Here are the top motivations for people in 4 career stages

Here are the top motivations for people in 4 career stagesHere are the top motivations for people in 4 career stagesIndependent public relations and communications company Padilla recently released the Engage by Stage Research Report, breaking down employees into four distinct career stages - namely, Newbie, Sophomore, Tenured, and Sage,showing what factors motivate each group the most.The research found that two in five workers were completely disengaged from their workdistributionspolitiks. It also found that alignment between personal and company values was the key driver to spark engagement.The report hammered home that even though two workers are close in age, they might be in different stages, so they should be catered to differently.Julie McCracken, senior director in Padillas Employee Engagement group, commented on the research in a statement.Overall, to ensure all employees are and remain engaged, organizations must have a compelling vision and mission that is shared, embra ced and brought to life in the workplace, she said. However, it doesnt happen overnight. Its a long-term commitment and strategic undertaking that needs leadership backing and support.SMS Research Advisors, Padillasindependent market research firm,surveyed 1,500 employees for the research.Here are just a few things you need to know about each group.What drives newbiesNewbieswere employees with a maximum of three years the their company - the average age was 34, and this group was made up mostly of millennials.A few of their main motivations were to pick up new skills or gain new knowledge (59%), to feel pride in having accomplished a task or output a job well-done and to contribute to your organizations overall mission or goals (both 56%, respectively). Public recognition for accomplishments was the least popular choice at 20%.What keeps sophomores goingSophomores have four to seven years at their employer, and the average age was 38.At this career stage, employees pay more attent ion to ethics, transparency and honest communications, expect more frequent communications from supervisors and place the highest value on work-life balance, according to the report.Of sophomores top motivations, being deeply satisfied with a work outcome stood at 63% and to prove to yourself that you could accomplish certain tasks was at 59%. Public recognition for achievements was on the low end of the spectrum at 22%.Some of the things sophomores struggle the most with are having money for the most important aspects of life and putting away money for retirement (both at 50%) and paying off student loans or debt, at 29%.What motivates the tenured crowdThe tenured group has 8-10 years at their employer under their belt, and the average age was 42.Among the top motivations were to contribute to your organizations overall mission or goals (58%) and feeling good about an achievement (56%).Fifty-two percent said putting money away for retirement was the toughest challenge they face.Wha t keeps the sage group goingAs the group with the longest amount of time put in at their employer, people in this category have worked at their company for a minimum of 11 years. The average age was 50, with baby boomers (ages 53-72) being the largest demographic.Among the top motivators were feeling good about getting something done (63%) and making it personally clear that you can do certain tasks (58%).Putting enough money away for retirement also weighs heavily on those in the sage group, with 52% choosing it as their biggest challenge. Conversely, chances to advance their careers and staying up-to-date in workplace trends were both 22%, respectively.What employees at all stages largely shareThe report also went into what people in all career stages ranked similarly in terms of having the most impact on how engaged they were at the office.One of the top three for company values was encouraging a positive workplace culture. The most preferred management style was a collaborative approach, while people liked the delegator the least. One of the top two preferred team styles was small teams, but with individual tasks.People are more alike than different, but its human nature to overemphasize differences, the report says. When creating an employee engagement program, choose to focus on allgemein gltig truths or foundational concepts across your employee population, and then customize to meet the needs of specific employee groups.

Make Seasonal Hiring Easier and More Efficient

Make Seasonal Hiring Easier and More EfficientMake Seasonal Hiring Easier and More EfficientMake Seasonal Hiring Easier and More Efficient Rossheim, Senior Contributing WriterAny season may be the season of your discontent if you dont take care to source, hire and onboard seasonal workers who represent the best that your business has to offer.Many pitfalls plague employers that must supplement their full-time staff for the summer, for tax season, or for any other portion of the year when business peaks. Most of these troubles stem from a failure of the companys leadership to devote energy and resources to assembling an optimal seasonal workforce.Are you willing to take a fresh look at your seasonal operations to binnensee where you might improve your staffing? Consider these 11 approaches to fielding superlative workers when the annual rush is on.Dont assume that high unemployment will make your seasonal hiring a cinch. In fact, weve experienced pockets of the country where it was v ery difficult to hire, says Jennifer Lemcke, chief operating officer of Weed Man USA,a lawn-care franchisor. Its been hard to hire in Detroit. Michigan has very high unemployment the catch for seasonal employers is that extensions of Federal jobless benefits have made many Michiganders eligible to collect for up to 99 weeks, reducing the motivation to find work, according to Mark Perry, a professor of economics at University of Michigan in Flint.Use sourcing channels that offer a high yield of candidates who only want seasonal work. Youll make better seasonal hires faster if you can mine rich veins of candidates who just want to work for the season. We have tapped into graduating university studentswho are taking time to figure out what they want to do, says Lemcke.If your seasonal staff is large, dedicate substantial resources to successful onboarding. Giving seasonal employees the sink-or-swim test could hurt your bottom line at seasons end. One of the fruchtwein common mistakes i s throwing seasonal hires on a sales floor with minimal training or onboarding, viewing them as a way to fill a schedule rather than as company representatives to serve your customers, says Nels Wroe, partner and product director at SHL Group, a vendor of talent-assessment tools.Take time to ensure that job descriptions for seasonal hires are accurate, complete and up-to-date. We have clients using job descriptions that are four or more years old, says Wroe. Consider asking the author of the job description to spend a few hours shadowing an employee in the relevant position. Your customers wont forgive poor service simply because its rendered by a seasonal worker.Consider tools for high-volume hiring and screening. If youre hiring for hundreds or thousands of seasonal positions, youll probably benefit from talent-management systems. ur candidates have doubled or tripled over the last few years, so we need tools to manage the flow, says Kyle Martin, manager of talent acquisition at V ail Resorts Management Companyin Broomfield, Colorado. Wroe says that with seasonal hires, you have a very limited window to get a return on your hiring investment. Assessments let you select workers who will get up to speed more quickly.Hire for attitude as much as aptitude. Most seasonal work is about being flexible and getting up to speed quickly, rather than bringing to bear an elaborate skill set. All of our training is so in-depth we dont necessarily need someone with experience, says Lemcke. Were looking for dependable workers who emphasize safety and customer focus, says Martin.Give preference to same time, next year candidates. If youre able to select for candidates most likely to return for another season, do so itll streamline your hiring next year.Dont shortchange HR and related processes for seasonal employees. You may be tempted to save short-term costs by bypassing some HR processes for seasonal employees. This can bring you trouble on many fronts, from fielding conf used workers to running afoul of labor laws. So keep your seasonal workers on your regular HR platform, and disseminate systems and knowledge to branch offices that are hiring for the season. We supply franchisees with information on how to interview and evaluate candidates, with orientation and training programs, and with all the forms theyll need, says Lemcke.If you use staffing vendors, consider giving just one an exclusive for your seasonal hires. Staffing agencies may be swamped filling the seasonal needs of many clients at once. If you promise one agency all your business, they may be more willing to go the extra mile to bring you the best seasonal workers.Dont assume that all your seasonal hires are just for the season. Many of your seasonal workers will never be candidates for permanent positions, but some of them may be. Tag potential permanent hires early on, keep close tabs on their performance, and at the end of the season, evaluate their fitness for full-time employment .Dont neglect your end game. Never assume that your workforce will remain intact through the season it most likely wont. No matter how much we plan, we still have to hire some people toward the end of the season, says Lemcke. Consider structuring compensation to reward seasonal workers for staying as long as you need them. Our lawn-care technicians get a bonus based on production if they complete the season, Lemcke adds.

Be a Part of Telework Week February 14 18, 2011

Be a Part of Telework Week February 14 18, 2011Be a Part of Telework Week February 14 18, 2011Teleworkers, unite The Telework Exchange is organizing National Telework Week 2011, a nationwide effort to encourage agencies, organizations, and individuals to pledge to telework on February 14-18, 2011. Whats the point of a week dedicated to telecommuting? The Telework Exchange hopes that it gives employers and employees a chance to see for themselves the benefits of teleworking.Being part of telework week is a great way to learn about important telecommuting benefitsOperational efficiencies, sustainability, and real estate savingsWorkforce productivity and continuityAttracting new talent and retaining a knowledgeable workforceWork/life balanceCommuter cost savings, reduction of traffic, greenhouse gas emissionsAnd if you want some specific numbers related to telecommuting benefits, Undress for Success and the Telework Research Network say that Telework Week offers millions in savings an d they back that up with some thrilling and inspiring numbers.According to them, if the 41 million Americans with telework-compatible jobs worked from home for JUST ONE DAY during National Telework Week, U.S. savings would total $772 million including$494 million in commuter costs$185 million from 2.3 million barrels of oil saved$93 million from 775 fewer traffic accidents423,000 tons of greenhouse gas- the equivalent of taking 77,000 cars off the road for a yearSo lets hear it Are you planning to telecommute, for a day or a week, between February 14-18, 2011? At, were already a team of telecommuters and we encourage employees and employers to give telecommuting a chance. As mentioned above, 41 million American workers have telecommute-compatible jobs. Are you one of them?Check out Undress for Success and the Telework Research Network, who are partners with, for more excellent telework information and research. And check out the Telework Exchange, founders of National Telework Week for more info on the big event.And if you dont have a telecommute-compatible job, check out our latest telecommuting job listings- all are pre-screened and legitimate work at home jobs. You dont have to worry about sifting through ads or scams at, ever.

Will 2017 Spur Your Employees to Seek New Opportunities

Will 2017 Spur Your Employees to Seek New Opportunities Will 2017 Spur Your Employees to Seek New Opportunities Were a couple of months into the new year, and many people have abandoned their resolutions already. However, theres one resolution that might stick and its one that employers should pay attention to.According to a WorkSphere survey from Spherion Staffing, 62 percent of American workers are planning to make changes in their professional lives. While some of these people are looking to change jobs or careers, others want to improve their performance, earn more money, or departure their own businesses.Although the new year is a common benchmark Americans use to hit refresh, 62 percent of those who have a resolution for 2017 to find a new job or career have considered doing so for more than a year, according to our survey, says Sandy Mazur, division president for Spherion Staffing. This year, the top three factors that have workers considering a career change include higher pay (56 percent), a desire to try something new (45 percent), and better work/life balance (44 percent).Perhaps unsurprisingly, given their reputation for job hopping, millennials are experiencing professional wanderlust at a rate of two-to-one.Millennials are most motivated to take on a new professional endeavor in the New Year in fact, 22 percent plan to find a new job in 2017, compared with 11 percent of overall workers who plan to do the same, Mazur says. Nearly three-quarters of millennials who plan to start a new job or career in 2017 cite a salary increase as their primary influence.While employers should certainly keep an eye out for talented employees who show signs of jumping ship soon, the good news is that they dont need to worry about mass employee restlessness. According to Mazur, 72 percent of workers who do not plan to find a new job or career in 2017 attribute their decision to being satisfied with their current work arrangement.Politics Raise New ConcernsIn the 20 16 election, theRepublican Party gained not only the White House, but also majorities in both houses of Congress. This means the economic climate of the U.S. is likely to change dramatically from the standards of the past eight years. Employees are not unfazed by this 20 percent of WorkSphere respondents said the election impacted their professional plans for 2017.For many Americans, a top concern any time a new president is elected is the economy and how potentially changing policies will influence business operations, Mazur says.A third of the workers surveyed said they were more worried about the economy and its impact on their careers than they were this time last year.This sentiment may be attributable to workers outlook on the incoming presidents economic platform, or it may be a byproduct of the general uncertainty that typically comes with any major change in government, Mazur says. As a result, some workers who may be interested in changing jobs or careers could potentially wait and see what happens in Washington before making any serious moves.Despite the uncertainties surround the current political situation, many workers remain optimistic about the future of the workplace. Spherion found that 60 percent of workers feel their jobs will still be relevant in five years. Another 22 percent of workers said they were interested in pursuing a second job or starting a side business, which Mazur says is a sign of confidence for the future.Scratching the New Year ItchTo get in front of employees who may do something drastic as they try to scratch their new year itch, executives need to be prepared to meet the demands of their workforces.Making more money (28 percent), taking more vacation time (19 percent), and improved work/life balance (19 percent) are among the top career-related resolutions for 2017, so employers may consider reevaluating their most valuable employees compensation structures, tweaking vacation policies or modifying the culture around tak ing vacation, and offering more flexible schedules to help employees achieve more balance in their work and personal lives, Mazur says.When asked about their overall resolutions, workers indicated that exercising more (55 percent), eating healthier (54 percent), and traveling more (34 percent) were alsotop priorities for 2017.These are areas employers might consider folding into the workplace, Mazur says. Employers should consider offering options that meet these goals, such as a wellness program or sabbatical programs that allow extended time off for travel.There are many ways to engage employees to improve retention, and every business must find out what its workforce wants. Whatever a company decides, the sure bet is that doing nothing will empower workers to chase those new year dreams possibly to your organizations detriment.

The Undisputed Truth About Resume Template Word Free That the Experts Dont Want You to Know

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The Ultimate Manual to Design Resume Template

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