least for the next few decades, are going to be winners.
This is why new research from Bersin by Deloitte is so exciting; it shows that the talent management market grew by 17% last year and is now over $5 billion in size, because companies finally understand that “talent optimization” is key to their business success.
According to Bersin, the fact that the “world of corporate learning is entering a new cycle of innovation: MOOCs, new LMS technology and highly interactive digital content is forcing companies to rethink their L&D strategies as well.”
It’s all about having highly integrated and interactive talent systems that aren’t just for HR anymore – they’re for the entire organization – the employees, managers and the leaders. Tom Friedman’s final 5 points underscored this and were summarized this way:
Always think like a new immigrant and that opportunity abounds and is ours to own by leveraging people and resources around you
Always think like an artisan and “carve your initials” into your work – leave your mark again and again
Always be in beta – get 80% there and let her ride while rapidly rethinking, relearning and reengineering with vigor
Always remember that PQ (your passion quotient) and CQ (your curiosity quotient) will trump IQ when combined with everything else
And lastly, always think like a waitress – be entrepreneurial and enterprising with every interaction and transaction you make (again leveraging the people and resources around you)
No pressure, right? Happy Interdependence Day.
Maybe someday soon I’ll have that Love Bug after all where I’ll be happily driven to tears.
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2014-07-02 14:30:182020-05-27 17:49:42Happy Interdependence Day
Bersin by Deloitte recently released their 2014 Corporate Learning Factbook, and revealed that corporate training is in huge demand right now, and it is only expected to climb. The research showed a steady growth rate from 10% in 2011, 12% in 2012 and 15% in 2014.
As an LMS provider, this is great news, but it’s even better news for the organizations jumping on the training bandwagon. Because training is considered one of the most discretionary spends in business, the significant return of training is a very strong indicator that the economy and business are in a positive state. Here are the three reasons that corporate training in the US has become a $70 Billion industry.
No Money, No Training
When belts tighten, training is among the first things to go. That being said, when the economy makes the upward swing, a strong emphasis on training becomes immediate. In 2008 and 2009, at the height of the US economic recession, we saw corporate training spending dip down to -11%. By 2011, spending had increased by 21%. Bersin said:
So what happened during that 21% drop in training spend? While the entire skill gap or talent shortage (whatever you want to call it) can’t be fully attributed to this significant dip in training, it certainly didn’t help matters.
The Skill Gap Is Significant
The study also took a look at just how real the skill gap is in today’s US workforce. The research revealed that over 70% of organizations cite “capability gaps” as one of their top five challenges.
For instance, a recent report from the Community for Advancing Discovery Research in Education revealed that employment in professional, scientific and tech services is projected to grow by 29% by 2020. It is also projected that of the two million new jobs this increase will produce, the majority of the will have be filled with talent from outside of the US. CEO of Goodwill Industries, Jim Gibbons said:
“Unfortunately, there’s no quick fix. Closing the skills gap will take a concerted effort and commitment to retraining and educating our workforce. We can only close the gap by comprehensively investing in workers of all ages — from students to seniors.”
Employers Prefer Internal Hires/Promotions
A recent survey of 400 employers, conducted by the College for America revealed a strong preference for the learning and development of existing employees into management roles rather than hiring new employees. Employers want to be able to promote from within, but the lack of appropriate skills in their workforce doesn’t allow for it. So leaders are embracing the importance of training. Internal promotions save on sourcing, recruiting and hiring costs, which can add up quite quickly. Training has its own associated costs, but they tend to yield a very high return on investment, as training is also linked to increased productivity, engagement and retention.
The corporate training boom is not only a symbol of a current positive economic state, it is also a catalyst for a strong economy to come. As training is welcomed back into the corporate world it brings with it a lot of solutions to our current workforce problems, like employee engagement lows, high turnover rates, poor customer care and the significant skill gap. Training is one of the most important and effective investments that leaders can make to drive success that will last.
(About the Author: Sean Pomeroy, CEO of Visibility Software, has worked in the Human Resources industry since he graduated from Radford University with a Bachelors in Psychology and a Master of Arts in Industrial/Organizational Psychology. After working in HR as a generalist for a government contracting company, he moved to the HR Technology arena and began assisting companies in the selection and implementation of HR software.)
https://talentculture.com/wp-content/uploads/2014/06/Corporate-Training.png540960Sean Pomeroyhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngSean Pomeroy2014-06-11 14:30:312020-05-27 17:41:403 Reasons That Corporate Training Is Booming
“You got up, and you did something. And if trying to find a way when you don’t even know you can get there isn’t a small miracle; then I don’t know what is.”
At first, it was simply the gathering of everyday natural things that pleased her: leaves, flowers, sticks and rocks.
These pleasing things, found in her front yard and back, as well as other parks around town, down by the sea, up in the mountains, and other realms of her ever-expanding world, were gathered with awe and handled with care. They were then stored in small plastic buckets outside on the front porch, on the back porch, in and around the house, and inside the cup holders of her car seats.
She studied them endlessly, held up high and down low, then up close and far away, smelled and rubbed, sometimes even licked and tasted. All the while, reverent questions arose of origin and type, of utility and relationships, her mind revolving around magnificent worlds within worlds, a gravity grounded yet flinging her into orbit to watch the universe birth anew, over and over and over again.
Patterns emerged on paper and across the kitchen table, the living room floor, the sofa, her bedroom floor and elsewhere. Some are more abstract than others, mazes and puzzles that only she knows the solutions to, ready to share with her parents, her sister, her teachers and classmates.
Regardless of what career may come for my eldest daughter, she’ll hopefully be college educated and working for a company where her colleagues share knowledge, collaborate with one another and spark innovative ideas, products and solutions. A company that invests in her continuous development, strengthening her skills and competencies.
Maybe she will be a scientist, or an engineer, or a captain of industry, looking for patterns and puzzles to solve in “pleasing things” and more, for those fleeting moments making the world a better place, searching for the magical visions within that will help transcend the unlikely.
And if the statistics hold steady, the pool of qualified women leaders is growing. That according to Sydney Finkelstein, the Steven Roth Professor of Management at Dartmouth’s Tuck School of Business. That’s good news for both my daughters.
But whether you’re a woman or a man, the ability to “finding the leader’s way” in the world of work (and life) against all odds, or less dramatically, one little learning step at a time, is no easy task. Authentic leadership comes from continuous learning that embraces trust without judgment and the belief in everyday small miracles.
Leadership will be a big challenge in 2014. Executives are struggling with leadership gaps at all levels—from first-line supervision through top leadership (more than 60 percent of all companies cite “leadership gaps” as their top business challenge). This year, baby boomers will begin to retire in large volumes; one oil company told me that they expect to lose 30 percent of their workforce in the next three years.
So what to do? Finding the leader’s way today includes these two things:
Encourage Learning. We are all lifelong learners and potential leaders, and from the earliest memories of awe and exploration to everyday “finding our ways” in the world of work (and again life), learning and leadership development should be part of every company’s talent strategy. This ensures that employees are given the learning opportunities they need to develop their leadership skills, and that the organization itself will have the leaders it needs for the future.
Encourage Authenticity. Authentic leadership is all about developing yourself first in a manner that helps others see the complete you, exclusive of any organization’s help. This includes all your strengths, imperfections and accomplishments. We all crave authenticity and you have to be real in order to be heard. The most effective leaders today create dialogue and skillfully use indicators of their humanity. Great leadership is all about partnering and relationships, and the key to building productive teams is to be a little more unfiltered, personal and authentic.
Learning and being authentic are what it’s all about. This includes being willing to spread out our everyday “pleasing things,” looking for patterns and puzzles to solve, for those fleeting moments making the world a better place, searching for the magical visions within that will help transcend the unlikely while finding the leader’s way.
We can get there, girls. You are the small miracles.
Photo courtesy of Kevin W. Grossman.
https://talentculture.com/wp-content/uploads/2014/03/Pleasing-Things-e1396020069528.jpg525700Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2014-03-28 10:41:522020-05-27 17:11:18On Finding the Leader’s Way
If you’ve been working in the recruiting, workforce, HR or leadership space, you’re well aware of how LinkedIn can be used for…work. But there is more to the professional networking behemoth than sourcing and recruiting (not that it’s a slouch in that department either).
Professional prospecting, or “panning for sales gold” as I like to call it, was the subject of last night’s #TChat and our guest Viveka von Rosen had some incredibly interesting tidbits to share. The CEO of LinkedIn to Business and a published author (nab her book, LinkedIn Marketing in an Hour a Day, here) gave #TChatters inside information about how to use LinkedIn to unearth new deals and create additional opportunities from sales, leadership and yes, employment perspectives.
The Mainstays
“Dynamic LI profiles are ones tended to like a growing garden: with care & frequent watering” @DawnRasmussen is right. You get out of LinkedIn what you put into it. There are countless ways to update your LinkedIn profile and all of them add value to getting you MORE sales, more leads…more connections. So get in there!
Nearly everyone agreed that LinkedIn is a powerful tool, but the cons listed had to do with lack of visibility, frequent pulled support for favorite tools and an ever changing user experience. But in #TChat as in life, there were a whole lot more pros. Included in the list?
The breadth of information available on LinkedIn
The ability to find anyone via one’s own network
The third-party tools built to work with the platform (shout out to @rapportive)
The new and improved search UX
Stuff You Can Do
Didn’t have time to attend? Try these five-minute new tricks to make baby steps toward using LinkedIn for prospecting:
Find and connect with those who have “viewed your profile”
Search out people in your area
Create buyer personas and make a target list and send personalized emails (you get 5 free!)
Ask and answer questions in your chosen fields
Join groups to get the inside track in your industry (you have up to 50!)
Of course, change your profile URL to something recognizable
Put keywords you think your target market or candidate will be searching
Connect your Slideshare account and keep it updated
For the organization: Check out this article from our friends at Social Media Examiner on how to make the most of your company page. Jonesing for the unique #TChat interactions or want to see who said what?
Closing Notes & What’s Ahead
GRATITUDE: Thanks again to Viveka von Rosen for enlightening us on LinkedIn! Check out her full site at LinkedIn to Business.
NOTE TO BLOGGERS: Did this week’s events prompt you to write about trends on the workplace talent frontier? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we may feature it!! If you recap #TChat make sure to use this link so we can find you!
WHAT’S AHEAD: Next week at#TChat Events, we’ll be talking about authentic leadership. Todd DeWett is going to be our radio guest, and Kevin Grossman will be our moderator. See more information in the #TChat Preview this weekend, and save the date: Wednesday, March 26!
Meanwhile, the TalentCulture conversation continues daily on #TChat Twitter, in our LinkedIn group, and on our NEW Google+ community. So join us anytime on your favorite social channels.
Pharrell is always on the brink of what’s in and he knew that 2014 was the time to be “Happy.” Last night’s #TChat featured everyone’s (and Pharrell’s) favorite contagion: optimism.
The majority seemed to be on the same page with this one. Who knew that people like positivity? Our guest Shawn Murphy and his bright side of life attitude brought us right to the heart of the issue: “Optimism is about believing that good things are possible in the work we do.”
Bright Smiling Selfies
“Collaborating and allowing everyone to win.” @CASUDI makes a great point. All parts of an office must feel like they have brought something great to the table. Having an optimistic workplace starts with the attitude an individual brings to the office, but creating a positive work environment takes a whole team.
What can we do to bring the good vibes on? Breanne Harris of Critical-Thinkers.com said, “Finding solutions and innovating. Stop pointing out the problems and offer solutions. Optimism is everyone’s jobs.”
And this seemed to be a recurring suggestion. While the first (and sometimes hardest step) is learning to admit to problems, what a workforce really needs is possible solutions to the issues being faced.
Transparency and Communication
And as always, creating an honest environment leaves more room for managers and employees to share all challenges being faced. Alli Polin agrees: “When people see all the cards on the table, optimism isn’t blind. Share and communicate with each other.”
Start with Your Attitude
Sure, it’s easy to say you want a more positive workplace, but when it comes down to it, if you aren’t working to make a difference, then it’s all just a pretty dream. Christopher Lind may be talking about employees, but the truth is that everyone could stand to hear this bit of advice: “Ask questions and engage leadership. Sometimes you have to make your own way and not wait on others.”
Check out Megan’s article How To Make Work Matter to learn the ways to get started in your office. Speaking of making your own way, take a peek at all that was discussed last night on last night’s #TChat with our Storify presentation!
NOTE TO BLOGGERS: Did this week’s events prompt you to write about trends on the workplace talent frontier? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we may feature it!!
WHAT’S AHEAD: Next week at#TChat Events, we’ll be getting down to what you really need to know about social media. Nancy Rubin is going to be our guest moderator. See more information in the #TChat Preview this weekend, and save the date: Wednesday, March 19!
Meanwhile, the TalentCulture conversation continues daily on #TChat Twitter, in our LinkedIn group, and on our NEW Google+ community. So join us anytime on your favorite social channels.
Notice a difference in this week’s recap? That’s because we’re on the verge of launching our newsletter. Stay tuned for sign up details and you can receive #TChat questions before anyone else, get insight from Meghan on the week ahead and more!
(Editor’s Note: Looking for details from the week’s #TChat Events? See the Storify slideshow and resource links at the end of this post.)
Muppets. Cake. And Disruption.
What do those three things have in common? They were all featured on last night’s #TChat.
We knew the topic would be controversial just as much as we knew the host would be her gracious self. But despite her Southern cool, Jennifer McClure is here to change the game and she wants to take #TChatters along for the ride.
Jeremy Ames seemed to crystallize the evening when he said: “In some ways, HR is becoming more organization-specific, which means that the most important skills vary company to company.”
The very definition of what we do is changing. So we might as well bring on the chaos of disruption!
Learning to be OK with Chaos
“Complacency is definitely the work place killer.” We can’t even count how many times this gem was retweeted. (I mean, we can. We have stats, but still, it was quite the belle of the ball statement.) First uttered by 15Five, it’s so true. Complacency kills pretty much all relationships, why not the ones we experience at work?
How can we avoid complacency? You’ve got it. Change. And change is the very thing HR is usually brought in to manage. Change = Chaos in the minds of many of our most prevalent practitioners. The trick then, is making change a good thing.
While it’s nice to talk about potentially changing our workplaces, it must be more urgent than that, as the workforce is not-so-slowly changing around us. Emilie Meck said: “You can’t use yesterday’s ideas today and expect to be in business tomorrow.” And it’s not just a slide in a presentation, people, change is afoot! But speaking of presentations….
The first step towards true disruption is authenticity. And not the tired old authenticity that is really just more energetic corp-speak, but true authentic experiences within the enterprise, being shared by employee ambassadors because they are AWESOME and not because management said you have to tweet 5 times a week.
@VirginPulse Being authentic is really important – it’s how you start to build cultures.
As you pursue authenticity are you paying attention to those around you? Disruption is inherently IDEA driven and no man is an island when it comes to those. Pay attention to what your colleagues are proposing or maybe, what they are too shy to put forward.
@IgloooSensei Ideas are disruptive by nature. Consideration might be the most undervalued interpersonal resource #tchat
In fact most of the solutions presented to our questions (check out the preview here) were more systemic and low-tech. Look at the reasons HR should embrace disruption (we could get left behind) and the ideas to do so within an organization (giving employees an involvement in the success of the business).
NOTE TO BLOGGERS: Did this week’s events prompt you to write about trends on the workplace talent frontier? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we may feature it!! Check out this recap from Amanda Sterling.
WHAT’S AHEAD: Next week at #TChat Events, we’ll figure out how to create optimism at work and why it matters. Switch and Shift’s Shawn Murphy is going to be our guest moderator. See more information in the #TChat Preview this weekend, and save the date: Wednesday, March 12!
Meanwhile, the TalentCulture conversation continues daily on #TChat Twitter, in our LinkedIn group, and on our NEW Google+ community. So join us anytime on your favorite social channels.
Notice a difference in this week’s recap? That’s because we’re on the verge of launching our newsletter. Stay tuned for sign up details and you can receive #TChat questions before anyone else, get insight from Meghan on the week ahead and more!
(Editor’s Note: Looking for details from the week’s #TChat Events? See the Storify slideshow and resource links at the end of this post.)
“Our employees are our greatest asset.”
Year after year, it seems like employers focus on the same catchphrase.
Meanwhile, workforce engagement statistics continue to crawl along the ocean floor like bottom feeders scouring for scraps. It’s like being caught in a time-travel wormhole that loops back on itself, with only our clothing styles and digital technologies changing along the way.
Even professionals with specialized “knowledge skills” are caught in this spin cycle. And for too many in today’s workforce, it’s not just monotonous, but overwhelming.
Breaking the Perpetual Talent Spin Cycle
Of course, at the end of the day, “overwhelmed” workers are at the mercy of employers. But when all else fails, a disengaged employee’s only true leverage is the power to leave.
Until recently, the economic crisis made that option unthinkable for many. But today, a much different picture is emerging. The ability to exercise career choice is fundamentally changing the workplace, one painful decision at a time. You’ve heard it before – no pain, no gain.
Take Wall Street for example. The financial industry has had a long climb back from the darkest days of recession. But, as a recent NPR Planet Money podcast reports, many new banking recruits are struggling to stay immersed in an industry that puts money above all else. They want to do more than just make money — they want to make the world a better place.
Does Wall Street need to redeem itself, though? Does it need to realign with the needs of the best and brightest it wants to employ? Maybe. Or maybe those recruits should consider other employers — or make their own entrepreneurial magic.
According to new global talent strategy research, companies are focusing on retention, engagement and “attraction of talent” more than they have in nearly a decade. In fact, more than 60% of organizations say that dealing with “the overwhelmed employee” is a top priority.
Employees Rewrite Rules of Engagement
Yes, the overwhelmed employee is redefining the workplace — one painful change at a time. But smart companies are finding ways to be responsive. Here are two examples we discussed at #TChat this week with our guest, Josh Bersin, Founder and Principal of Bersin by Deloitte:
1) Continuous Development: Most knowledge workers are taking it upon themselves to “skill up” — to keep themselves marketable, relevant and valuable. Often this happens outside of the enterprise via MOOCs (Massive Open Online Courses) and online learning sites. Video, in particular, is gaining ground as medium for “anytime” access to self-paced learning. Employers should look for ways to mirror these learning experiences internally.
2) Flexible Work Options: As it becomes increasingly difficult to recruit, hire and retain top performers for highly skilled positions, flexibility has become a negotiating chip. Remote work, nontraditional daily and weekly schedules, contract and part-time relationships, unlimited personal time — you name it. Again, wise companies recognize the value of offering these choices to attract and retain the very best.
Yep, no pain, no gain. Clearly, there’s a long road ahead. But progressive employers are starting to step up to the challenge that overwhelmed employees are presenting. And that’s a step in the right direction.
SUN 2/23:
#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a brief G+ hangout, where he talked with Josh Bersin about how today’s talent pool is gaining bargaining power from employers. Read: “Work: Employees Rewrite The Script”
#TChat Twitter: Immediately following the radio show, Meghan, Kevin and Josh moved over to the #TChat Twitter stream, where the entire TalentCulture community discussed 5 key questions about emerging workplace talent trends.
See highlights from the Twitter stream the Storify slideshow below:
GRATITUDE: Thanks again to Josh Bersin for sharing new global talent research with our community. Your insights brought tremendous depth and dimension to the discussion.
NOTE TO BLOGGERS: Did this week’s events prompt you to write about trends on the workplace talent frontier? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week at #TChat Events, we’ll take a very special look at forces that are disrupting HR from the inside out, with our guest Steve Browne, Executive Director of HR at LaRosa’s Inc. See more information in the #TChat Preview this weekend, and save the date: Wednesday, March 5!
Meanwhile, the TalentCulture conversation continues daily on #TChat Twitter, in our LinkedIn group, and on our NEW Google+ community. So join us anytime on your favorite social channels.
We’ll see you on the stream!
(Editor’s Note:CONGRATS to Paul Thoresen — winner of the recent Pebble smartwatch giveaway from Dice! And thanks to all the #TChat contributors who shared tech recruiting ideas and questions with Dice and #FutureofTech.)
https://talentculture.com/wp-content/uploads/2014/02/httpwww.flickr.comphotosrohdesign5167021736sizeslinphotostream__5167021736_9fe969031d_b1.jpg350700Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2014-02-27 14:13:472020-05-27 17:04:05New Rules of Employee Engagement #TChat Recap
(Editor’s Note: Are you seeking highlights and resource links from this week’s #TChat Events? See the #TChat Recap: “New Rules of Employee Engagement.”)
Have you heard the news?
Unless you’ve been living in a cave far removed from the HR grid, you know that employee engagement is alarmingly low — only 30% in the U.S. and 13% globally, according to 2013 reports.
The definition of work is being turned on its head. People are bringing a whole new set of expectations to their jobs today.
This shift is real. It’s a force that even the most successful employers can no longer afford to ignore. And according to Josh Bersin, Founder and Principal of Bersin by Deloitte, this reality is supported by hard data from companies around the globe. As he said when he declared 2014 The Year of the Employee:
“The war for talent is over, and the talent won.”
So, what is really driving today’s workplace transformation? And what are its implications for talent strategies in high-performance organizations? That’s the topic the TalentCulture community is tackling this week at #TChat Events, as Josh Bersin shares new insights from rigorous research his team just completed.
Sneak Peek — The Year of the Employee
To frame this week’s discussion, I briefly spoke with Josh in a G+ hangout, where we talked about the fundamentals that are driving workplace change:
This topic is vital for talent-minded professionals everywhere, so we hope you’ll join the #TChat conversation this week and share your questions, opinions and ideas!
#TChat Events: Are Employees Finally In The Driver’s Seat?
#TChat Twitter — Wed, Feb 26 — 7pmET / 4pmPT Immediately following the radio show, Meghan, Kevin and our guests will move to the #TChat Twitter stream, where we’ll continue the discussion with the entire TalentCulture community.
Everyone with a Twitter account is invited to participate, as we gather for a dynamic live chat, focused on these related questions:
Q1: How are high-performing companies improving the way they recruit and hire? Q2: How do talent analytics help employers understand workforce performance? Q3: What are the key engagement initiatives for employers today? Q4: As competition heats up for top talent, how are employees leveraging their influence? Q5: What issues do employees face today that are shaping the future of work?
Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed, and in our new TalentCulture G+ community. So feel free to drop by anytime and share your questions, ideas and opinions.
This Friday is tattoo day at work. Seriously. Tattoo day.
Everyone in our team is encouraged to display meaningful “appropriate” tattoos and the stories behind them. Any form is acceptable — permanent body art, decals, even hand-drawn creations. (Want to join the fun from a distance? Keep an eye on my Twitter stream for some inspired ink.)
The Art of Business Culture
Sure, this sounds a little hokey, like “Hawaiian shirt day.” But that’s the charm. It’s a simple, lighthearted way for us to interact, learn about one another, and gel as a team. What could be wrong with that?
The fact is — today’s crazy-busy world of work assaults us with constant change. It forces us to adapt, and adapt, and adapt again. But in rolling with all the changes, we can easily lose touch with people who are in the trenches with us. Injecting a little camaraderie into the day-to-day flow helps us create, reinforce and enhance our culture. For a company that has absorbed multiple acquisitions in the past two years, that can be a tough sell. But we’re making the case for continuous cultural connections, from the top down and the inside out.
And yes, as I said, along with the fun comes learning. We’re learning in general, and individually from one another. When fun is purposeful and persistent, it actually sticks.
“The traditional definition of a ‘highly engaged’ employee is one who delivers discretionary effort. What leads someone to deliver ‘discretionary effort?’ Our research shows it takes a working environment that is friendly, flexible, fulfilling and purposeful.”
Change Agents and Purposeful Symbols
This week’s #TChat Events guest, Fortune 500 executive leadership advisor, columnist, and author, Mike Myatt, would agree. On #TChat Radio, he noted that the most vibrant, valuable business cultures are built by design. They’re “very purposed and intentioned — creating a place where people actually want to come.”
(Editor’s Note: See full #TChat Event highlights and resource links at the end of this post.)
So, ask yourself these questions:
• How purposeful is your company culture? Even if you lead an organization of one, what are your intentions? Knowing that commitment to culture is integral to business success, are you clear with your employees (and yourself) that you’re here to stay and play? Don’t let your culture slip away through unintentional behavior. Choose to make it stick.
• What’s the shape of your cultural tattoo? I’m not an ink kind of person, but I don’t disparage those who are. In fact, throughout history, great leaders have bound tribes together with powerful visual symbols. In today’s organizations we may think of them as brands, but why shouldn’t meaningful symbols bind work tribes, as well? They do fulfill a primal need for identification and belonging. Does your employer brand accomplish that mission?
Hey — if you show me your tat, I’ll show you mine. On purpose.
For more insights on this topic, check out the highlights and resource links below from this week’s #TChat conversation. Thanks to everyone who contributed ideas and opinions! Your contributions helped bring the concept of “culture makeovers” to life!
#TChat Week-In-Review: Leading a Culture Makeover
SUN 1/5:
Watch the #TChat sneak peek hangout now
#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a variety of related blog posts, and a “sneak peek” hangout video with guest, Mike Myatt, author of the new book, “Hacking Leadership.” Read the Preview now: “New Year, New Company Culture?”
#TChat Twitter: Immediately following the radio show, Meghan and Mike joined the TalentCulture community on the #TChat Twitter stream, as Nancy Rubin moderated a dynamic open conversation, centered on 5 related questions. See highlights in the Storify slideshow below:
GRATITUDE: Thanks again to Mike Myatt for sharing your perspectives on how to drive meaningful organizational change. We value your time, your thoughtful ideas and your expertise!
NOTE TO BLOGGERS: Did this week’s events prompt you to write about organizational culture and change? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Our month of forward-thinking #TChat Events continues on Wednesday, January 15, when @appendTo CEO, Mike Hostetler, helps us take a closer look at remote workplaces — specifically, what makes virtual models work. More details to follow.
https://talentculture.com/wp-content/uploads/2014/01/6434_7542-2.jpg349700Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2014-01-09 08:46:592020-05-27 16:49:39What's Your Culture Tattoo? #TChat Recap
This Friday is tattoo day at work. Seriously. Tattoo day.
Everyone in our team is encouraged to display meaningful “appropriate” tattoos and the stories behind them. Any form is acceptable — permanent body art, decals, even hand-drawn creations. (Want to join the fun from a distance? Keep an eye on my Twitter stream for some inspired ink.)
The Art of Business Culture
Sure, this sounds a little hokey, like “Hawaiian shirt day.” But that’s the charm. It’s a simple, lighthearted way for us to interact, learn about one another, and gel as a team. What could be wrong with that?
The fact is — today’s crazy-busy world of work assaults us with constant change. It forces us to adapt, and adapt, and adapt again. But in rolling with all the changes, we can easily lose touch with people who are in the trenches with us. Injecting a little camaraderie into the day-to-day flow helps us create, reinforce and enhance our culture. For a company that has absorbed multiple acquisitions in the past two years, that can be a tough sell. But we’re making the case for continuous cultural connections, from the top down and the inside out.
And yes, as I said, along with the fun comes learning. We’re learning in general, and individually from one another. When fun is purposeful and persistent, it actually sticks.
“The traditional definition of a ‘highly engaged’ employee is one who delivers discretionary effort. What leads someone to deliver ‘discretionary effort?’ Our research shows it takes a working environment that is friendly, flexible, fulfilling and purposeful.”
Change Agents and Purposeful Symbols
This week’s #TChat Events guest, Fortune 500 executive leadership advisor, columnist, and author, Mike Myatt, would agree. On #TChat Radio, he noted that the most vibrant, valuable business cultures are built by design. They’re “very purposed and intentioned — creating a place where people actually want to come.”
(Editor’s Note: See full #TChat Event highlights and resource links at the end of this post.)
So, ask yourself these questions:
• How purposeful is your company culture? Even if you lead an organization of one, what are your intentions? Knowing that commitment to culture is integral to business success, are you clear with your employees (and yourself) that you’re here to stay and play? Don’t let your culture slip away through unintentional behavior. Choose to make it stick.
• What’s the shape of your cultural tattoo? I’m not an ink kind of person, but I don’t disparage those who are. In fact, throughout history, great leaders have bound tribes together with powerful visual symbols. In today’s organizations we may think of them as brands, but why shouldn’t meaningful symbols bind work tribes, as well? They do fulfill a primal need for identification and belonging. Does your employer brand accomplish that mission?
Hey — if you show me your tat, I’ll show you mine. On purpose.
For more insights on this topic, check out the highlights and resource links below from this week’s #TChat conversation. Thanks to everyone who contributed ideas and opinions! Your contributions helped bring the concept of “culture makeovers” to life!
#TChat Week-In-Review: Leading a Culture Makeover
SUN 1/5:
Watch the #TChat sneak peek hangout now
#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a variety of related blog posts, and a “sneak peek” hangout video with guest, Mike Myatt, author of the new book, “Hacking Leadership.” Read the Preview now: “New Year, New Company Culture?”
#TChat Twitter: Immediately following the radio show, Meghan and Mike joined the TalentCulture community on the #TChat Twitter stream, as Nancy Rubin moderated a dynamic open conversation, centered on 5 related questions. See highlights in the Storify slideshow below:
GRATITUDE: Thanks again to Mike Myatt for sharing your perspectives on how to drive meaningful organizational change. We value your time, your thoughtful ideas and your expertise!
NOTE TO BLOGGERS: Did this week’s events prompt you to write about organizational culture and change? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Our month of forward-thinking #TChat Events continues on Wednesday, January 15, when @appendTo CEO, Mike Hostetler, helps us take a closer look at remote workplaces — specifically, what makes virtual models work. More details to follow.
https://talentculture.com/wp-content/uploads/2014/01/6434_7542-2.jpg349700Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2014-01-09 08:46:592020-05-27 16:49:27What’s Your Culture Tattoo? #TChat Recap
Why now? As Bersin explains in “Data, Big Data and You,” multiple factors are at work — creating abundant opportunity that hasn’t yet been deeply tapped by HR organizations. To put the situation into perspective, consider this:
A 2011 Economist study indicates that companies boost productivity by 5-6% when they rely on data to guide business decisions. And yet, recent Bersin research reveals that only 6% of HR leaders say their organizations are “excellent” at leveraging employee data to drive business performance.
Case In Point: Hire-By-Numbers
In March at a #TChat Radio interview, Josh illustrated what’s at stake by telling a staffing story from a financial services company. The organization had been hiring sales representatives based on intuitive assumptions about what it takes to achieve in sales. Why was that a problem? Analysis revealed that those assumptions were wrong. By using data to redefine screening and recruitment criteria, the company saw sales surge by $4 million within only one year.
If Data Talks, Who Will Listen?
So, we know business is producing oodles of data at an exponential rate. And tools are arriving to help HR organizations crunch the numbers in beneficial ways. But something is still missing from this equation. It’s the vital link that connects the dots between quantitative possibilities and business realities. It’s the mission-critical role of the Data Analyst. Or, as USA Today recently suggested, “The Sexiest Job of the 21st Century.”
Even though data analysts are in short supply, the TalentCulture Community was lucky enough to glean insight and advice from two smart, articulate analytical professionals this week. Helping us explore key issues surrounding HR metrics, insights and business performance were:
Below, we’ve captured event highlights (including a tweet-by-tweet Storify slideshow from Twitter) and other resource links. We hope this is helpful for anyone is interested in understanding analytics as a core aspect of “human” side of business. Enjoy!
#TChat Week in Review: The Big Deal with HR Data
SAT 6/22
Watch the G+ Hangout with Christene now
#TChat Preview: Our Community Manager, Tim McDonald, introduced the week’s topic and talked with Christene about the definition of “BigData” and its relationship to HR management. Read “HR Data: What’s The Big Deal?”
SUN 6/23
Forbes.com Post: In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro, offered advice about how data can help HR professionals see the workforce “in 3D.” Read “Big Data Is A Big Deal.”
#TChat Twitter:Fueled by the radio warm-up, our community came together on the Twitter stream for our dynamic weekly idea exchange. Great perspectives from people from all corners of the professional realm! Thanks to everyone who contributed to this crowd-sourced idea stream! If you missed the real-time Twitter action, or want to review highlights, watch the slideshow below:
#TChat Twitter Highlights: “HR Data: What’s The Big Deal?”
GRATITUDE: Thanks again to Christene and Andrew for helping our community gain deeper understanding of how HR data naturally plays an integral role in the world of work. Your passion and real-world perspectives help us appreciate the importance and value of HR analytics.
NOTE TO BLOGGERS: Did this week’s events prompt you to write about HR data issues or opportunities? We’d love to share your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week #TChat events are on pause to celebrate July 4th. Happy U.S. Independence Day! But we’ll be back the following week, with a sizzling summer topic — so keep an eye on TalentCulture social channels for details.
In the meantime, even through our haitus, the World of Work conversation continues each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned website. The gears are always turning at TalentCulture, and your ideas and opinions are always welcome.
Sleight of hand. Misdirection. Levitation. The Grand Illusion. Sounds like a great Vegas act. But is this any way to describe “people” practices in today’s world of work?
Truthfully, we’ve all seen it and felt it. Many of us have developed mastery at it. Even when it’s unintended, a bit of smoke-and-mirrors comes in handy when working the crowd on the “talent” side of the house.
No worries. Your secret is safe here. #TChat isn’t a confessional, but those of us who’ve been responsible for aspects of talent acquisition, development or performance management have learned what works well enough to comply with business rules and get the job done. But how well is that working for the organization?
We’re Not in Kansas Anymore
It’s not that we’re not trying to be more accountable and transparent. Besides, new social tools and technologies are shining light up our sleeves, for better or worse.
However, we are naturally stalwart creatures of comfort and habit — we don’t adapt easily. Incrementally perhaps, but not easily. It’s tempting to fall back on the same old tricks of the trade, even as external catalysts are forcing us to change for the better. Progress isn’t necessarily linear movement.
For example, consider the conversation we had this week with #TChat Radio guest, Josh Bersin. Josh is the Founder and Principal of Bersin by Deloitte, leading provider of research-based membership programs in human resources (HR), talent and learning.
Among other things, Josh shed light on factors that are driving the global disparity between skills demand and supply. One point in particular — new talent selection, mobility and succession planning have long been determined primarily by gut instinct.
A Capable Workforce = Sustainable Magic
But saying that talent strategies should focus on hard skills is no longer magical enough. The softer skills — communication, empathy, team-building — are just as integral to selection and development, if not more so.
Josh looks at challenges in human capital management through this more strategic lens. It’s what he calls capabilities development, where both hard and soft skills are addressed in a holistic way. As organizations reinforce and expand these combined capabilities in real-time, and provide flexible context that responds to workforce competencies, we can expect business performance to improve.
The foundation is solid – we’re now able to glean useful talent insights from powerful tools that help us process and analyze the disparate “people” data we’ve held in cold storage for decades. And other technologies are enabling continuous learning and development, across business functions, and throughout the entire employee life cycle. High art, indeed.
Showtime!
Of course, magic shows still have their place — marketing spin helps to attract, retain and entertain. Meanwhile, we can feel confident relying more on science than art to inform our instincts as we move forward with workforce decisions. Talent-minded professionals are limited only by our willingness to adapt. We can lead by example.
#TChat Week-in-Review
If you missed any of this week’s events – or to revisit insights anytime – just follow the links below…
SUN 3/17 TalentCulture CEO, Meghan M. Biro, kicked off the week by looking at how strong leaders are strong learners in her Forbes.com post: “The New Rules of Leadership.”
TUE 3/19#TChat Radio Show: Josh Bersin discussed how market factors and technology innovation are leading organizations to dramatically shift fundamental “people” practices – including talent acquisition, development and performance management. The 30-minute show is packed with insights for HR and learning professionals, as well as business managers.
WED 3/29#TChat Twitter: The TalentCulture community showed up in full force at our weekly Twitter forum to report from the trenches about their experiences and ideas. Check out these highlights from the conversation…
#TChat Twitter Highlights Slideshow: Learning, Leadership and Talent
THANKS: Again, thanks to Josh Bersin for joining us this week, to help us understand how organizations can better leverage talent in today’s world of work. Your expertise and insights are invaluable to our community.
NOTE TO BLOGGERS: Did this week’s events inspire you to write about leadership, learning and talent? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week – fasten your seatbelts as we take the community for a spin into the brave new world of social learning, with our very own community leaders, Justin Mass (learning technology evangelist at Adobe) and Michael Clark (leadership development expert at ReCenter).
Until then, we’ll continue to tackle World of Work conversation each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of this redesigned blog/community website. TalentCulture is always open and the lights are always on.
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2013-03-21 16:20:172020-05-25 16:28:58The Business of Talent: Magic? #TChat Recap
Yesterday, while gathering research and pondering my thoughts on trends for my latest Forbes.com post, “The New Rules of Leadership”, I was reminded that perhaps the single most critical success factor for individuals or organizations, leaders is the ability to learn.
When we make learning a cultural imperative, it can lead to a sustainable business advantage. Examples are all around us of companies that flourish because they embrace learning, adaptation and innovation as a way of life. < A culture.
It sounds simple enough in theory. But it’s not easy to accomplish — especially in today’s rapidly changing world of work, where a broad chasm continues to divide employers, educational institutions and the culture of your social communities.
We can no longer afford to ignore that chasm – or the key questions that follow:
Who is responsible for professional career development?
How do we get there from here?
And what other talent-related issues are driving the future of work?
That’s the focus of this week’s TalentCulture events.
#TChat Focus Topic: Learning as a Strategic Practice
We’ve invited one of the most highly recognized experts in enterprise talent, learning and performance to help us connect the dots. Josh Bersin is Founder and Principal at Bersin by Deloitte, the leading research and advisory firm focused on human capital management.
According to Bersin, 2013 is presenting multiple challenges for HR, talent and learning organizations. Research shows that companies are struggling to create a global leadership pipeline, to train leaders locally, to develop strategic mobility programs, and to deepen core technical skills across industries. In fact, the imbalance between supply and demand for skilled workers is expected to grow even more sharply this year.
So, in this environment, where and how can continuous learning make a difference?
#TChat Radio
On Tuesday, March 19 at 7:30pmET, Josh will sit down with my #TChat Radio co-host, Kevin W. Grossman (@KevinWGrossman) and me, Meghan M. Biro (@MeghanMBiro), to discuss the latest issues and trends.
#TChat Twitter
And then we’ll continue that conversation with the entire TalentCulture community on Wednesday, March 20, at 7pmET, during our weekly #TChat Twitter forum.
Join us this week, as the TalentCulture community focuses on connecting the dots among talent, leadership and learning. Here are the questions we’ll cover:
Q1: Josh Bersin has written a lot about the global skills disparity. What can employers do to improve this? Employees?
Q2: What’s the difference between informal and formal learning? Why has there been such an emphasis on blended learning?
Q3: What’s right and wrong with most company succession plans today? And what about internal mobility for employees?
Q4: What is BigData in HR and how will it help to predict and implement strategic workforce changes?
Q5: Are we experiencing social recruiting technology fatigue? What are the emerging HR technologies and processes coming?
We hope you’ll come on over and bring your best ideas about how to leverage learning and human capital in today’s world of work. See you on the stream!
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-03-18 09:46:332020-05-25 16:28:23Learning, Leadership and Talent: #TChat Preview
I am so over the global economic upheaval. Aren’t you?
Apparently, so are employers who’ve had to make ruthless staffing choices in order to survive. Repeated layoffs, reduced benefits and increased workloads. It hasn’t been pretty. But necessity is the mother of invention. And to “make it work” along the way, business has embraced an unprecedented shift toward contingent labor. In fact, an estimated 40% of the U.S. workforce now operates on a part-time or contract basis.
Should I Stay Or Should I Go?
But what does it all mean for the future of work? Well, this free-agent shift cuts both ways. Although the allure of a variable-cost workforce may seem sexy for an organization’s bottom line, too much of a good thing has its consequences. Recently, while the romance between employers and freelance talent has flourished, relationships with employees have eroded.
And engagement isn’t the only weak link in the talent chain. According to research by Bersin By Deloitte, organizations will struggle to find, develop and retain the skilled talent they need to expand in the years ahead. Ouch. So where is the love?
A New Employment Relationship Normal
This week, the TalentCulture community looked at issues and opportunities in this new era of hired guns. Our goal was to generate ideas for a more sustainable talent model – one built on relationships and focused on value, competence, trust and mutual respect – regardless of cost or contractual requirements.
Two forward-thinking talent strategists helped guide our interaction:
Below are highlights and links to resources that we hope you’ll find helpful. If you know of related articles, or want to share ideas of your own, feel free to add a comment below, or include the #TChat hashtag to your posts on Twitter. The TalentCulture channel is always open, so don’t be shy!
G+ Hangout Video: Career strategist Dawn Rasmussen briefly explains why professionals should continuously market themselves, regardless of their job status.
TUE 2/5
#TChat Radio Show: Dawn joined Greta Roberts, and radio hosts Kevin W. Grossman and Meghan M. Biro, to discuss the upside and downside of today’s talent acquisition and retention realities.
WED 2/6 #TChat Twitter: Participants from around the @TalentCulture community gathered around the #TChat Twitter stream to share their expertise, experiences and opinions about the changing shape of today’s workforce, and the consequences for business and individuals.
NOTE: To see highlights from yesterday’s #TChat Twitter forum, be sure to watch the Storify slideshow at the end of this post.
Closing Notes & Highlights Slideshow
SPECIAL THANKS: Another shout out to Dawn Rasmussen and Greta Roberts for contributing your time and expertise to TalentCulture events this week! Your insights challenge us all to think more carefully about both sides of the employment equation.
NOTE TO BLOGGERS: Did this week’s events inspire you to write about contingency workforce trends or other workplace issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
NEW: We’ve expanded to LinkedIn! If you like participating in groups we invite you to join us there anytime at TalentCulture – World of Work.
WHAT’S AHEAD: Next week – we’ll look further into the realities of today’s work world, as we talk about why and how companies should focus more carefully on recruiting from the nation’s unemployed talent pool. Don’t miss “The Business Case for Bridging the Unemployment Gap” on #TChat Radio, Tuesday, Feb 12, at 7:30pm ET and on #TChat Twitter Wednesday, Feb. 13, at 7pm ET. Look for details next Monday via @TalentCulture and #TChat.
Coffee girl! Pic at Starbucks. #tchat http://pic.twitter.com/JadcGdVuDawn Rasmussen
@KevinWGrossman chocolate has always been the key to my heart http://www.twitpic.com/c1giu0 … oh and cash #TChatSylvia Dahlby
BOOM! We’re off >Q1: Do all these shifts in the employee-employer relationship mean they’ve broken up for good? Why? #TChatMeghan M. Biro
#TChat A1: Larger employers are acceptable with the turnover just like the money they waste in their marketing budgets.Anthony Ryan
A1-The relationship has matured and evolved to a diff level given the changes in tech and global mobility on the whole #TChatSonalee Arvind
A1: Long-term relationships happen when both understand clearly why they “fit” and work to inspire each other #TchatDan Schultz
A1 It especially hurts youth. Experience paradox – how do you get experience if no one will hire you without it? #TChatMarc Cibulka
A1. I’ve been in temp jobs that treated me LIKE I was temp- no one trained me or used me as an asset. Shame. #tchatAshley Lauren Perez
#tchat A1 Too much of the current relationship is driven by Cos avoiding employee benefit paymntss rather than by ideals.Michael Leiter
A1 – The market is completely different & relationships have changed – it’s much too risky to think w/yesterday’s lens #TChatLeAnna J. Carey
A1: Those in-house “intrapreneurs” that add so much are now becoming “Entrapreneurs”… can I say out-house ppl? #TChatTom Bolt
A1. Relationships are never broken as long as both parties are willing to communicate. The opposite of love is not hate but apathy #tchatSatya Solutions
A1 Companies like the ability to hire without long term commitment. Works like a probationary period. #tchatEmilie Mecklenborg
A1, Employers have figured out there are a lot of folks who are not work keeping around #SadButTrue #TchatDave Ryan, SPHR
A1: The shift is due to economics – doesn’t make sense to have employees that negatively affect the bottomline #tchatJen Olney
A1: who says old employee-employer relationship was more ideal? #TChatStephen Van Vreede
A1: Mass-Entreprenuership is not a viable model on a larger scale. You’ll always need an employer/employee relationship. #tchatJoey V. Price
A1 The relationship has evolved bcs. of market forces. Both must look through different lens 2b sustainable; there is no alternative #TChatLeAnna J. Carey
A1: it is a negotiation and isn’t the goal always a win win?? #TChatLori~TranslationLady
A1. Don’t think it’s broken for good- just for awhile until more of the boomers retire. #tchatTerri Klass
A1 This shift may bring more situations of worker misclassificaton. Thoughts on that? #tchatTim Baker, CHRP
A1 I believe this generation has grown accustomed to the “try and buy” hiring style. Opportunity for employers to cut costs. #tchatAndrew Grossman
A1 – long term trend away from traditional employment. Co.’s learned it was cheaper to outsource to contractors #tchatRichard S Pearson
A1 – Degree of Employer/Employee relationship broken is inversely proportional to communication and culture. #TChat #GeekKeith C Rogers
A1: Don’t think they’re done for good, believe they’re going thru an evolutionary change. #TchatRobert Rojo
#TChat A1. If Ee is still with Er and vice versa, they must reap something out of it, i.e. not totally “broken”, is it..LiChing Ooi
A1. Jobs change every three years or less. Important to realize that employee:employer trends may also follow that pattern #tchatCream.hr
a1 I think orgs are hiring slow and firing fast without setting people up for success in between. Want them off & running #tchatAlli Polin
Q2: Do you see a world of work where the employee & employer ever get back together, like it used to be? Why? #TChatMeghan M. Biro
A2 contractors play a vital role in strategy #tchatOrgz Consulting
A2 Yes! The Love is not lost, just that the vows have changed! #TchatSonalee Arvind
a2 Temp = no respect…. consultant = respect. Both may bring specialized skills #tchatAlli Polin
A2: Employers have to take responsibility for environ and contractors have to make it about more than just $$ #TChatRoger Veliquette
A2 – Why would ER hire someone w/o a personal brand? A personal online brand is no longer a nice to have #TChatLeAnna J. Carey
A2. If contingent workers are becoming the norm companies need to create a new team model- be more inclusive #tchatTerri Klass
A2: Yes, contractors will be the new ‘purple squirrels’ with all the new skills they have added to their repertoire. #tchatDaisy Wright
A2: treating people as expendable bc they are freelancers will backfire. Talent is never expendable in any form. #tchatSusan Mazza
a2 Whole divisions are being outsourced to large staffing agencies & becoming contingent workforce. Hard shift 2 make #tchatAlli Polin
A2 – no such thing as the “good old days” and no turning back, unless WWIII reduces the earth to radioactive mudball #TChatSylvia Dahlby
A2 Our research shows 39% of independent workers (freelancers, etc.) feel MORE secure than if they had a traditional job #tchatSteve King
A2: Contractors may become the new rockstars when they have skills no one else has. #TChatDr. Janice Presser
A2: The winners in the new skills-based world will be those who ramp and scale quickly with singular or multiple gigs. #TChatKevin W. Grossman
A2. There is such a thing as ‘collective talent’ – so that when an ee leaves a team (e.g. end of contract) team IQ drops #tchatJane Watson
A2: More folks are finding that its better to depend on themselves then be beholden to a organization #tchatJen Olney
A2 We’ve shifted from relational to transaction relationships. You never know, it might shift back when it becomes too transactional #tchatChristopher Yeh
A2. Maybe for some. A mostly contingent workforce has disadvantages. I wrote about neuroscience research on ‘intelligence of teams’ #TchatJane Watson
A2 The workforce will definitely continue to expand and innovate. Workers are learning to depend on themselves more than their jobs. #tchatBeverly Davis
A2. Hopefully not if it includes an isolating top down hierarchy #tchatCream.hr
A2: No. We’re not going back, so don’t turn around, lest you become pillar of salt :) #TChatStephen Van Vreede
A2) Why should we revert? Why not just create a better “new normal” for both sides of the equation? But we need a sustainable model. #tchatExpertus
A2. I’m not sure it will but I think the workforce can benefit by bringing some of those old qualities back and work it with the new #TchatKimPope
A2 Really depends if the company wants a contract “for service” or “of service”…big difference #tchatTim Baker, CHRP
A2: A lot of this change has to do w/ the economy and how risky a business is willing to be. If things stabilize, employees will too #tchatSpark Hire
A2: A few roles can be lifelong. Seasonal and contract work will continue to be significant. #TChatRoger Veliquette
Q3: Contractors & part-timers are “pan-opportunists.” Is this what they want? Does it help or hinder #innovation? #TChatMeghan M. Biro
A3 Innovation is a result of people’s mind , not their time. Smartness is being Value driven not time driven #TChatSonalee Arvind
A3: Augmenting staff with contractors to help solve business driving challenges can really accelerate time to solution #TchatDan Schultz
A3: If you don’t thrive in ambiguous situations, don’t freelance. #TChatDr. Janice Presser
A3 There is loyalty but longevity of being at a company for 10+ years will not be as popular as it once was. Ppl today crave change. #tchatEmilie Mecklenborg
A3. Better faster way to the C-Suite: Create an organization. #tchatMichael Clark
A3: Is there loyalty out there anymore?? #TchatRobert Rojo
A3: Some companies will continue to reward loyalty, especially those in hard to fill locations. #TChatDr. Janice Presser
A3: Pan-opportunists can be great but difficult executing a 5 yr plan with rotating talent. Some corps can do well, others not. #TChatJanis Stacy
A3 – it is a tremendous challenge for co.’s to manage teams of freelance – laws gov. contract workers much diff. than employees #tchatRichard S Pearson
A3. The workforce today is filled with creative people who crave flexibility. #tchatTerri Klass
A3: Contractors are typically specialized. Orgs have to know why they are using them and how to use them or else why? #TchatDamon Lovett
a3 It doesn’t work for everyone though… many still want security over variety & choices #tchatAlli Polin
A3: Met Maslow’s basic physiological need of survival. #TchatRobert Rojo
A3 – contractors can be much more objective bcs. they are not ingrained in the culture & unpack business models more easily #TChatLeAnna J. Carey
A3 Very successful freelancers/contractors – about 2.2 million in US make more than $100k – value control and flexibility #tchatSteve King
A3 contracts must be used strategically, your most focus should be on your own work force. #tchatOrgz Consulting
A3: Perhaps not. But reality is that they must go extra mile to prove value. Doing what reg emps won’t. #tchatMark Salke
A3: Creation/innovation teams are never exactly the same twice. Flux is normal for inno. #TChatRoger Veliquette
A3: Sometimes the part-time opportunity is a foot in the door to something permanent. #tchatDaisy Wright
A3: The workforce of today is highly unique and virtual = The Pan-Opportunist Works! #TChatMeghan M. Biro
A3. Neither. Influx stems from a changing job economy. It’s innovation from its start #tchatCream.hr
A3 #Tchat I know both ppl who get contract job after another & I know some ppl who scrape by. A consistent flow of opptys is best.Cyndy Trivella
A3: Not really any one answer. Some folks thrive more in “permanent” roles while others thrive in serial “permanent” roles. #tchatVizwerxGroup
A3: Contractors & PTs *see* the issues that e’ees & e’ers probably don’t ~there is a wealth of knowledge to be shared! #TChatNancy Barry-Jansson
A3: If employers were more willing to hire contractors FT (or consider them more part of the team), it’s likely many would stay. #tchatSpark Hire
Q4: Social media leads employees & contractors into other orgs’ arms. How can leaders use it to foster fidelity? #TChatMeghan M. Biro
A4. Build internal digital village first. Make mistakes-improvements. Then, open to the world via social media. #tchatMichael Clark
A4. Healthcare organizations outsource doctors. Crazy. #tchatTerri Klass
#TChat A4: By doing EXACTLY what their social media is SUPPOSED to be doing, FOSTERING & actually GROWING relationships with their employeesAnthony Ryan
A4: Skills come, go and change. Let’s be flexible enough to play to – and hire for – strengths. #tchatknack
A4 – it’s just outsourcing that started big time decades ago – to individuals instead of companies #tchatRichard S Pearson
A4: You want your employees to be your brand ambassadors treat them like ambassadors – give them good hors d’ouvres. #TChatDr. Janice Presser
A4: The US has always been a nation of “At-Will” employment. Except in Montana… lol. #tchatJoey V. Price
A4 Teach your employees how to use social media to become thought leaders. It benefits them and the whole org. #tchatHolly Chessman
A4: Don’t blame #SoMe. No room to grow in-house means looking externally for opportunity. #TChatRoger Veliquette
#tchat A4 Social media builds cross (org) border communities. They bring in talent as well as draw them out.Michael Leiter
A4: Build trust. Those who don’t feel trusted will seek greener pastures #tchatJen Olney
A4. Be agile, up to date, stay with the trends. Learn what your employees want so they’ll want to stay in your arms #TchatKimPope
A4 Leaders can use SM to foster fidelity through engagement!! Be visible & build relationships within the org #tchatAlli Polin
A4: Just like unionization: Stop trying to regulate it and treat your people well. It’s pretty simple really. #TchatDamon Lovett
A4 social media helps determine which orgs spend the time engaging employees. If that’s you, then you’ll keep more people #tchatGoldbeck Recruiting
A4: Fidelity to an organization may be an outdated concept. #tchatVizwerxGroup
A4 Fidelity is earned. Orgs need to make contractors & part-timers feel welcome and accommodate their new associates #TChatEnzo Guardino
A4: They can start by trusting their employees on social and wasting time & money on trying to block it!(HOO-AH) #TChatSusan Avello
A4 Engage employees on the web — esp. when it comes to recognition. Robust employer social media helps. #tchatAndrew Grossman
A4: An employer brand and the atmosphere/trust in a team (contractor included) can and should involve social media. #tchatSpark Hire
A4 – If you’re taking care of your employees then you have no reason to worry. I don’t think there’s a talent black market going on. #tchatJoey V. Price
A4 – by signing contracts for freelancers for terms of projects – by keeping them in a positive environment so they will want to stay #tchatRichard S Pearson
A4 – SoMe is a huge required skill set for growth & survivability for both EE/ER – digital is a game changer #TChatLeAnna J. Carey
Q5: What are some specific strategies for employers to rekindle the romance with their employees? #TChatMeghan M. Biro
A5) Oddly I see TONS of posts using term “employee” even tho we’re trying to look at the 40% of workforce that is outside that box :) #tchatExpertus
A5: Engage the employee! Everyone wants to contribute and play a big role in their company’s growth #TChatJeffrey Fermin
#tchat A5. Get to really know about them. Everyone is motivated by different things. Some seek $ others flexibility. Personalized approachMichael Chopp, PHR
A5: Show them some love and make them feel that their opinions matter. #tchatDaisy Wright
A5 #Tchat Employees need to remember, the employer is not a mind reader. If U want something address it head on with them.Cyndy Trivella
#tchat A5 Many ways: flexibility, team building, recognition, training and empowerment. Make the effort to be meaningful and authenticStan Phelps
A5: two words – Reciprocal Trust #Impact99 #tchatTim Baker, CHRP
A5. The romance might be stronger if each party stops being sketchy, holding cards close to heart. Be transparent. #tchatAshley Lauren Perez
A5. Help create a company narrative that includes all the employees’ stories. #tchatTerri Klass
A5: Authenticity needs to return to the workplace relationships #tchattanvi gautam
A5 #tchat Clear expectations, roles & responsibilities are critical to employee engagement; which improves relationship.Anna Christina
A5 who brings money at your work? Employees. Care them and develop them.. #tchatOrgz Consulting
A5. Be open and transparent, using your own challenges and failures as examples. #tchatMichael Clark
A5 Listen to employee feedback. Constructive and effective communication. #tchatEmilie Mecklenborg
A5: Include growth plans for positions and individuals as part of strategic business plans. #TChatRoger Veliquette
A5 – Empower your teams to solve hard problems, the days of ivory executives sitting in the tower doing everything are over #TChatJeff Moore
A5: Co-creating the map of the future and co-owning it will lead to a space where folks feel they are in it together. #tchattanvi gautam
A5: Mood lighting… wine and roses in the office… and a little Barry White? LOL #tchatDawn Rasmussen
A5 Ask them what they care about. Do a values exercise. Incorporate the values in the organization. #TChatMelissa Lamson
A5 Be flexible, every worker has a different source of meaningfulness in work #tchatChristopher Yeh
a5 Let people go to off-site training & conferences. Good ideas aren’t only found inside of the org #tchatAlli Polin
A5: Humanize. #tchatMark Salke
A5 Make it clear which jobs and roles will be done by permanent employees & what jobs and roles will be done by contingent workers #tchatSteve King
A5: Engage, engage, engage…make them feel like they belong. #TchatRobert Rojo
A5: Engagement is key – at the level where the employee wants to be engaged #tchatVizwerxGroup
A5: Start by bringing your WHOLE self to your work every day = Be true to you. #TChatMeghan M. Biro
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-02-06 20:56:042020-05-25 16:17:00Feeling the Freelance Love in Today's Workplace: #TChat Recap
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