I really don’t like sounding preachy. So I wasn’t even going to post anything like this. But the truth is, missteps in holiday party etiquette at the office find their way to my desk every year. Every. Year. For 25 years. So…I decided I’d just give you a few ideas about how not to become a Christmas tale. Consider it my gift to you. You might wish you could exchange it for something more fun. I understand.
How to keep your holiday party etiquette at the office festive not foolish:
It’s been well documented that Millennials and Gen Z employees emphasize different, and often additional, employment benefits. And it’s not just a wish, they talk with their feet — this is a group with less employer loyalty than any generation before them. So everyone now is dealing with new and different popular benefits such as tuition reimbursement, parental leave and a dozen other things. But that doesn’t come for free. What it does do is set up opportunities to track benefits as recruiting and retention savings. It’s not a stretch given the significant connection between Millennial employee
Generation X has always had a PR problem. Hint number one is having no name – the “X” symbolises the marker historically used in lieu of a signature by those who can’t read or write. Given that Generation X is the most educated cohort in America, someone probably should have put up a bit of a fight.
But Xers, also known as the “slacker” generation, were thought to have no real cause, no strong belief system or other unifying identity. And so, like someone who can’t sign their name, their presence has been noted in only the most limited ways.
Often when we talk about tech companies, we envision cool, fun places — foosball tables, standing desks, and canteens stocked with fair trade coffee. The stereotype of Silicon Valley might be young, irreverent and international . . . but it’s also very male. Maybe that’s because only 19% of computer science graduates in the U.S. are women.
In an effort to increase female employment, some tech companies are using CSR to increase gender diversity. This might not be an obvious solution. What is the relationship between corporate social responsibility and hiring more women?
As we round out the second decade of the 21st century, employers are pretty confident that they are finally comfortable with The Millennial Employee. More or less. Like the Y2K fears that entered corporate corridors just before them, they seemed a uniquely turn-of-the-century phenomenon that we only knew we could not fully prepare for.
It turned out that our systems were much more forward compatible than their humans – when’s the last time you heard about the Y2K bug? – who have struggled for over a decade to fully understand and integrate Millennial employees.
To be fair, accommodating three such distinct generations brought unprecedented challenges. So, let’s try four. Because Gen Z has started entering the workforce — and is coming to an interview near you. Are you prepared for Gen Z employees?
In the United States, Canada and most of the EU, 46% of the workforce is women. In Zimbabwe and Tanzania, it’s more than 50%. In fact, in more than 80% of the world, women are at least 40% of the workers. We’re past the days when a woman working “outside the home” is remarkable — almost everywhere. The challenges for working women now are not about access to jobs, but success within them — almost everywhere.
The question of challenges for working women worldwide is simply a matter of degree, not of existence.
A 2015 study by Thomson Reuters of
Recruiting and retaining the right employees has become far more nuanced in the last ten years. There are multiple generations active in the workplace, each filling different needs. But they also have different professional goals. While all would profess they want to feel a sense of motivation, the definition of job satisfaction by generation is particular to each.
Understanding How Job Satisfaction by Generation Differs and Why
One challenge for employers is simply trying to meet so many needs at once. Understanding the values that will attract the right talent requires a dynamic recruiting and hiring strategy. It also means managing
If we told you that one of the hot new trends for socialising was throwing axes — at a bar, no less – you might tell us that is so early 2018. But if we told you axe-throwing has become an increasingly common corporate event? (Come on, you didn’t see that coming, really. And if you work in the insurance sector, you might not for a while yet.) At best, such unusual corporate-sponsored activities seem inextricably linked with Silicon Valley start-ups. But established, more traditional companies are increasingly realising the importance of modernising their employee recruiting and hiring strategies, in
The idea of corporate social responsibility is hardly new. In particular, global and environmentally impactful companies have been historically sensitive to the role of public service. A company that earns billions, seen re-investing some of that wealth, either to the local community or a high profile cause is good PR.
Companies that operate refineries, factories, or other activities that emit exceptional noise or fumes tend to be sensitive to building relationships with local residents. Pharmaceutical organisations have often spearheaded campaigns to address diseases and other medical needs of at-risk communities in developing countries. But what is relatively new is the employee demand
.In many ways, coaching is the new black. I realise leadership coaching is not exactly new as formal coaching arrangements have been increasing since the turn of the century. Much has been written about how to coach, however, there isn’t much guidance on how to choose your coach.
Why is leadership coaching on the increase?
In a time when corporate budgets are tightening and a plethora of inexpensive or even free business education content exists online, the necessity to go on a formal, residential course to improve one’s leadership skills may seem an