Effective Ways to Keep Your Millennial and Gen Z Employees Productive

Effective Ways to Keep Your Millennial and Gen Z Employees Productive Previous generations are quick to call both Millennials (people born between 1981 and 1996) and Generation Z (people born from 1997 onwards) lazy, self-absorbed, and narcissistic. At least one of the more positive assumptions about them is they’re both tech-savvy, which comes in handy in today’s work requirements and environments. Today, the labor force is composed of a fusion of Baby Boomers, Gen Xers, millennials, and Gen Zs. The age diversity demands different levels of engagement and benefits from a company. To meet those needs, organizations need to find a healthy compromise in their work environment and culture. Of course, open communication is vital to the success of the process. In this blog post, we’re going to focus on millennial talent and Gen Z employees, since the former was reported as the largest population in the U.S. workforce (35% or roughly one-third) as of 2016. Meanwhile, Gen Zs are gradually rising to step into the employed life (around 25% of the population) themselves. Millennials and Gen Z Workplace Behavior Creating a workplace where millennials and Gen Zs thrive doesn’t necessarily mean you should scrap all strategies, practices, and principles that worked for the previous generations. The crux of the matter is that they desire the same (traditional) benefits as the past generationsâ€"good compensation, incredible corporate perks, fair benefits, an opportunity for career growth, a healthy company culture, and work-life balance. However, their unique backgrounds and working habits have led companies to approach them in a new light. For instance, since both generations are predominantly digital natives, they view the traditional 9-to-5, cubicle-sheltered job as outdated. Hence, a lot of today’s companies are implementing flexible work hours as long as they accomplish their tasks and reach the required work log. Here’s what the numbers reveal about the workplace behavior and mindset of millennials and Gen Zs. 57% of Gen Zs believe that technology enables them to perform more productively. Over 60% of 18- to 34-year-olds said their work productivity suffers because of poor work-life balance and unrealistic professional demands. 75% of American millennial employees claim that work environments should be fluid and flexible. Both millennials and Gen Z workers are twice as likely as Baby Boomers and Gen X to disconnect at work. 67% of Gen Z employees are only comfortable with their manager checking in on them for only five minutes or less. 52% of Gen Zs say they’re most productive when they work around noise or talking with other people. Gen Z employees stated that ‘co-workers who like to collaborate’ are the type of worker who would encourage them to do their best work. 36% of employees and roughly half of millennials would consider leaving their job if it failed to provide learning opportunities. 55% among millennial and Gen Z employees say they intend to stay with their current employers for at least 5 years due to greater flexibility. Now that you have a pretty good picture of what both generations look for in a workplace, you can develop strategies that can help bring out the best performance out of your millennial and Gen Z employees. Some examples are career path development, open space/traditional space layout, work from home policy, and games at work to alleviate stress, among others. Effective Ways to Keep Your Millennial and Gen Z Employees Productive If you manage to keep millennial employees productive and your Gen Z worker happy in your company, they can be instrumental to your business growth and success.  Take inspiration from this infographic to further understand how you can promote productivity among your millennial and Gen Z workforce. About the author:  Jomel Alos is a Consultant at Guthrie-Jensen Training Consultant, a management training and consultancy firm in the Philippines. He enjoys sharing his knowledge on human resource solutions, as well as helping businesses achieve greater growth, competitiveness, and profitability. When he’s not working, he’s watching TV shows about designing like Tiny House Nation, Forged in Fire, and Ellen’s Design Challenge.

The Most In Demand Employers in North America - Personal Branding Blog - Stand Out In Your Career

The Most In Demand Employers in North America - Personal Branding Blog - Stand Out In Your Career LinkedIn recently released the list of North America’s 100 Most in Demand Employers of 2015. The ranking was based on company awareness on LinkedIn. LinkedIn looked at how many people viewed employees profiles,  how many users followed the company pages within last year, and the level of  member interest in job ads of each company on LinkedIn. In brief, higher engagement among members on LinkedIn means a higher ranking on the list. If you go through the list, you can notice that the common thing among these employers is their well-known brand name. According to LinkedIn’s report missing the mark with your employer brand can mean missing out on the next great candidate. No employer can afford to miss a great candidate and no employer would like to hire an average employee. The research also shows that the top reason professionals decline taking a job with a new company is the lack of knowledge of what it’s like to work for that organization. Therefore, in demand employers give great importance to brand recognition and they try to be as transparent as possible in their recruiting efforts. Below you can find some other highlights from this report: The top 20 in demand employers: Google Apple Facebook Microsoft Nike The Walt Disney Company Tesla Motors Procter Gamble Starbucks Shell Amazon McKinsey Company GE Johnson Johnson Netflix Bloomberg LP Twitter Yahoo Under Armour Adobe Highlights: The smallest company on the list is Dropbox and the largest company is IBM. Universities these employers most hire from are University of Washington, San Jose State University, New York University and University of California, Berkeley. Most represented industries are technology, media entertainment, retail consumer products, healthcare pharmaceutical, oil energy. Tech companies comprised 29% of the list. Media entertainment comes after tech with 17%. Oil energy is the last of these sectors with 8%. You can find the full list from here.

Jack Welch needs to play more golf

Jack Welch needs to play more golf A book Ive really liked recently was Will You Please Just F*ck Off, Its Our Turn Now: Holding Baby Boomers to Account, by Ryan Heath. Its about how baby boomers wont admit when their ideas are old. Here is a great example of this problem: Jack Welch (and Suzy Welch) writing ridiculous career advice that assumes generations X and Y have the same goals and aspirations that Jack Welch did. But he is old (maybe too old for that spritely wife Suzy) and definitely too old to be telling people to work like he worked, because no one wants to anymore. Welch tells people to stay with a bad boss at a good company instead of going with a good boss to another company. The assumptions behind this advice are outdated. Welch assumes people usually stay at jobs for more than a year and a half (not true). He assumes everyone is hanging around to get a promotion (not true). He assumes people care more about a company name than what they learn there (really, really not true). For a tirade against the continuous flow of irrelevant advice from people like Jack Welch, read Ryan Heath.

Feeling Nostalgic How to Become a Boomerang Employee - Personal Branding Blog - Stand Out In Your Career

Feeling Nostalgic How to Become a Boomerang Employee - Personal Branding Blog - Stand Out In Your Career Not burning a bridge is taking on new meaning in the current job market as many companies are welcoming back former employees with open arms. With skill shortages and talent wars breaking out in many industries, companies are forced to overhaul their thinking. Consider this: a new survey of 1,800 human resources professionals by WorkplaceTrends.com and Kronos found that while close to half of respondents said they had a policy against rehiring former employees, 76% say they are more accepting of hiring boomerang employees today. Managers are on the same page, with close to two-thirds saying they would be more willing to bring back former colleagues. “There’s a new perspective,” among hiring managers, says Dan Schawbel, founder of WorkplaceTrends.com. “Companies realize that when hiring boomerang employees they get up to speed quicker.” While that’s good news for people wanting to get their old job back, it means increased competition for job seekers, even as the employment market continues to improve. According to the survey in the past five years, 81% of HR professionals said they received job applications from ex-employees. Of those, 40% said their company hired half of the former employees who applied. What’s more, greater than half of HR professionals and managers said they give high or very high priority to former employees that left professionally and amicably. For job seekers, their boomerang competition is going to come largely from millennials, based on WorkplaceTrends.com and Kronos’ survey, which found that 46% of millennials would consider going back to a former employer. That compares to 33% of Generation Xers and 29% of baby boomers. Increased competition when searching for a job is never good, but for those who are currently employed, this shift in thinking bodes well for their future employability. “Going back a few years, employers looked at the workforce in a broad way as opposed to person by person,” says Kronos Chief People Officer, Dave Almeda. “A growing understanding of individuals skills, talents and contribution in tough times,” is driving this. When times are good and companies are in hiring mode, they may not notice the slacker employee or the over achiever. But if a company is forced to do more with less, it will quickly see who is valuable to an organization and who isn’t. For employees who shine within an organization, the change in mindset means if they leave and want to come back it won’t be so hard. “High performing employees are going to be in good shape to approach the company when they to go back,” says Almeda. But for those that may have been less than productive or disruptive, the chances of getting hired back are going to be slim. Because of that, employees have to make sure they are behaving on the job and not burning a bridge by fighting with co-workers or supervisors, not meeting requirements and jumping ship in too short of a period of time. Having options when someone is looking for new employment is an enviable position to be in but in order to get there, employees have to make sure they are keeping in touch with their former colleagues and bosses. Thanks to the proliferation of social networks, both personal and professional, anyone who left a job in good standing will want to make sure they keep in touch. Making connections with ex-workers on LinkedIn and staying on top of what the company is up to will go a long way in helping if someone does decide to go back. After all a lot of the people who get hired come from referrals and if it’s from a current employee about a former one that’s even stronger. Ultimately how someone conducts themselves on the job will mean the difference between getting hired back and getting a rejection letter in the mail. Since millennials are the most likely to job hop and come back, making an impact before moving on to greener pastures is important for boomeranging. “Boomerang employment is not an entitlement,” says Almeda. “There is a minimum set of requirements that the employees need to meet. You have to have the right relationship with the company. It can’t be a short stop over.”

Writing Resume Tense

Writing Resume TenseIt is not only the perfect writers who fail to understand the importance of writing resume tense. Why? If you understand the concept behind it, then you will realize how crucial it is to keep the words flowing when trying to write resume. Here is a brief explanation on the subject.Resume is a document that you present to potential employers at your job interview. The job you apply for and the qualifications you have been documented in this document. It is basically the concise version of your entire career, showing all your accomplishments and achievements. So, when writing a resume, you want to make sure you capture all your strengths and achievements.But, what if you are not certain of your skills and abilities when applying for a position, or what if your resume doesn't get a positive response from your prospective employer? You can choose to present it at an offsite interview, which is a great way to fine tune it and turn it into a great resume. But, what if y our prospective employer is very particular about resume? This means you have to know how to tweak it properly to ensure that you come out with a better resume.Resume tense is the process of controlling the flow of information in the resume. There are different types of resume tense, each with their own benefits and limitations. Let's take the two most common resume tense formats, chronological and functional. We shall look at the advantages and disadvantages of each.Chronological - This type of resume focuses on the events, people and things that happened 'earlier' than the present. For example, if you graduated from college before September 2020, this would be a chronological resume. It will discuss your educational achievements and your academic background as well. When writing a chronological resume, it is important to stay clear and concise.Functional - Functional resumes focus on the activities and functions that you do throughout your career. For example, if you were a self-s tarter, this would be a functional resume. Your chronological resume will show your academic achievements. However, if you were someone who was the driving force behind the development of a certain project, this is where functional resumes shine.You should know that you should not rely entirely on your resume template to help you tweak it to perfection. This may seem obvious, but the best way to learn how to write resume the right way is to work with professionals who have been writing resumes since years. Take advantage of these free online resume help to create your resume in the manner that works best for you. The most effective resume writing service knows exactly how to take your resume to the next level.To be able to know the best format for your resume, you need to find out how your resume will tie in with the final outcome of your job application. Do you need to boost your competitive edge? Or will you just want to capture your career history?

Utilizing the Power of Informational Interviews - CareerAlley

Utilizing the Power of Informational Interviews - CareerAlley We may receive compensation when you click on links to products from our partners. A lot of job applicants are far too reliant on the traditional but deceptive tactic of applying for jobs sendinginas many applications to as many companies as you can. A successful job search day is defined by the number of job applications you submit. Whatever that magical number might be is up to you 10? 20? 30? Thats a lot of job applications. This might come as a shock to some, but this method is inherently flawed. The reason? Everyone else is doing it. That means that for each job application, there could be as many as 250 applications next to yours. This also means theres a massively high likelihood that there are a large number of applicants that are probably more qualified, more available, and more competitive than you. Instead of fighting all week to raise your chances of getting hired from 1% to maybe 5%, lets just cut to the chase. Its time to try a different method. Informational Interviews You might have already heard of this term, but the vast majority of job applicants, especially those coming out of college, have no idea what this means. And therein lies the advantage your competition is largely minimized, leaving you with a farbetter chance of getting hired. Simply put, an informational interview is simply a meeting between 2 professionals where a certain industry, job, or field is discussed to provide a better idea about that certain industry, job, or field. Lets say you really want to become a screenwriter, but have no idea what it takes or even what an average day looks like you just know that you like screenwriting. Well, instead of applying to the top 40 screenwriting companies within a 25 mile radius, you schedule an informational interview with a professional screenwriter over lunch or coffee. Note: this is not a job interview; its an informational interview. This means that youre going to come prepared with a series of questions about the screenwriting field. A primary reason of this meeting is to find out more about the field in question. However, youll also be gaining an edge that you could otherwise not get anywhere else youll have gotten a professional connection in the industry youre interested in. Suddenly, youve jumped to one resume in a stack of hundred to a friend of the manager. (Note: have an online profile/landing page for yourself it makes you look more professional.Nick Gholkar, student and athlete, is a great example of this). If the interview goes well (remember: this is not a job interview), the business professional you met with just might refer you to someone else in the industry who might be able to help you more. The best case scenario (which actually happens more than you might think) is that they may even let you know about a job that is not listed anywhere else. Think of the size of your competition now you just went from 1 in 250 to 1 in maybe 3 or 4. Dont get stuck in the routine of relying on the job forums as your primary means of getting a job. While this method might work, and I encourage you to keep trying and build your resume, utilize the power of the informational interview. The benefits are endless youll get a better understanding of the industry, youll make a professional business connection, and you might even walk away with a job offer. This is a Guest post. If you would like to submit a guest post to CareerAlley, please follow these guest post guidelines. Good luck in your search. Joey Trebif

Effective Skype Interview Tips - Sterling Career Concepts

Effective Skype Interview Tips Effective Skype Interview Tips Skype interviews are gaining in popularity. They hold the convenience of a phone interview while allowing the interviewer to physically meet the candidate. Skype interview tips: Google Image 1. Dress as if youre going to a face-to-face interview. 2. Turn on your camera and consider what is showing in the background. Try to keep it as neutral and professional as possible.   Pay attention to possible glare from windows. Close blinds and drapes if possible. 3. Locks dogs, cats, or other pets in another room, preferably out of earshot.   Turn off the ringer on your land and cell phones to avoid an awkward interruption.   Make sure there is no radio or television noise in the background. 4. If theres any chance that someone might ring your doorbell or knock on your door, place a sign Interview in Process. Do not disturb. (This may be helpful in roommate situations.) 5. Sit straight up maintain good posture again, as if you were in a face-to-face interview. 6. Maintain a professional Skype name, just as you would the email youre using for your job search correspondence. Need assistance with interviewing techniques? Call or email Laurie today! Email:Laurie@SterlingCareerConcepts.com Phone: (201) 573-8282