If your office still doesn’t offer employees a “work-from-home” program of some sort, you’re behind the times. There are obvious exceptions (security, equipment) when a job needs to be done on location, but advancements in technology allow most office employees to do a large amount of their tasks remotely. Some companies take this a step further and embrace the trend of 100% remote employees, where a person’s primary workspace is their home office.
Remote work comes with a number of benefits for both employers and employees. Just the mention of it in a job description is sure to attract a few new applicants when posting jobs. But you can’t offer the perk and stop there. As the infographic below from TimeDoctor shows, remote workers have different motivations and managing them comes with new challenges. The infographic is compiled based on results of a study completed by employee engagement company, TINYpulse, and provides insight into remote workers’ motivation, demographics and unique struggles they have on the job.
Are you trying to build your culture to become a place everybody wants to work? Part of that task includes identifying toxic personalities that discourage new talent or cause great employees to want to leave, and then fixing those problems. Sometimes fixing could mean terminating a person, but hopefully you can keep them around and fix any issues with some training.
This infographic from Workfront (formerly AtTask) identifies 9 people who may be lingering in your office and destroying your efforts to create that ideal culture. Do you recognize any of them? If so, do they concern you?
Temporary work is often looked down on: People want permanence, right? Turns out, that’s not necessarily true.
One group of workers that’s a little more flexible in its approach to work are those individuals born after 1980; they’re known as millennials. Although they’ve entered adulthood, more of this group lives with their parents—over 40 percent of men and over 36 percent of women too. Not only are they still living at home, but they’re getting married later and less often, too.
There are lots of reasons for this, but money is the biggest: Student debt has become a burden in ways never seen before in any other generation.
Even as they have constraints in what they can do, millennials are searching out ways to fundamentally change the course of their lives. They’re striving for more of a balanced approach to both work and life. They don’t want to commute long distances, they don’t want to waste money, and they want flexibility.
But even with change in debt and living circumstances, as well as temporary employment, millennials are still excited about the future. They’re looking at entrepreneurship and care less about the money they make. Learning what they want and how you can respond to it can help build a solid employee base, and this graphic offers insights.
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As a leader, you already know that your teams are diverse in multiple ways, one of which being age. Baby Boomers, Gen X and Millennials are filling the workplace (with Gen Z on the way) and office dynamics are getting harder and harder to manage.
Specifically, leaders often identify managing multi-generational teams as particularly challenging. Everybody has different values and ways of working so finding the balance to optimize performance becomes quite the task.
In this inforgraphic from MidAmerica Nazarene University, researchers gathered information about how generations see themselves to gain a better picture. They conclude that the ideal solution is to help generations blend, rather than meet in the middle. What do you think?
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It seems one of the hottest topics among recruiting publications centres around generations, everything from attracting and hiring millennials to managing baby boomers to managing multiple generations at once. While diversity is undoubtedly a critical success factor for any organization and understanding differences will surely help companies advance, is it possible we’re getting too hung up on age?
A little over a year ago, ERE published an article by Tanya Sinclair of the Indeed Hiring Lab. In it, she explains that when it comes to job seeker preferences, there really aren’t that many differences across the generations. For example, in all generations, the majority of people are going about their job search in the same way. Everybody, even many baby-boomers, have adopted mobile and are using their devices in their job search. Indeed’s studies also revealed that there is a cross-generational demand for flexible work.
While these are only a few similarities, they raise a valuable suggestion — rather than strategically targeting a generation, why not focus on commonalities? First, you already know that regardless of the generation, your new hire will need to meet all requirements. This should not be compromised for the sake of bringing more youth or seniority or finding somebody who will get along with others. Next, understand the similarities and work with them. As already noted, every generation is leaning toward flexible work and mobile trends, so it would be beneficial to use those to create an inclusive recruiting process. Conversely, understand that every applicant is an individual who may not fit with generational bias. There are many Baby Boomers and Gen-Xers who are more tech savvy than their Millennial counterparts, and you’ll also find some new members to the workforce who share the same old school values of work as your senior employees. Finally, when it comes to fostering the right culture, avoid over-complicating the situation with “hip perks the kids will love”. Instead, create a culture where everyone can play well together based on their commonalities.
Do you consider generational differences too much? Should you be thinking about them more? Share your experiences in the comments below.
A post last month discussed the reality of millennials in the workforce and how managers can better understand how they think in order to recruit the superstars of that demographic. If you want more information about the topic, or a simple summary of the facts, here’s an infographic we found from Bentley University. It has some surprising statistics that will help you get in the head of a millennial.
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Today’s workforce is drastically changing and perhaps the biggest driving force is the evolving demographics in the office. As Baby Boomers continue to retire, more and more millennials are entering the workforce and, according to a recent study by Brookings, they’ll make up for 75% of the workforce by 2025. Given this group is already known as self-centred, lazy, entitled, technology-addicted, bleeding heart job hoppers, one can only expect that the traditional office culture of their parents will soon seize to exist.
Whether or not you believe this to be true and fear a world run by Gen Y, that is a problem for future managers and recruiters. Today, the focus needs to be on accepting reality, embracing change, attracting the star millennials, and adjusting your culture to nurture them, all while weeding out those who will be lazy and toxic (and exist in all generations).
The reality is if you can successfully understand millennials and adjust your workplace culture to match their values, as opposed to those of their parents, only a handful will fall into the negative category described above. For example:
- Millennials crave flexibility and value perks such as telecommuting and flexible hours.
- They want to know that they’re making a difference. You will earn commitment and loyalty by giving them a voice within the company and communicating the positive impact your organization is having in peoples’ lives.
- The traditional corporate life is seen as evil, mostly because they watched their parents get laid off or treated terribly by bosses. Millennials respond best to management styles that are closer to a mentorship than an employee/boss relationship.
The harsh reality of Millennials is that they rarely stay in one place for more than five years. Even when you bend over backwards to please them, this generation is more likely than any other generation to remain loyal. This could be because they’ve seen large corporations drop their commitment to employees through layoffs and eliminating pension plans, so millennials see no reason to commit on their end. Or it could be a result of seeing the Zuckerbergs of the world make millions overnight and now they think they should be making that cash after working for four entire years.
Regardless of why millennials are like they are, they’re not going anywhere. As recruiters, if targeting this age group is part of your strategy, there’s no need to overhaul your culture, but simply recognize what you’re already offering. Once you identify what aligns with the values of a millennial, highlight it in your job descriptions and expose them to more of it once they start working. If your culture doesn’t fit with their values (and many cultures won’t), there is no need to panic. Not everybody is painted with the same brush and many 20 and 30-somethings will share the values of earlier generations.