This week we thought we would share some general HR commentary and insights on a bunch of different topics. Hopefully there's something here that's of interest to you!
1) Epic Guide to Managing Millennials in the Workplace from When I Work
"Baby Boomers are the largest generation of active workers. Their workplace strengths are, according to Ivey Business Journal, their “organizational memory, optimism, and willingness to work long hours.” They grew up working as individuals in large corporations with traditional hierarchies. But…Baby Boomers are quickly being replaced as that largest generation of workers by Millennials, and the differences are striking. Instead of management hierarchies, flat management structures are becoming the norm. Instead of the powerful individual, jobs are now teamwork-based. Instead of a lifelong career, job hopping is all the rage. What’s going on?"
It's hard to ask for help. In fact, part of what makes exaqueo different is our ability to get it done for our clients in a way a big firm just isn't set up to do. We turn on a dime, move quickly and have a scrappy, stubborn "we'll find a way to make it happen" attitude. I love that about us.
That said, we don't know it all, and we don't purport to. Sure, we're experts in our niche of the world--building research-based employer brands and talent strategies and programs. But the HR and business world's bigger than we can wrap our arms around on any given day. And that means we need partners to help guide us, consistently make us smarter and challenge us regularly.
This week's Talent and HR News Weekly Roundup features generation trends. Of course millennials are covered, and there are also a few articles about the aging workforce as well as those youngins (generation Z) who have yet to enter the workforce.
1) Preparing for the “silver tsunami” from Smartblog on Leadership
"While the millennial generation continues to enter the workforce in ever growing numbers, employers are confronted with another workforce challenge from the other end of the employee spectrum: the “silver tsunami” — that wave of maturing associates either preparing to exit the workforce or making the decision to extend their careers. This development is creating challenges for employers and employees alike. Employers are faced with helping employees retire without losing valuable institutional knowledge, as well as supporting and accommodating workers who choose to remain in the workforce. Employees who chose to extend their careers may want to continue to expand their skills or find ways to share their knowledge with younger colleagues."
Pope’s first stop on his US tour. As of a few weeks ago, there was a ton of coverage on how his visit will impact the area and our commutes. One headline read, “Seriously, You Should Not Drive When the Pope Is Here.” Our city shuts down at the sight of one snowflake, so you can imagine the frenzy this has created in terms of being on the roads. Not to mention, we are ranked as having the WORST traffic in the country. While the Pope visiting our nation’s capital is an attraction for many, it doesn’t mean that the daily lives of residents come to a hault. Many companies opted to allow their employees to work from home during the visit to avoid unnecessary traffic. I work from home most days as we are a remote company, and I’ve worked in the consulting industry long enough, so this is nothing new to me. However, in talking to friends who do work in an office every day, most complained about how their companies dragged their feet in letting them work from home.
When we went to gather all the employment and workforce news this week, we saw an interesting trend...there was a lot of writing about hiring. The Feds may be holding off on raising interest rates, but that's mainly due to external factors. Let's hope this is a good sign of the state of employment across the globe even if China is on the brink of an economic disaster...
1) How to Recruit for a Job of the Future from Fast Company
"Experts posit that jobs of the future will include roles such as neuro-implant technician, 3-D printer design specialist, and virtual reality experience designer. While it may be hard to imagine a time when such positions will be part of the regular employment landscape, not long ago, jobs such as iOS and Android developer or chief happiness officer didn’t exist. Candidates looking to make a leap into an emerging role need to shore up related skills, think about reinvention, and perhaps focus on an organization focused on social good to boost their portfolio and work with a purpose. For recruiters hiring for emerging roles, it’s a bit trickier, according to the experts at Caliper, a talent-assessment firm that uses data to map the strengths and weaknesses of managers and employees."
Core schools, a longtime practice for many companies, help narrow down the campus process, build relationships and drive a marketing presence on a few key campuses (instead of spreading your resources across many). But for many recruiters, the core school strategy is the same tired tale. In fact, for some talent acquisition leaders, the core school strategy isn't a strategy at all. Even if you have been strategic--considering geographic locations of your business, looking for high concentrations of successful alumni, and determining where you have the most recruiting success--it only scratches the surface. In the age of deep dive data, if you're doing what you've always done, you're doing it wrong.
For those of us in the United States, you can't escape the bombardment of election media. Everywhere you turn, news outlets are predicting our future president even though the election is more than a year away. To relate this to our own little world of workforce news, this whole presidential election thing got us thinking about leadership. Of course, any president of one of the world's most powerful nations better have strong leadership skills. And though it may not be on such a large scale, leadership comes into play as we lead teams and projects in our own organizations. This week we're sharing some recent articles on leadership. This is always an interesting topic to indulge in - enjoy!
1) America Needs Talent(ed Leaders) from Forbes
"The summer is over, thank goodness. Although this may be heresy to beachgoers and people like me who enjoy the opportunity to wear white between Memorial Day and Labor Day, it has become gospel for political panjandrums. At the end of August I wrote about Donald Trump, whose appeal to the worst in human nature may be exceeded only by a handful of historical figures. But nature abhors a vacuum, and Trump has ably filled the vacuum created by a raft of uninspiring and visionless would-be leaders."
1) Gallup: Worker fears over pay cuts decline from The Hill
"About 1 in 5 U.S. workers is concerned about facing a pay cut soon, according to new data from Gallup. That's a sharp decline from the years directly after the 2008 fiscal crisis, when as many as 1 in 3 Americans feared seeing slashed wages. In fact, as recently as two years ago, roughly 30 percent of workers worried about a looming pay cut. Workers are roughly as worried about taking a pay cut as they are about getting laid off or losing hours, Gallup found. The most pressing concern for workers was reduced benefits, with about 1 in 3 Americans afraid of that outcome."
2) Why More Employees Are Going Back to Their Old Jobs from Bloomberg
"Gone are the days of a burned employer writing off an employee who decides to leave for a different company. So-called boomerang employees—workers who return to a former employer—are on the rise. In a survey of more than 1,800 human resource professionals, managers, and employees by Kronos and Workplace Trends, 76 percent said they're more accepting of hiring former employees than they were five years ago. Employees also reported feeling less anxiety about returning to a company, with 40 percent of those surveyed saying they would consider boomeranging."
If you're an average professional, $80,000 might seem like a decent salary. It's well above--over 35% more--the U.S. median income of $51,939. But if you work at Discovery, where the average compensation is $80,000, your CEO is earning 204 times that. $156 million to be exact. Is it fair? That's debatable. Is it bad for business? In certain ways, absolutely.
While it may seem good for business on the surface--correlating CEO rewards with performance, it may also be hurting the business in ways CEOs, shareholders and stakeholders can't understand. The increase of public relations on employee, HR and workforce issues is tremendous. It resonates in the news and is strong, shareable content.
It's Friday, and summer is coming to a close. We hope you enjoy this last weekend in August. Before you head out, here's a roundup of some of the week's highlights. There's some news and some other interesting finds sprinkled in our post this week. Enjoy!
1) Chipotle Plans One-Day, 4,000-Worker Hiring Binge from The Wall Street Journal
"Chipotle Mexican Grill Inc. plans to hire 4,000 employees in a single day next month, seeking to counter a tightening market for restaurant labor by dangling the possibility that high-performing recruits could someday earn six-figure salaries and stock in the burrito chain. The planned Sept. 9 hiring binge—which would expand Chipotle’s 59,000-member workforce by nearly 7%—is one of the starkest examples yet of restaurant chains stepping up recruitment efforts as the industry struggles to attract and retain employees. A stronger economy, rising demand for restaurant meals and a string of minimum-wage increases imposed by cities and states have shrunk the pool of available workers."
We always get asked how we stay on top of the latest human resources and business news. Since the majority of our blog audience works in the HR space, I thought my response would also be valuable to you all. Below are some of the resources I personally use to stay abreast of the latest and greatest in HR and business. There are obvious media outlets I’m not going to list (New York Times, Washington Post, Harvard Business Review, Time, TED) since I am sure most of us check these regularly. With so many to pick from, here are my top choices.
This week's New York Times article about the Amazon work culture really shook the working world. Maybe it was unexpected that a super-size tech company - an industry known for its perks, better-than-standard benefits, and quirky offices - manifested such a toxic culture. Or maybe it was CEO, Jeff Bezos, response to the article. With something like this, I don't think outsiders will ever really know the truth. Like any job, there are probably people who love it there, and you'll always find haters. Either way, the article stirred lots of buzz on the Internet, so we're sharing some of the most interesting commentary we could find in this week's Talent and HR News Weekly Update. Happy weekend!
1) The Subtext to That Amazon Story: We're Afraid Our Work is Killing Us, and We Are Right from Fortune
"For a story that was filled with largely mundane descriptions of workplace practices at a large technology company, a recent New York Times feature on Amazon AMZN -1.09% has touched off a raging forest fire of responses. Why? Is it because so many people care about how white-collar middle managers are treated at an online retailing company? That seems unlikely. I think it’s because the article tapped into a deep-seated, almost existential fear that runs through many of our lives — not just in the technology world, but elsewhere too: Namely, the fear that the ways we work now are harming and/or killing us."
The other day I heard a knock on my door and when I went to open it, two young gentlemen appeared in collared shirts and khakis. They said they were in the neighborhood working on replacing windows for a neighbor and wanted to know if I would like a free estimate for replacing my windows. They seemed pretty knowledgeable – about the age of my house, the type of trees in my yard, the neighborhood in general. At this point, I normally would have said, “no thank you” but they were nice and eager, so we started chatting. They asked what I do, and I told them “workforce consulting” and explained what that was. The quieter of the two chimed in and said that their company was number one on the “Best Places to Work for Millennials” list.
I turned 40 on Saturday (no looking back now!) and I shamelessly asked people to celebrate with me by doing a good deed for someone and sharing it with the hashtag #40ForGood. And I was humbled by the response. From flowers to movie tickets to sweeping a neighbor's porch--it was exactly what I wanted for my birthday. One mom even engaged her sons in on the action and they enjoyed it so much they asked her to do another deed.
But I also learned what's at the crux of the way we're living now. So many well-intentioned people said: "hey that's awesome" and nothing else. Some just said "I raised a glass in your honor." Others told me they were so busy they'd try to get to it later. And that's when I realized--we often prioritize kindness when it suits us.
At exaqueo, we're obsessive about balancing work with our lives. We work when our clients need us and want us--and we don't have strict rules about vacation or time off. should know, I just came back from vacation, and everything had been handled in my absence, (beautifully I might add).
My husband and I took a kid-free vacation to celebrate our 40th birthdays this month. When my parents turned 40, there were "over the hill" gravestone signs for the neighbors to gawk at. Now, there's Facebook, Twitter and this blog for everyone to know: tomorrow, on August 8th, I'm 40.
Exciting right? Well, if you watch TV or read the news, you wouldn't think so. You'd want to run under a rock and hide while you worry about war/health insurance/debt/climate change/hacking/guns/flag flying/borders/reality TV and what the hell happened to Bill Cosby?
So here's the deal. The big ask:
This week, there has been a lot of variety when it comes to employment news. The jobs report was released, Netflix goes to the extreme with its parental leave policy, and much more in this week's Talent and HR News Weekly Roundup.
1) US Economy Added 215,000 Jobs in July; Unemployment Still 5.3% from The New York Times
"The American economy added 215,000 jobs in July, a respectable gain that could raise the comfort level of policy makers at the Federal Reserve as they consider the timing of their long-awaited move to raise interest rates. Although slower than the blockbuster pace of hiring in late 2014, the average monthly payroll gain in the first half of 2015 stood at more than 200,000 and the report from the Labor Department on Friday showed employers to be consistent last month. The unemployment rate held steady, after a decrease to 5.3 percent in June, the lowest level in more than seven years. Before the report, economists on Wall Street had been predicting a gain of 225,000 jobs, with no change in the unemployment rate."
One of the things I love about my job here at exaqueo is the fact that I get to be a fly on the wall at other people’s work. We conduct focus groups with employees all the time. We talk to people of all different levels, job functions, ages, races, backgrounds, and so on. We get the opportunity to dig into their workspace, talk to leadership teams, and understand workplace dynamics.
Work is a part of everyone’s life. It’s where some of us spend the majority of our day. And in some cases, we see or talk to our coworkers more than our own families! We also get caught up in our own work worlds very easily. Wouldn’t it be kind of cool to learn about what other people do and why they love it? Think of it as your own opportunity to be a fly on the wall of someone else’s job.
In this week's Talent and HR News Weekly Update, we're putting the spotlight on hiring. It's a critical point for any individual and company. There's always the question on both sides if this is the right decision. The timely articles below provide different perspectives when it comes to hiring. Enjoy!
1) The Simple Formula For Hiring And Retaining Top Performers from Inc
Want to attract the best talent and keep them? There’s a simple formula to follow, and it’s not about the money. Perfect Candidate = Ideal Cultural Fit + Proven Ability To Do The Job. There are only three reasons why any hiring manager will hire someone: 1. Best Cultural Fit, 2. Proven Ability, 3. Need For The Role. What Is Your Culture? When you hire for culture first, you’re ensuring that the person you choose will fit in with your existing team. Culture is your unwritten rules, your philosophies, your methods, your beliefs, your way of doing things, even down to your mannerisms and how you dress. When the rock band AC/DC needed a new singer, they didn’t choose a female ballad singer, they chose a hard-rocking, leather-wearing man who fit their style, image and energy. When you’re hiring, whether you are aware of it or not, you’re doing the same thing."
he wage wars are heating up this summer. We've talked about companies taking the initiative and raising the minimum they pay their employees, and now the government is taking action too this week. Other employment news to highlight covers women in the workforce, your boss, and one technology company's plans to cut its workforce. Check it all out in this week's Talent and HR News Weekly Roundup!
1) New York Panel Approves $15 Fast-Food Wage from The Wall Street Journal
"Board recommends $15 minimum wage for fast-food workers in NYC by 2018 for establishments that are part of chains with more than 30 locations nationwide. New York state’s fast-food wage board on Wednesday recommended raising the minimum wage for that industry to $15 an hour by 2018 in New York City and by 2021 elsewhere in the state. The move gives Gov. Andrew Cuomo a political gain with labor unions and liberal Democrats who have pushed for higher wages for low-income workers, even as it prompted an immediate backlash from businesses that say higher costs will lead to job losses."
Here at exaqueo, we're so often promoting the virtues of understanding your workforce. It's easy to be heads down, making assumptions about people, how they work and what they do. At a macro-level we have to change this and take the time to understand how and why people work. One of the best ways to do this is to start with your leaders--training them to understand how people behave at work, and how to get the best work out of them.
To explore leadership at this level, I sat down with Mike Figliuolo, Managing Director of thoughtLeaders LLC. A veteran leadership trainer and coach, Mike uses his West Point, McKinsey and corporate experience to help leaders think differently about how to lead.