Generational differences are no secret. In fact, they make for good entertainment in many workplaces. Boomers don’t understand Millennials and Gen Z and vice versa. All grew up with different political climates and events forming different mindsets and behaviors. Despite the many differences, having a diverse, multigenerational workplace is actually a great thing. Different viewpoints make for different voices, different ideas, and different emphasis. Millennials and Generation Z are the next big up-and-comers in the workforce. By 2025, Millennials will make up almost 75% of the total workforce. This will make for a dramatic shift in scenery, but the changing of the guard is inevitable. These youngest generations are the future, so it is important to learn about them, how to communicate with them, and understand where their values lie. Check out the infographic to get a good look at what makes Millennials and Gen Z tick.
A great boss is hard to come by. Anybody who has worked a few jobs can easily tell you what they loved or hated about their previous places of work. Most often, their bosses have the greatest impact on their review. 58% of people would rather have a great boss than a bump in salary. That is saying something. Who doesn’t want a higher salary? It goes to show you that our social desires for connection are quite prominent. Individuals who enjoy their boss work harder, stay longer, and often become great ambassadors for the company to newer employees. Having good leadership skills is imperative. Check out these habits of highly effective leaders. Whether you are currently in leadership or are working toward it, it is never too early or too late to start improving. You and the people around you will appreciate your work!
2021 is off and running. With a new year comes new budgets, new goals, and new timelines, and with all those elements usually comes stress. There are many different ways work can be stressful. For some, there is too much to do and too little time. For others, it is just the opposite. It could be you don’t feel your career is going anywhere, or perhaps you have a rough relationship with your supervisor. Whatever the reason, no one enjoys the feeling of excessive stress. Here are some ways you can relieve the burden and cope within your workplace.
It has been an odd year to say the least. COVID19 has changed how we live life and how many of us work. With cases drastically climbing, this fall may easily turn into another work-from-home session for many companies to help keep employees safe and community Corona cases down. Working remotely can prove quite challenging for some teams. Keeping up morale, production goals, and a smooth workflow takes more time and concerted effort when working remotely. Make sure you incorporate these tips to make the transition as smooth as possible for your team.
Many employees dread their one-on-one performance meetings, but oftentimes that is due to feeling that they have no voice, are misunderstood, or that management doesn’t really care. This is a waste of time for a company all around. So how can you make sure these meetings are fruitful not only for your employees but management as well? Realize these meetings have a great purpose. This is not only time for top-down communication, but also communication from the bottom-up. Your employee should be allowed and encouraged to express their highlights and lowlights, what they believe is or isn’t working, and what their goals and desires are of themselves and their roles. People want and need to feel valued and are the heart of every organization. Make sure your company is taking advantage of these tips to make your meetings more productive and meaningful for everyone.
At times, producing and achieving growth in the workplace can seem complicated, even daunting. Often we find ourselves chasing abstract theories to increase sales or production, but really, getting back to the basics is all it takes. Have you ever heard of the additive effect? It’s a scientific concept emphasizing that each element of a compound has a unique role and it’s own added value in predicting an outcome. Basically, each piece is critical in order to get the desired outcome, so how is this concept applied to the professional world? Many studies have found the key elements to achieve significant natural growth in the workplace are effective managers, talented employees, an engaged workforce, and an environment built around employee strengths. Check out these key concepts to see what changes you can make in your company to naturally grow your revenue.
Have you ever worked on a dysfunctional team? Morale and production are usually pretty low and watercooler chatter tends to only kindle the negative environment. It’s not enjoyable for anyone and is detrimental to a company. Luckily, with a little TLC, teams can turn from lackluster to brilliant functioning units. Check out these 10 ways to make your team stronger and more successful than ever.
Internal communication is an essential function in every company. Without efficient communication, executive decisions and direction never make it to employees, and progress stalls. In companies of any size, middle management is often responsible for communicating strategy from executives to their direct reports. If the direction that is given by upper-level management is miscommunicated, the manager in the middle may pass incorrect or misguided instruction, delaying progress. This plight of the middle manager is often called the frozen middle.
This delay in transferring information can impact company success and cause frustration for employees. So what can a middle manager do if they get stuck in the frozen middle? JobHero outlines some of the best ways for managers to tackle this communication issue. From providing upward and downward feedback to identifying communication gaps, managers can learn to thaw the frozen middle and propel their company forward.
According to Gallop, millennial employee engagement is at a dismal 30%. They define engagement by an employee’s enthusiasm and commitment to their work. That means the other 70% of employees are either not engaged or actively disengaged. Those are pretty staggering figures, and those figures have a direct impact on the success of their corresponding workplaces. What can companies do to change this? The company-employee interaction must change for the better if workplaces want to save hard earned revenue from being wasted by constant turnover and less than fruitful work hours. Check out the infographic below describing the major contributors to employee satisfaction.