We’ve all seen alarming headlines about “The Great Resignation.” Some observers say it shows no signs of letting up. McKinsey recently called it the “quitting trend that just won’t quit.” And data confirms that the “big quit” is real.
In May, the Bureau of Labor Statistics reported that the U.S. voluntary quit rate was 25% higher than pre-pandemic levels. It’s hard to ignore numbers like that. And chances are you’ve experienced this recently in your own organization, as more top performers leave for various reasons.
What’s behind this surge in turnover? The pandemic forced us all to reevaluate what’s most important in life. Now, many are choosing to be more present for family while also juggling a demanding career. But the choice is especially challenging for those with family members who need special care.
This segment of the workforce is larger than you may think. In fact, according to the Rosalynn Carter Institute for Caregivers, 1 in 5 American workers also double as an unpaid family caregiver for an aging, ill or disabled loved one. The amount of time they spend on caregiving, in addition to their full-time careers, isn’t trivial. The AARP estimates that these caregivers devote an average of 23.7 hours a week to these tasks.
Nearly 70% of survey respondents who identify as employed said it has been important to rely on paid in-home care because it helps them avoid leaving their job, or because it helps them concentrate better at work.
“I wasn’t surprised to hear (working caregivers) turning more to paid care,” says Eileen J. Tell, a Boston-area researcher who administered the survey. “They cited the importance of doing well at their job and the desire to maintain their job.”
It’s no wonder why working caregivers said they need paid assistance. For example:
32% want recommendations for devices and equipment
31% want help assessing home safety
Interestingly, thestudy found that only 6% of working caregivers receive support from an employer-provided benefit program to help find reliable paid in-home care for loved ones.
What about the other 94% without access to employee caregiving benefits? There is good news. An increasing number of forward-thinking employers are offering these unsung heroes benefits packages that include family caregiving options.
Why is this a wise choice? Employers gain in multiple ways. For example…
Business Benefits of Supporting Employee Caregivers
1. Restore Retention
When employees have an option to access the right kind of assistance, when they need it, they’re less likely to leave. They’re also more focused and productive at work. Offering this benefit can position you as an employer who cares about worker wellbeing on all levels—which in turn fosters a sense of company loyalty.
2. Rev-Up Recruitment
You want to attract the best employees possible. Offering a family caregiving benefit is one way to excel at recruiting because your company will appeal to candidates who value an employer with compassion, a concern for families, and a sense of community.
3. Improve Employee Wellbeing
According to Mercer’s2022 Global Talent Trends study, employee wellbeing programs are among the top five reasons why people remain at a company. Caregiving can be a time-consuming and emotionally draining responsibility. A family caregiving benefit helps take some of this burden off your employees and improves their wellbeing.
4. Increase Productivity
Time is money. And caregiving can take up a lot of time.
One employee might spend hours on the phone setting up doctor appointments for an aging parent, while another might leave work frequently to take a special needs child to therapy.
It all takes time away from the workday, decreases productivity, and increases employee stress. But with a family caregiving benefit, employees and their loved ones will receive higher quality support when it matters most, so your business productivity will flourish.
5. Revolutionize Work-Life Balance
A family caregiving benefit can drastically improve work-life balance. When employees continually put others’ care ahead of self-care, it can translate into mental and physical health issues such as exhaustion, depression, and anxiety. Those issues inflate your company’s healthcare costs.
When a caregiver’s mindset has shifted to a “life-work tilt,” career advancement, salary increases, and professional praise are important. But quality time with loved ones, the opportunity to explore passions outside of work, and overall mental wellbeing are also critical.
Leaning into this “life-work tilt” can have multiple advantages. By proactively acknowledging the needs and responsibilities of family caregivers and offering tangible support, you can set your organization apart. And when your employees find a better balance between work and life, they can focus better, be more productive, and stay loyal to your company.
6. Protect Your Bottom Line
High turnover is expensive. The cost often extends beyond investing in recruitment to replace lost workers. For example, institutional knowledge and team morale also suffer. In addition, productivity can take a hit, which in turn, can reduce innovation and growth. Ultimately, this negative spiral can prevent your company from reaching its full potential.
A Solution That Helps Employees and Employers
Family caregiving benefits are a win-win.
They’re a win for employers because they help improve workforce wellbeing, retention, and productivity—all while protecting your bottom line.
They’re also a win for employees because they help support work-life balance, mental health, and job satisfaction.
As Eileen Tell explains, “I think it’s key that employers understand how important it is to family caregivers to feel like they don’t have to choose between their jobs and their role as a family caregiver. Employees may look like they’re not paying attention to work, but they really don’t want to compromise their job and they don’t want to skimp on their family responsibilities.”
https://talentculture.com/wp-content/uploads/2022/09/Benefits-for-Employee-Caregivers.png6001018Dave Jacobshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngDave Jacobs2022-09-13 10:00:452022-10-14 06:15:19Why Benefits for Employee Caregivers Are Good Business
Last week we talked about importance of the candidate experience and this week we’re going to discuss workplace trends through the eyes of Millennials with this Frank Moreno, Vice President of Product Marketing at PeopleFluent, the leading total workforce HCM technology company.
The younger generation today with their mobile devices and instant communication and need for continuous feedback and the job hopping — the fact is, there are a lot of misconceptions about how the Digital Generation works, and what motivates them to stay engaged and perform in the workplace.
#TChat Events: Workplace Trends Through The Eyes Of Millennials
#TChat Radio — Wed, Sept 23 — 1 pm ET / 10 am PT
Join TalentCulture #TChat Show co-founders and co-hosts Meghan M. Biro and Kevin W. Grossman as they talk about workplace trends through the eyes of Millennials with this week’s guest: Frank Moreno, Vice President of Product Marketing at PeopleFluent, the leading total workforce HCM technology company.
#TChat Twitter Chat — Wednesday, September 23 — 1:30 pm ET /10:30 am PT Immediately following the radio show, Meghan, Kevin, Joe and Ivan 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: What are best practices to recruit high potential and high performing Millennials? #TChat (Tweet this Question)
Q2: How have Millennials changed the way all generations search and apply for jobs? #TChat (Tweet this Question)
Q3: How can managers better engage, motivate and retain Millennials? #TChat (Tweet this Question)
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2015-09-18 09:00:092020-05-30 13:55:05#TChat Preview: Workplace Trends Through The Eyes Of Millennials
(Editor’s Note: Looking for details of this week’s #TChat Events? See the Storify slideshow and resource links at the end of this post. And to learn how you can win this week’s Pebble Smartwatch giveaway, visit Dice.)
I remember when I was choosing the cover art for my book, Tech Job Hunt Handbook. I couldn’t help thinking, “How am I going to fill-in the middle?”
That’s the toughest part. Filling the middle. Developing coherent career guidance for technical professionals – from the job search, to the interview, to the hire.
But I did it. And in the process, I learned so much about how technology touches every facet of our lives, how rapidly the world of work is changing, and how important it is to stay relevant while competing for specialized jobs in areas like cloud computing, big data and mobile application development.
Retooling your skills and re-branding yourself is essential, whether you’re trying to be more effective in your current tech job — or seeking a new professional challenge — or recruiting to fill those specialized technical roles. And of course, retooling can’t be a one-shot deal. It has to be an ongoing process.
Continuous Commitment Counts
As the economy inches back, millions of people are quitting their jobs, confident they can find an attractive career next-step. These professionals are open to competent help. But even with today’s fluid, open-for-business talent pool, “filling the middle” is no easy task.
Frontline recruiting reports like that are a call-to-action for anyone located in “the middle,” as well as those on both coasts. Whatever your location, a winning hiring strategy takes marketing savvy, selling skills and “in the know” awareness of the technical positions you’re trying to close.
1) Keep Skilling Up. In today’s workplace, tech industry recruiters may feel more secure than others. But the pace of innovation is relentless — it challenging us all to stay ahead of the curve. It’s not just about matching job candidates step-for-step. It’s about proving your strength in your role, and out-pacing other recruiters who are determined to stay “in the know.”
2) Keep Filling Up. As a tech-savvy recruiter, you may have an edge. But tech lingo isn’t the whole package. You add value by staying aware of salary trends and specifics about how your company, city and regional amenities compare. You’ll also build stronger relationships if you’re always up-to-date with practical guidance, tools and recommendations that help candidates assess new opportunities, get noticed by the right people, ace interviews and negotiate successfully.
Over time, recruiters with that kind of commitment build a reputation as resourceful “go to” career advisors. A talent pipeline eventually follows. And that’s what I call filling the middle with the right stuff.
Share Your Ideas — Win a Smartwatch!
Thanks to everyone who joined this week’s #TChat Events. We value your ideas. In fact, Dice is so interested in your input that they’re giving away a cool Pebble Smartwatch to a lucky participant!
GRATITUDE: Thanks again to Shravan Goli, and Sara Fleischman for sharing your perspectives on tech recruiting tools, techniques and trends. We value your time and your expertise!
NOTE TO BLOGGERS: Did this week’s events prompt you to write about tech recruiting issues? 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 look at how each of us can be more effective at managing our careers, with one of the nation’s best known career coaches, Maggie Mistal, and one of her clients, Laura Rolands. So save the date, Wednesday, February 5, and prepare to raise your professional game!
https://talentculture.com/wp-content/uploads/2014/01/Tech-Recruiting_Invention.jpg349700Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2014-01-30 15:33:092020-05-27 16:59:50Tech Recruiting: Skilling Up to Fill the Middle #TChat Recap
The problem is crystal clear. But the solution is not as obvious.
In today’s digitally driven world, skilled IT professionals are in short supply. It’s tougher than ever for employers to build the tech teams they need for successful innovation. But just how tough is it?
In a tough economic climate, that kind of healthy job growth seems like good news. But here’s the rest of the story: The average number of computer science graduates each year is only 59,731. That’s less than half of new job demand.
See infographic at Dice.com
The survey also uncovered discrepancies between what employers think engineers find attractive in a job, and what engineers actually want. For example:
• 89% of software engineers said they applied for 2 jobs or less in the 5 years prior to the survey. This relatively low turnover rate helps explain why it’s so difficult to find and engage experienced software engineers. (Although, in 2014, the picture is no longer as stable. According to a recent Dice.com survey, more than 40% of companies say they’ve lost tech staff in the past 6 months, compared to 30% a year ago.)
• 64% of recruiters believe that the opportunity to work with interesting technology is the primary reason software engineers are motivated to consider a new job. But engineers disagree. In fact, less than 10% of those surveyed say cutting-edge technology is a key reason to accept a new position.
• Top reasons engineers respond to recruiter outreach:
45% — Position is relevant to their background;
13% — Interest in the company;
10% — Competitive compensation.
(These priorities also seem to be shifting in 2014. According to Dice.com research, 75% of tech workers who changed jobs recently were motivated primarily by higher compensation.)
To learn more about what motivates technology professionals, consider this snapshot from a Dice survey conducted in 2011:
What’s the best approach to finding, hiring and retaining a technical team that will help your business scale? Chris Lea outlined a time-tested 3-step path at the 2011 Future of Web Apps Conference:
Step 1: Find Talent
• Determine the skills you need • Spend time on social media to see who shares advice and insights. Build relationships • Review email lists and attend tech meetups to locate and connect with attractive candidates • Maintain a dedicated ‘tech blog,” separate from your company’s primary blog
Step 2: Hire Talent
• Can they do the job? • Are they the right fit for the company?
Step 3: Keep Talent
• Commit to a trial period, so both parties have a chance to determine the fit • Make sure people take vacation periodically — preferably away from a computer
• The more closely your job requirements match the employee’s skills, goals and values, the more likely employees will want to stay. Hire for fit, and retention will follow. • Start strong. Retention efforts should begin during onboarding. • Avoid burnout. Evaluate project workflows and organizational structure. Set clear expectations about duties and develop equitable workloads. Actively encourage work-life balance. • Regularly assess employee engagement and motivation. Gather insight to guide development paths and workforce strategies. • Commit to sustainability at a corporate level. The connection between innovation, community and the environment is very important to many technology professionals.
What Works For You?
As the hiring landscape grows increasingly competitive, creative acquisition and retention strategies can give your organization an advantage.
Is your company struggling to hire new tech talent? Are you losing IT employees you want to retain? Have you tried new approaches? What works for you? Share your comments below.
(Editor’s Note: To discuss World of Work topics like this with the TalentCulture community, join our online #TChat Events each Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter conversation anytime. Learn more…)
Recently, we’ve seen the rise of the “digital detox” — when individuals temporarily go “off the grid” to reconnect with life apart from technology.
But of course, it’s impossible to escape fully anymore. Technology is now deeply embedded in daily life — its pervasiveness reaches far and wide. And not surprisingly, as innovation continues at full speed, competition for skilled technical talent is more fierce than ever.
To frame this week’s events, I spoke briefly with both Shravan and Sara about how businesses can recruit effectively in today’s environment. Shravan suggested three success factors in an audio hangout:
And Sara added her perspective as a technology recruiter:
Is your organization feeling the impact of the tech talent shortage? How are you addressing this? What does this trend mean for business innovation, overall? Join us this week to discuss your ideas and opinions with the #TChat crowd.
Immediately following the radio show, Meghan, Kevin and our guests will move to the #TChat Twitter stream, for a live discussion with the entire TalentCulture community.
Everyone with a Twitter account is invited to participate, as we address these 5 related questions:
Q1: How do tech recruiters stay skilled up and “in the know”? Q2: Why is finding tech talent so difficult? Q3: How do recruiters tap into high-tech hot spots to find tech talent? Q4: How do employers create a culture that attracts skilled tech talent? Q5: What recruiting technologies appeal to high-tech professionals?
We look forward to hearing your ideas and opinions, as talent-minded professionals who care about recruiting issues and trends.
Go ahead. Say it out loud. Oh, but say it to someone else. Preferably in the morning. In person. Or on the phone. Or even online.
If it’s later in the day, maybe you can say, “Good Afternoon.” Or “I’m going to grab a bite to eat” when you leave for lunch.
Or when you want feedback on an idea, simply ask, “Gotta minute?”
Face-to-face — keyboard-to-keyboard — whatever it takes. Human interactions are the glue that keeps us all grounded and helps us get work done. And these days more than ever, more of us are getting more work done remotely.
Collaboration platforms, video conferencing, social networks — even our phones — these are the tools that keep us connected and empowered, wherever we roam in today’s fluid world of work.
These technologies help us plan and problem solve more efficiently than ever. Of course, they can also help us interrupt and disrupt workflows. It may be harder to be a dreaded “gotta-minute” goblin when you work from home, but it still happens.
So seriously. Gotta minute? Because it’s those disruptive, frictionless human connections, those moments when we’re relating to one another personally and professionally – that’s what keep us moving forward, together. The connections may be virtual, but the results are real.
1) Be yourself: Whether you operate from home or a centralized office, it’s essential to “show up” and be authentic. Acknowledge me throughout the day. Keep me in the loop on the good, the bad and the ugly — and don’t be afraid to tell me why. That’s the stuff that binds us in a common mission, even through rough times. Paychecks are great, but there’s no substitute for genuine human connection and shared purpose.
2) See yourself: When you work virtually, don’t forget that, in the eyes of your colleagues and managers, you’re part of something larger than yourself. It’s smart to invest in that context. It may mean periodic in-person visits to the headquarters “mothership,” or catching up at conferences and training events, or even regular (perhaps awkward) team video conferences. It may not always be fun, but the effort can make a big difference in the quality of your performance and your team’s results.
So let’s learn from the wisdom of our talent-minded crowd, and let’s stay connected. OK?
“Good morning, #TChat. How are you doing today?”
#TChat Week-In-Review: Remote Work Continues to Rise
#TChat Twitter: Immediately following the radio show, Meghan, Kevin and Mike joined the TalentCulture community on the #TChat Twitter stream for a dynamic open conversation, centered on 5 related questions. See highlights in the Storify slideshow below:
GRATITUDE: Thanks again to Mike Hostetler for sharing your perspectives on creating and managing remote teams. We value your time, your thoughtful ideas and your expertise!
NOTE TO BLOGGERS: Did this week’s events prompt you to write about remote workgroups? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
https://talentculture.com/wp-content/uploads/2014/01/Computer-001.jpg349700Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2014-01-16 17:03:352020-05-27 16:53:09Putting a Face on Remote Work #TChat Recap
We already know that social media is extremely powerful for business communication. Essentially, anyone with an internet connection has the potential to cultivate and grow a brand. Corporate brand, product brand, personal brand, employer brand — the possibilities are limitless.
It’s as easy as flipping on a light switch! Well maybe not that easy, but social channels have blown traditional media out of the water, and there’s no going back.
Of course, with its potential to drive brand development, social proliferation can also have a huge impact on talent acquisition and retention. How does that work? The idea in leveraging social media to grow a brand is through a fan base that we call “brand ambassadors.” Collectively, your ambassador group functions like a marketing and promotional team that amplifies the message for whatever it is that you’re trying to sell — products, services, yourself or your organization.
Employer Brand Ambassadors: What’s the Challenge?
If you’re an employer, which audience should be your biggest, most important source of brand ambassadors? Customers? Industry thought leaders? Local media outlets? Nope — it’s your employees. But do organizations currently view employees this way? Based on my experience in working with HR executives, I struggle to say yes.
We know that social media instantly connects you with the online world, and the most effective way to grow an employer brand is through social media channels — Facebook, Twitter, Google Plus, LinkedIn, blogs, Instagram, Pinterest — the list goes on. So ideally, if employees are your prime brand ambassadors, and social media is the best way to grow your brand, you should be able to say that, when your employees interact with others on social channels, they’re effectively promoting your organization as a great place to work.
Are you confident making that claim? Unfortunately for most employers, the answer seems to be NO!
My key prediction is a tad bold, but here goes: I think that organizations are ready to give their employees the right tools, so they can easily represent the company as brand ambassadors on social media. In other words, employers will actively explore and implement cloud-based solutions that make it simple for employees to curate and share high-quality, on-brand content with their connections.
Why Does This Shift Matter?
The biggest barrier organizations face when integrating social media across business functions is the inability to ensure a consistent, coherent brand message and voice. It’s about mitigating risk and ensuring that employee social media activity creates a net positive impact, and doesn’t result in PR fiascos. (Case in point: HMV employees react to firing on Twitter.)
Organizations that figure out how to remove these barriers so employees can comfortably operate as employer brand ambassadors will see huge gains in all facets of their business. Think about it — if your company has 500 employees, and each employee has an average social media network of 300 people, that’s a direct network of 150,000. All of these 150,000 connections have a network of their own, so before you know it, you’re reaching millions — all because you enabled your inner circle.
Mark my words: 2014 will be a watershed year of “employee enablement.” Organizations will gain momentum by creating and supporting brand ambassadors who come from within their ranks.
There are very few players in this space, but watch for momentum in the year ahead. You’ll want to look at platforms like PostBeyond, Jostle and EveryoneSocial to see how they help organizations support employees as brand ambassadors. Fasten your seat belts ladies and gentlemen, 2014 is going to be a milestone year for social HR business tools!
(Editor’s Note: To discuss World of Work topics like this with others in the TalentCulture community, join our online #TChat Events every Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter conversation anytime. Learn more…)
https://talentculture.com/wp-content/uploads/2013/12/tree-200795.jpg349700Jeff Waldmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngJeff Waldman2013-12-19 15:39:312020-05-27 16:45:462014: Year of the Social Employer Brand Ambassador
(Editor’s Note: See #TChat highlights and resource links at the end of this post.)
Building Brand Advocates One Job Opening At A Time
What is candidate experience, anyway? Of course, it starts long before a potential employee ever arrives for an interview. In fact, some #TChat-ters say it’s smart to think of it as an ongoing brand experience that begins the moment an individual envisions a future with your organization, and continues throughout the recruitment process, and beyond.
Smart employers consider all the touch points in that process, not just the tone and content of a job description. Every interaction helps shape a candidate’s impression — from the way a company website portrays its workforce, and the way it engages with employees on social media, to the pace and flow of ongoing communication with applicants. No detail should be overlooked.
Why do details count? Because, according to our guests (and the 2013 Candidate Experience Survey Results), these factors make a lasting impression on job seekers. And cumulative impressions can determine a brand’s destiny.
Early results from nearly 50,000 former job candidates confirms what common sense tells us. Once candidates develop a perception of an organization, they’ll share their thoughts with others. And that word-of-mouth behavior can have a measurable impact on your business — for better or worse.
Roadmap For Improvement
Early next year, The Talent Board will publish a detailed survey report to help employers make meaningful changes to their candidate experience. But in the meantime, here are some self assessment questions:
• Have you walked a mile in your candidate’s shoes? (And documented that walk?)
• What kind of first impression does your company project?
• Do you acknowledge job seekers when they apply or submit a resume?
• What proportion of inquiries are completely ignored?
• Is information about your company culture available, accurate and complete?
• Are your employees empowered as brand ambassadors?
These actions leave a lasting positive impression – even when candidates aren’t hired. Even when they’ve invested significant time and energy to conduct company research, customize a resume, apply for the position, prepare for and participate in interviews, and follow-up with hiring managers.
Of course, word now travels incredibly fast on social channels. And with organizations like The Talent Board paying close attention, the voice of the candidate is getting louder all the time.
So, if you care about influencing the way your organization is perceived by candidates, consider the resources and highlights from this week’s #TChat conversation, below. Thanks to everyone who contributed opinions and ideas. This is how we can move the meter in a positive direction!
#TChat Twitter: Immediately following the radio show, Meghan, Kevin, Elaine and Gerry joined the TalentCulture community on the #TChat Twitter stream, for an open crowdsourcing conversation centered on 5 related questions. See highlights in the Storify slideshow below:
GRATITUDE: Thanks again to Elaine Orler andGerry Crispinfor sharing your perspectives on candidate experience trends and implications. We value your time and expertise!
NOTE TO BLOGGERS: Did this week’s events prompt you to write about how companies can offer a more effective job candidate experience? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
These days, there’s lots of talk about the plight of a generation filled with hungry souls looking for purpose in life. Many find themselves feeling restless in their current roles, or searching endlessly for the ideal career path.
Although most of us must work to pay our way in the world, I think the mission is larger than just finding a great job. It’s also about finding strong role models.
Do You Give Employees A Reason To Stay?
When we’re kids, serendipity “assigns” the leaders in our lives. Our parents, our teachers, our coaches. We don’t pick these people, but they have a huge influence on how we develop and how we come to view ourselves. They can encourage and inspire us to stretch and grow; or they can stifle us, bully us and crush our spirits.
Those early experiences have a profound impact on us — but how do they carry over into careers?
Here’s a theory: Perhaps once we’re thrust into “the rest of our lives,” we’re on a mission to reconnect with the types of leaders we remember most fondly from our youth. It’s impossible to forget those who lit a fire in our hearts and under our butts — the ones who had confidence in us and challenged us to stretch and grow. We trust those types of leaders to guide us. They’re the ones in whom we want to invest both our loyalty and our time.
What should workplace decision makers learn from this? If you’re building a company, keeping the best people on your team is not just about salaries, perks and benefits. What youbring to the table as a leader matters just as much — if not more — to the overall happiness and commitment of your employees.
The second reason? “Feeling undervalued in recognition, reward and pay.” Even though pay is included in that reason, it can be said that both loss of confidence and feeling that your work efforts are overlooked are actually leadership issues. “Undervalued” in this sense has little to do with money.
Some people might consider a new job at a different company because the pay is higher. However, the true seed of restlessness and dissatisfaction can be traced back to a disconnect between employee and employer.
Loyalty Breeds Loyalty
If employees quit leaders, not companies, then how can employers stem the tide? It starts with leaders who understand that to get loyalty from others, you must first give it. Leaders who take the initiative in demonstrating commitment to their teams are far more successful in gaining commitment in return.
1) Clarify your values and goals, and encourage open dialogue with employees to be sure everyone is on the same page.
2) Trust your employees with important company information. An open door approach helps employees feel empowered and part of something bigger than just their immediate responsibilities.
3) Encourage growth opportunities by allowing employees to further their formal education or seek advice from other leaders, managers and supervisors. This shows them you’re secure in your role as leader and are invested in their professional growth.
4) Be sensitive to work/life conflicts to demonstrate that you see employees as people, and not just “workers.” Kindness and respect invariably strengthens any relationship.
The 21st Century Leader
The fundamentals of great leadership are timeless (passionate, confident, well-spoken). However, we like to suggest a few additions to the leadership playbook.
As Todd Wilms noted recently in Forbes commentary, today’s leaders should be willing to fail, be vulnerable, and set better boundaries. What? Failure, vulnerability and saying “no”? At first glance, that sounds like a recipe for disaster. But let’s break it down:
1) See Success Through Failure. These days, the saying is fail and fail fast. Quite simply, it’s imperative to try, to DO, even if you don’t achieve the desired goal. And that’s the whole point, to try, to test, to experiment, to innovate, to push the envelope and perhaps to fail. Then learn, tweak, iterate and polish. A journey from idea to execution, rife with failure, is better than than paralysis. Leaders who embrace failure by carving a path through it can empower employees and remove fear from the equation.
2) Find Strength In Vulnerability.Actually, it’s not just about vulnerability. The goal is to expose your humanity by being authentic, accepting, present and useful. Author and executive, James A. Autry, says these 5 principles set the stage for a leader/employee dynamic that is more open and functional. Be real and be a resource. Open yourself up to employees and lead by example.
3) Just Say “No.” It’s simple and logical, but many fail to remember that when you try to do everything, you end up doing nothing. Or you end up doing everything, with mediocre results. A great leader is an editor. It’s not about being a jerk or someone that everyone fears. The point is to keep people focused and leveraged. The trick is to say “no” with such finesse that it sounds more like a favor than a dismissal. Too many “yes’s” and you become a pleaser. But thoughtful, appropriate “no’s” make you an effective leader.
Great Leaders Attract AND Retain
Building and running a company requires juggling many moving parts and pieces — you can’t do it all yourself. But no matter what service you’re providing or what product you’re building, don’t forget that YOU are one of the essential reasons your employees joined the company in the first place. Keep this in mind so those moving parts won’t include dissatisfied employees, high turnover and loss of essential talent.
Of course, sometimes losing a key player or two may be unavoidable. But if a pattern arises and you’re losing more employees than you’d like, and you’re unsure about why, it’s time to examine your approach to leadership. Taking conscious, deliberate steps to nurture your leadership skills and employer/employee dynamic is never a waste of time. In fact, it might make all the difference to to your organization’s long-term health and prosperity.
What’s fundamental leadership quality matters most to your organization? Share your thoughts in the comments below.
(Editor’s Note: To discuss World of Work topics like this with others in the TalentCulture community, join our online #TChat events every Wednesday, from 6:30-8pm ET. Everyone is welcome. Learn more...)
Employee engagement has become HR’s holy grail. Organizations are striving to strengthen engagement through every aspect of the talent lifecycle — from recruiting and onboarding, to continuous development and performance management. Why? HR leaders know that emotionally connected individuals simply perform better, day to day. In turn, this increases productivity, improves performance, reduces attrition and boosts overall business results.
That’s why TalentCulture co-founders Meghan M. Biro and Kevin W. Grossman have gathered a panel of today’s smartest HR executives, analysts and industry influencers to look closer at factors that make engagement work. And we’re saving you a front-row seat!
You don’t want to miss this LIVE #TChat roundtable in Las Vegas! We’re even serving-up refreshments to keep the conversation flowing. So save the date, and join some of the best minds in business, HR and technology for a very special event:
Join The Conversation When #TChat Goes Live In Las Vegas!
WHEN: Monday, October 7th, 2:30-3:15pm PT (5:30-6:15pmET)
WHERE: Peoplefluent booth #1201 (And on the #TChat Twitter backchannel)
This a must-see event for anyone attending the HR Technology Conference and Exposition. So join us in booth #1201 for a lively and insightful conversation with some of the best talent-minded visionaries in business today!
https://talentculture.com/wp-content/uploads/2013/10/httppixabay.comendarts-dart-board-bull-s-eye-game-102919.jpg350700TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2013-10-02 16:35:472020-05-25 18:00:08Experts On Engagement: #TChat Goes LIVE in Las Vegas!
That’s the thing about full circle — sometimes it wraps you in a warm hug in spite of itself. Even a fiery one.
Earlier this week on #TChat Radio, and then during the Twitter #TChat, we talked about what to do with getting the long-term unemployed employed. According to a recent Businessweek article, “The long-term unemployed make up 38 percent of all workers without jobs, double the average share and just a few notches down from the 2010-11 peak of 45 percent.”
Devastating and perplexing. Our dialogue about the subject became a little strained when we discussed who are the job creators and how the unemployed of any duration can and should package and market themselves to prospective employers. Seeing any job seeker for who they are and what they could be still doesn’t mean they’ll be considered. In fact, from the same article above:
“[Researchers] sent out fictitious résumés to employers in 50 metro areas to see how they reacted to long spells of unemployment. [They] found that an ‘applicant’ out of work more than six months had little to no chance of being called back. The résumés of those out of work for less than six months drew more interest when they showed the applicants had relevant industry experience. At more than six months of no work, having industry experience didn’t help at all.”
Most economists agree that the primary job creators are the start-ups and small businesses, but they’re just as perplexed as to why this long-term unemployment is so pervasive. I’m with the Keynesians who say more government investment is needed, especially since the U.S. infrastructure is woefully in need of dramatic repairs and upgrades. This could be the jump start that the long-term unemployed need to return to relevancy, while at the same time make it easier for small businesses to thrive and grow (and hire).
But then our #TChat conversation took a fluffy turn. Or at least that’s what I’d call it. Why aren’t leaders looking at the unemployed as people primed and ready? Why aren’t they giving those with passion a chance? Chances are the reasons, however unfair, still come back to the volatile economy, hesitancy to add headcount, and that if you aren’t applying your skills to an immediate body of work in a business of any kind, even freelance work or volunteering, you’re relevancy fades quickly. That doesn’t make it right, it just reiterates the status quo.
“Passion doesn’t pay the bills,” I said. “Unicorns and rainbows don’t invest in business to create jobs and help place the unemployed.” I was quickly reprimanded on that point, but still stand by it, even when I held it up in front of me and the class.
Segue to a being on a local career panel with other professionals this week speaking to high school students about career futures, whatever those may hold. We shared our backgrounds, wisdom and realities of what the world of work may have in store for them, and how to plan for it all and take ownership of it all, through boom and bust. This was another career panel I participated in put on by an amazing local organization called Your Future Is Our Business. YFIOB is a community-based 501(C) (3) non-profit organization dedicated to fostering business/education partnerships that benefit students. Their mission is to support young people in Santa Cruz County with making informed educational and career decisions.
“Let me time travel back to you, starting here,” I told the class.
I held up my first real-life published work — my business/tech career management book titled Tech Job Hunt Handbook — and told them the story of my passion: writing. Through every incarnation, it always been about the writing. I told them no matter what they do or where they go professionally in life, if there’s an activity they long like writing, or art, or music, or sports, or whatever, to never let it die, to always keep it fueled with ferocity and fun.
There were some smiles. A couple of kids scoffed. But they all heard me, and I heard me, and then felt my arms reach round and pull tight.
Screw the bills, I thought. As long as it fits the bill…although most economists would disagree (and yet, they’re not hiring me).
(Editorial Note: Talent Science Expert, Dr. Janice Presser, led our community through a week of memorable #TChat events focused on weathering today’s rough employment waters. She adds these parting insights – focused on trends that deserve additional thought by anyone who cares about carving out a career path – or creating new jobs – or hiring creatively. For a list of links to this week’s archived events and resources, look beneath Dr. Janice’s commentary. Thanks!)
I hope we can agree on one thing: unemployment isn’t good for anyone. It’s not just that idle hands are the devil’s workshop, but that long-term unemployment scares all of us, even the currently employed. And that fear erodes our engagement, reduces our productivity, and stifles our innovative spirit.
Entrepreneurs play a major part in driving innovation and a growing economy. According to a study by the Kauffman Foundation (the world’s largest non-profit foundation dedicated to the support of entrepreneurship), entrepreneurs and their startup teams are, and have been, the ONLY source of net new jobs in almost every year since 1977! (The chart below reveals how startups have consistently created new jobs, compared to existing organizations.)
Unfortunately, the balance between jobs disappearing and jobs being created is only part of the problem. Are you trapped in a job that you really don’t fit, or worse, trapped in one that makes you miserable? Without a vibrant job market, getting ‘stuck’ like this has become a serious problem.
If you’re entrepreneurial, give your ideas a chance. Organizations that help start-ups are popping up everywhere. Find a way to ‘bootstrap’ your idea with the help of anyone who’s willing to help you – especially if they approach the challenge from directions you haven’t thought of yet.
If you’re in HR, please recognize that resumes are losing their relevance, and work requirements are being transformed. Look to the emerging field of Talent Science for alternatives. For most jobs, understanding how a person ‘teams’ with others is at least as important as current and past employment. (Have you noticed that 401k documents say something like ‘past performance is not a guarantee of future performance”? That’s because it isn’t.)
If you’re looking, resist the temptation to apply for jobs you know you are likely to hate. Take some time to learn how you really want to contribute to the mission of an organization. Then articulate the key points, and communicate them widely. Social media – it’s not just for socializing any more.
TUE 2/12 #TChat Radio Show: Dr. Janice joined radio hosts Meghan M. Biro and Kevin W. Grossman to discuss core issues and opportunities in today’s job market – and how employers should rethink current recruiting practices for everyone’s benefit.
WED 2/13 #TChat Twitter: Dr. Janice and Kevin Matuszak were on hand again, as #TChat-ters gathered around the Twitter stream to share ideas and opinions about why companies should act more creatively in filling talent gaps, and what unemployed workers can do to move their professional agendas forward.To see highlights from yesterday’s #TChat Twitter forum, watch the Storify slideshow below.
SPECIAL THANKS: Another shout out to Dr. Janice Presser, CEO of The Gabriel Institute and architect of the underlying technology that powers Teamability™, as well as Kevin Matuszak, the mastermind behind the viral #HireKevin job campaign. You both caused us to think more creatively and carefully about what matters in hiring decisions and processes.
NOTE TO BLOGGERS: Did this week’s events inspire you to write about hiring job trends, recruiting practices 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.
WHAT’S AHEAD: Next week – we’ll look at the human side of business through a different lens, as we examine the importance of “Brand Humanization – What, Why and How” on #TChat Radio, Tuesday, Feb 19, at 7:30pm ET and on #TChat Twitter Wednesday, Feb. 20, at 7pm ET. Look for details next Monday via @TalentCulture and #TChat.
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.
#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.
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
“All I know is that sometimes you have to be wary Of a miracle too good to be true All I know is that sometimes the truth is contrary Everything in life you thought you knew…”
They sat in the front pews listening to our advice. The air conditioning didn’t work, so fans swirled warm air from back and forth between the open doors and windows, like restless dreams of the unknown. They listened with guarded optimism, looking tired, a little lost.
We talked about résumé best practices and where to look for jobs and how to optimize and leverage online professional profiles and where to find freelance and project work. We talked about volunteering and getting involved in your local community, not only to give back, but to exchange with one another via networking reciprocity; we never know where our next opportunity could come from. At one point toward the end of my segment, I forced a smile, thinking of my own career path, the highs and lows and mediocre in-betweens. I wiped my sweaty brow and looked toward the windows, already somewhat regretting my metaphorical cliche.
“Keep all those windows of opportunity open you find throughout your careers,” I said. “You never know when you’ll need them.”
These were the job have nots — working-class to middle-class folk who have lost their jobs, whose careers have ground to a halt, whose personal lives have gotten in the way of their professional ones. This was also my latest experience volunteering with Hirewire, a local organization to help job seekers in Santa Cruz County with career development and job search advice.
Consider one of the Hirewire attendees, an aerospace engineer in his late 50s out of work for nearly three years, struggling to fill the hole in his résumé and remain relevant and to again become employable.
Consider another of the Hirewire attendees, a service delivery professional in his early 40s out of work for over a year, struggling to find value in the local employment office workshops and counseling sessions.
Consider my best friend from college. In 1987 he wanted to be an airline pilot. He finished his college degree, flew hundreds of hours, finished all his flying certifications and — wallah — he became an airline pilot, first flying for a commuter airline and then for a global transport airline. But then just last month — wallah — he was out of a job, laid off due to the continued economic ice age.
Consider the thousands of men and women given highly skilled training to defend us near and abroad, to then find themselves again as civillians drowning in double-digit unemployment.
Consider the millions of high school graduates (and many more of those who didn’t graduate) who fight for a finite number of low-wage jobs while being shuffled to and fro from social service to social service and then told to look ahead, figure it out and find a job.
Figure what out, exactly? Sometimes the truth is contrary for the job have nots. And sometimes it’s a breath of fresh air, like the note I recently received from another friend of mine:
All is moving along for me…I’m doing some interesting work with companies both inside and outside of the HR space which is keeping things fresh. And still managing to find (some) balance in life by following your advice from the last time we spoke about “keeping all the windows open.”
Ah, so much for metaphorical clichés — so much is needed to warm the world of work again. So much has been lost during the darkest of modern economic winters. So much needs to be reinvented and reinvested.
So much for the job have nots.
Thank you for joining us yesterday. Your tweets couldn’t have come at a better time for the job have nots. If you missed the preview, click here.
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2012-07-12 11:22:542020-05-22 14:27:14So Much for the Job Have Nots: #TChat Recap
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