JULY SPECIAL DAYS
Are You An Emergent Employer? Would You Like to Be?
Want workers who have begun to take control of their careers? Want people who put renewed emphasis on balancing work and personal life? This new workforce has created a new kind of company – the Emergent Employer. The Spherion Corporation, a staffing and recruiting company, did some research into emergent employers that’ll help you:
The Rise of the Emergent Employer
How to Become An Emergent Employer
They have adopted emergent management practices to effectively compete for employed talent.
They have become masterful at maintaining flexibility in their cost and workforce structures by leveraging a contingent workforce.
These progressive employers have implemented emergent programs such as flextime, job sharing, and telecommuting because they acknowledge that time and flexibility is a key driver of retention among the majority of today’s workers. Practices encouraging career and financial growth, such as training and development, are more prevalent and highly encouraged at emergent organizations. Workers are rewarded based on performance and measurements, not simply tenure. Emergent employers are keenly aware of what motivates and satisfies their workforce because they regularly survey employees to determine retention drivers specific to their workforce.
Emergent companies strategically and proactively develop an integrated hiring strategy in order to effectively utilize "supplied" vs. "employed" talent. These organizations reap benefits such as increased flexibility, cost-savings, and the ability to better weather economic fluctuations, because they’ve hired the right mix of full-time, contingent, or contract labor. And emergent employers enjoy greater financial success and employee growth than their traditional counterparts.
Emergent Employers: Creating A Model Workplace
Overall, emergent employers are far more likely to utilize key retention programs at their organization, such as offering more work/life balance options, training and development programs, surveying employees on retention drivers, and offering bonuses to top performers.
Adapted from Joliet Junior College Training Source, 2006
Logic Alone vs. An Open Mind
Logic alone can cause you to come to the wrong conclusion.
A scientist was teaching a frog to "jump" on command. First, he cut off one of the frog’s legs and gave the command, "Jump!". The frog did. The same thing happened after cutting off legs two and three, though the third jump was a bit lop-sided. When the scientist cut off the frog’s fourth leg, he said, "Jump!", but the frog just sat there. The scientist repeated the command with no response.
The Scientist’s Conclusion: When a frog loses all four legs he becomes deaf.
Simplify Your Life & Encourage Your Staff To Do The Same
Everyone is busy — you, your staff, your boss, your customers, your vendors, your family. Ask any retired person you know and they will tell you they don’t know where the time goes. Their life is full. And they are retired.
It is impossible to add any more to a full cup. When our lives are filled to the brim, there is no room for anything else to come in. Our lives become more and more frantic, we become stressed, our health suffers, we have less fun, and feel more and more powerless. Our lives may feel out of control. (Are we telling you something you don’t know?)
The idea of controlling time is a myth. There is no way to control time. All you can do is attempt to control events, and many of them are out of your control. You need to take charge of the things over which you do have control. This takes discipline. It’s not easy. With a finite amount of time available, you need to choose very carefully.
In order to make room for what you want, you need to get rid of what you don’t want. Your life will fill up by choice or by default. You need to choose. This requires a ruthless evaluation of everything you do and why you do it. You can make more time for yourself by delegating, reducing, or eliminating things you are now doing — things you either don’t like to do or that don’t provided the payoff you require.
It may not seem immediately apparent what or how something can be eliminated, but it can be done. It starts with making a list of everything you do that you don’t like doing and everything that no longer has real value to you.
Once you have made your list of hate-to-do and low-payoff tasks, it’s time to start prioritizing. One way to do this is to think about what you would do if you became incapacitated. How would these things get done? Would they get done? What would happen if they didn’t get done? Who else might do them? What could you be doing to produce more or better results?
Look for at least 3 things you’re doing...things you could discontinue or delegate. Think of how you would feel if you were no longer obligated to do these things. If the feeling is relief, then eliminate these tasks.
Dr. Wayne Dyer says relationships operating from obligation lack integrity. Our relationship with ourselves and with others should be one of integrity. Our goal is to eliminate this feeling of obligation.
What do you have in your life that you no longer want? Are they things? Obligations? Jobs? Problems?
In our complex world, it’s more important than ever to simplify our lives. Getting rid of whatever no longer serves us or others is one way we can do that.
What are you ready to eliminate from your life?
What can you do to help your staff eliminate things?
Adapted from an article written by Radha Sharma Makhecha for The Training Ideas listserv
TRAINING SYSTEMS, INC.
for help prioritizing!
Balanced Scorecard & Training
The Performance Scorecard, more commonly known as the Balanced Scorecard, is a performance management tool which aims to capture in a concise way the factors (performance drivers), which have the greatest influence on the performance of your organization, and how they are measured. The "balance" in a classic Balanced Scorecard is derived from the balance between performance in different areas like:
What's the benefit? You can use the Balanced Scorecard to demonstrate a strong link with human performance technology (HPT) goals. In fact, many successful organizations use Balanced Scorecards to establish a balanced approach to managing business performance.
You’ll need to:
If you happen to live near Chicago, the Chicago Chapter of The International Society for Performance Improvement on July 12th is examining the Balanced Scorecard as a method for driving business success and give real life experiences of how the scorecard method has been used by companies to increase employee performance. For more information and/or to register, visit the CISPI website at http://www.cispi.com/reservation_event_details.asp?event_id=25.
If you live outside Chicago, Email or call TRAINING SYSTEMS, INC.at 800-469-3560, and we’ll fill you in on what we learned.
Worried About All Those Retiring Boomers? Take Care of Your Generation X&Y-ers!
Having been asked this week both to write a magazine article on how to keep Generation X&Y staff and in a phone call to answer a question about what associations can do to replace the huge number of retiring Boomers — this article by Carolyn A. Martin, Ph.D. seemed appropriate:
Last summer, Barbara, a Boomer hospital administrator, had such a positive experience with a Gen Y intern that she recommended him to the accounting department. Just out of college, Jason hadn't thought about using his finance degree in a healthcare setting, but his internship was so valuable that he agreed to a one-year deal. Just three months later, however, Barbara received an irate call from the accounting manager. Jason had bailed out.
"See, I told you he was too young and impatient," Jason's fifty-something manager fumed. "Didn't he know he had a cushy job?"
Curious as to what went wrong, Barbara immediately got Jason on the phone. Jason's story was very different: "They put me in a cubicle for three months doing data entry," he explained. "They promised me I'd learn lots of stuff, but I wasn’t using my brain."
Generationally savvy, Barbara immediately understood the disconnect: "Cushy job" versus "I wasn’t using my brain." The most talented Gen Yers don’t want "cushy"; they want challenge. In our research on Gen Y, we've asked Yers what they consider when deciding whether to stay in a job or leave it. Their answers are quite telling:
* "We just need an opportunity. We don't want to be locked into dead-end jobs."
* "Get us to buy into your organization and let us contribute. We'll work our butts off and do a good job. If not, we're not afraid to move on."
* "I know it's time to leave when a position is open, I have the skills to take the position, and I've been turned down. It's worse yet to train someone off the street to take the job you're qualified for."
* "Just give us a chance to show you what we can do and what we can learn. We know we're young, but we want to contribute."
Yers want to be challenged and engaged: to learn new skills, to tackle new projects, to work with new people. When opportunities for learning and contributing disappear, so does their drive. Without a doubt, Gen Y is the highest maintenance workforce in history. But the flip side of high maintenance is high performance. Managers who make that investment will tap into a generation that wants to "use their brains" and "work their butts off" to do a good job.
reprinted from Rainmaker Thinking Inc.
July 26-30, 2006
WorldFuture 2006: Creating Global Strategies for Humanity’s Future, Sheraton Centre Toronto, Toronto, Ontario, Canada, http://www.wf.org
July 28-30, 2006
August 19-22, 2006
September 14-15, 2006
September 25-27, 2006
October 4-6, 2006
October 16-18, 2006
Global Volunteers (http://www.globalvolunteers.org)
Donate Old Suits
Donate PCs to National Cristina Foundation,http://www.cristina.org; Goodwill, www.goodwill.org, Salvation Army, www.satruck.com/MakeDonation.asp.
Recycle PCs and other computer products at Hewlett Packard and Dell. See their websites for details.
Find local Electronics recyclers at http://www.earth911.org and http://www.ebay.com/rethink
Copyright 2006 TRAINING SYSTEMS, INC. All rights reserved.
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