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June 04, 2008

From Growing Up Online to Disconnected at Work!

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A Frontline news and video report on kids growing up online is a must see. What struck me about the chapters is that something was missing. What was missing? What happens when these hyper-connected kids, who have grown up online enter the workforce? How do we keep them engaged?

We are already seeing it today. Managers are struggling with Gen Y – the most tech-savvy generation that has ever entered the workforce. But, we are now facing Gen Z – the iGeneration. And frankly, if your work environment is struggling with Gen Y – you might as well forget about being able to engage Gen Z unless you radically change the way you are operating!

These kids are always on the Internet. They have five windows open at once and are talking to three people at the same time. They are living their lives online and use the Internet and social networking sites to connect with their friends. In fact, the Internet and social networking sites like MySpace and Facebook are the hub of their social life. Now imagine they enter the workplace. They are used to being online. They want to be entertained and have immediate access to information. They want to create, to have their views listened to. And yes, they want to connect constantly to their friends during working hours!

Yet, far too many companies are still operating in the same way they did in the 1970s – restricting access to the Internet and the hub of their social life -facebook and MySpace. They continue to communicate with type written memos, boring newsletters, procedural documents. They aren’t creative and often default to the leadership hierarchy for innovative ideas.

Is this relationship between the iGeneration and the working world doomed before it even starts?

Only time will tell. Companies must start the process of changing how they operate and how they engage their employees - now, before it is too late. They must figure our ways to keep their employees connected, creative and passionate. And, if they continue to think of ways to restrict these employees – we believe that the relationship between the new online generation and the traditional working world will be guaranteed to be a rocky one.

Our advice - in looking at engaging your employees - segment your employee population by generation to ensure that you are doing the right things and deploying the right strategies to engage the online generations!

 

 

 

Posted by Judy McLeish at 10:36 AM | | Comments (1) | TrackBacks (0)

May 16, 2008

Shaky Personal Finances Can Impact Job Performance

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For the first time since 1993, the percentage of people who say their finances are very or fairly secure falls below 60%, the survey shows – according to Abigail Goldman at the Los Angeles Times.

According to the article, nearly 2 out of 5 people say the state of their personal finances is fairly shaky or very shaky, the poll found. And for the first time since 1993, the percentage of people who said their finances were very or fairly secure fell below 60% -- to 57%, said Times Poll Director Susan Pinkus. 

"Anything below 60% is sort of like a warning sign of what's coming next," Pinkus said. "It paints the picture of a very grim, weakened economy that is affecting how people are going to spend."

This doesn’t bode well for corporations as well. Why? Stress over money can affect job performance.

Financial problems can impact performance in the workplace. What should employers be prepared for?

Lower productivity.

  • Money worries have been linked to absenteeism and productivity issues, as employees deal with collection calls and increase their personal calls.
  • It can also spur turnover, as employees in need of more money looks for new jobs.
  • Or employees are less productive as they are stretched by keeping up more than one job to pay bills.
Health problems.
  • Employees feeling stressed over money can be more prone to high blood pressure, weight gain and insomnia, which impact both their health and their performance at work.
Employers should think of ways to help employees that are feeling financial stress. Here are some tips for Managers:
  • Watch for employees who are struggling with their day-to-day tasks.
  • Provide assistance programs to help employees through difficult times – counseling, education seminars, coaching services.
  • Show empathy and tolerance for those in difficult situations.

Let us know your thoughts!

 



 

 

Posted by Judy McLeish at 10:56 AM | | Comments (0) | TrackBacks (0)

March 16, 2007

Predictive Success

Knowing that the "right" employees are critical to the success of any company, we have partnered with Predictive Success. What is Predictive Success? Predictive Success helps clients win/drive/grow their business each day through enabling companies with an accelerated focus on their most important asset -- their people. They have a number of tools including PI, which is a tool used to predict, describe and measure the work behavior and potential of individuals and groups at all organizational levels.

Posted by Judy McLeish at 10:41 AM | | Comments (0) | TrackBacks (0)