Creating a productive work environment for the Millennials

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If estimates prove right, the Millennials will make up fifty percent of the American workforce by 2020-21. The arrival of the Millennials –those born in the 20-22 years starting 1982 –has coincided with the eruption of new technologies that are a first of their kind. The growth and widespread use of a myriad of personal devices and the social media have come about simultaneously with the coming of age at which the Millennials have joined the workforce. This being a generation with nearly no forerunners in the sense that they bring ready and profound and sometimes surplus knowledge of technology; the workforce of this generation brings its distinctiveness and uniqueness.

If organizations have to derive benefits from the productive and inventive capability of this generation, they need to get a proper and in-depth understanding of the unique characteristics and features that this bunch brings to the American workforce. In this aspect lies the key to making the kind of changes and adjustments that will help organizations accommodate the Millennials at the workplace. If organizations are casual in this important factor; they end up depriving themselves of what could be a potential beneficial partnership with the Millennials.

A learning session on handling Millennials at the workforce

TrainHR, a very well-known provider of professional trainings for the human resources industry, will be organizing a webinar, at which learning on all that it takes to understand the ways and peculiarities of the millennials at the workforce will be offered. Dr. B. Lynn Ware, CEO and President, Integral Talent Systems, Inc., and an Industrial/Organizational Psychologist and thought leader, will be the speaker.

The teaching that the participants of this webinar will learn is summarized in the following:

  • Understanding what it takes to hire Millennials at the workforce
  • Ways of creating a Millennials-friendly work environment
  • Building an employment image branding to accommodate the new workforce
  • Revamping strategies to include all that the Millennials at the workforce consider necessary for development.

Want to understand in what way your organization can harness the potential this new workforce brings? Then, just visit TrainHR

to see how you can leverage the abilities Millennials carry into your organization.

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Five easy steps to hiring and retaining Millennials at the workforce

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Dr. Ware will explain the five easy steps for retaining Millennials at the workforce. This is the result of a comprehensive study she carried out to explore how millennials view the workplace and what motivates them to change jobs. Frequently quoted aphorisms in corporate circles, “employees leave managers, not companies” may not necessarily be true with the Millennials.

All these point to the fact that Millennials have to be approached and dealt with differently if their abilities have to be utilized by the managements. HR professionals and senior managers will derive enormous benefits from this webinar on Millennials at the workforce.

In the course of explaining the dynamics of Millennials at the workforce, Dr. Ware will cover the following areas:

  • The most important job factors for attracting and retaining early career talent
  • Employment branding strategy and messaging for Millennials
  • Career support strategies that work for Gen Y employees
  • Use of integrated talent management technology for Gen Y self-service career development
  • Use of gamification platforms for career development
  • Use of mobile toolkits for career development applications
  • How to teach Gen Ys to navigate their careers
  • End-to-end career development ecosystems
  • What to do about career development if there are no advancement opportunities
  • The trendsetters Case studies from tech companies in California; what they are doing to attract and retain early career employees.

 

When it comes to employee burnout; prevention is better than cure

 

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Employees have to be fresh in the mind, motivated and energetic if they have to be productive. Employees whose talents are recognized by the organization are more fired up about their job. They are likely to be more innovative, more creative and more loyal.

On the other hand, pressurizing the employees and stretching them beyond the point of their endurance threshold leads to burnout. In fast paced work environments in which everything needs to be accomplished at short notice under quick deadlines, employees are constantly under pressure. Employee burnout is a major issue for organizations.

When the focus is only on accomplishing the goals within the set deadline and on nothing else, all the energies that the employees expect to put on their creative fulfillment get diverted towards meeting task requirements and completing them within deadlines.

Organizations that are under pressure to have work completed from their employees, because they face stiff competition devote a lot lesser time to employee development and wellbeing than they should be doing. As a result of too much pressure all the time, employees experience and display these typical symptoms of burnout among many others:

  • Feeling edgy and tense at work
  • Getting upset at the smallest of provocations
  • Coming late to office
  • Feeling sick
  • Become more and more petulant
  • Experiencing low drive at work
  • Feeling no pride or happiness at engaging in their work

Employees facing burnout are detrimental to organizations

Employee burnout is a serious issue for organizations because they end up losing their star performers.  Highly talented workers need to be given a variety of challenging tasks from time to time; failing which they can get bored very fast and can burn out quickly.

Is there a particular class or section of the workforce that is more prone to burnouts? Statista.com found out during a survey it carried out in 2015 that the Millennials are most likely to be stressed to a point of experiencing burnout. This class of employees was followed closely by those of Gen X.

This is a serious piece of statistics for the American economy, because it is estimated that the Millennials will make up about half of the entire American workforce by 2020. When such a major emerging workforce is already feeling burnt out; it means that something needs to be done urgently about burnout at the workplace.

If this is bad news; the worse news is that while the Millennials and the Gen-Xers are the most vulnerable to employee burnout; they are by no means the only ones. Other employee groups are not far behind.

Understand the ways of dealing with employee burnout

How do organizations deal with such a major issue as employee burnout? This is the topic a highly valuable and pertinent webinar from TrainHR, a leading provider of professional trainings for the human resources industry, will be offering. Jan Triplett, who is the CEO of the internationally recognized Business Success Center and is an entrepreneur, author, speaker and small business activist, as well as a frequent keynote speaker on business growth models, funding and pricing strategies, alliance building, personnel management, and sales processes, will be the speaker at this webinar.

To benefit from the experience that Jan brings into this topic, please register for this webinar by visiting TrainHR

 

Early recognition is important

The key to dealing with employee burnout is to take recourse to the old adage, “prevention is better than cure”. It is easier and much more sensible to prevent employee burnout than to deal with it once it actually seeps in. It is thus important for everyone concerned, such as leaders, managers, HRs and others related to employee wellbeing, to recognize the signs of employee burnout early enough to spot it and take early preemptive action than to allow it to grow and become a full-blown problem that comes in the way of employees’ work life and personal lives.

Jan will highlight how to recognize the early warning signs of employee burnout. She will suggest not only how to deal with employees who are prone to burnout and the ways of dealing with it; she will also show how to see the signs in one’s own self and take remedial actions. She will cover the following areas at this webinar:

  • What research tells us about who is at risk and why
  • Creating a company Burnout Plan that includes identification, addressing burnout, and prevention procedures
  • Implementing the Plan – timeline, expected results, budget management
  • Getting “buy in” from the top to the bottom of the organization
  • Tracking and Evaluating the Plan
  • Adjusting the Plan.

 

Time management is a strong indicator of organizing skills

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For any worker from a member of the sub staff to the CEO; time is of critical importance. A CEO may have complex tasks to perform and take the kind of crucial decisions that take a difference to the organization’s destiny, and a sweeper or a cleaner may be required to perform tasks that are within his own realm of specialization. While the skillsets may vary greatly; one common factor between the workers at any levels is the amount of time and bandwidth at their disposal.

Every human being is given the same 24 hours in which to accomplish their duties. One skill that is as important as the core skills that each worker comes with is the ability to manage time efficiently. This is an extremely important function which can impede the efficiency and effectiveness of the most talented and intelligent workers. When people are hard-pressed for time, their tasks get extended. As a result, pressure builds up. When pressure builds up, it leads to stress, which could considerably bring down efficiency and productivity. It is necessary for people at all levels to work hard, but is even more important for them to learn the art of working smart.

Managing tasks more efficiently in the given time

All these make it imperative for workers and professionals at all levels to understand how to manage time effectively. The trick lies in enjoying the task, but at the same time, keeping a tab on the time spent for each task or activity. This aspect has to be taken care of if workers have to control time, rather than let it control them.

This essence of time management is going to be the content of a highly educative and entertaining webinar from TrainHR, a leading provider of professional trainings for the human resources industry.  Chris DeVany, who is the founder and president of Pinnacle Performance Improvement Worldwide, a firm which focuses on management and organization development, will be the speaker at this webinar.

To understand the techniques for leveraging your time and achieve optimal results at work, just register for this webinar by visiting http://www.trainhr.com/control/w_product/~product_id=701709?wordpress-seo

A number of tools for controlling time

This webinar will explain various tools and techniques for time management. Chris will describe how planning can be a very major step towards time management and for clarifying objectives. Delegation is an important method of time management, too. Chris will explain how effective delegation will help in time management. Delegation needs to be done properly, or else it could have the inverse effect. When a task is delegated to the right person, the results can be spectacular, but when done wrongly, can be disastrous, leading to just that the delegator wanted to avoid.

Chris will also take up other important tools and techniques that will go a long way in helping in time management: Setting up group goals and priorities, eliminating the time wasters, handling interruptions and distractions, refusing to take up unreasonable demands, focusing and redirecting efforts towards attending only the most important, most productive and most useful tasks, ensuring that the professional has enough “me time”, and implementing the strategies for improving one’s concentration, which is a sure means to increasing efficiency.

Given the importance and relevance of this topic, professionals in all major positions in which time is absolutely important, such as CEO’s, Senior Vice Presidents, Vice Presidents, Executive Directors, Managing Directors, Regional Vice Presidents, Area Supervisors and Managers, will find this session highly useful and valuable.

Chris will cover the following areas at this webinar:

  • Self-Evaluation: How Do You Manage Your Time
  • Concentration and Focus
  • Planning to Succeed
  • Decision Making and Prioritizing
  • Getting Organized
  • Establishing Boundaries to Create Balance
  • Setting SMART Goals.

Equal Employment Opportunity (EEO) is an Important Shield Against Discrimination in the Workplace

Organizations are bound by the EEOC. If they have to be compliant with employment regulations, one of the most important things to do is to adhere to the EEOC.

Equal employment opportunity is a prominent hallmark of Affirmative Action in the US. The Equal Employment Opportunity Commission (EEOC) came into being to ensure equal employment opportunity in the US. Such recognition is all the more prominent in this multicultural country, whose organizations attract people from all over the world.

First, What is Equal Employment Opportunity?

Equal Employment Opportunity (EEO) and Affirmative Action

It is an employment practice that is guaranteed by a Federal legislation, theEqual Employment Opportunity Act (EEO). Passed under Title VII of the Civil Rights Act of 1964; the EEO prohibits an employer employing 15 persons or more from discriminating against any person seeking employment, on the basis of these five factors:

  • Race
  • Sex
  • Color
  • Nationality of origin
  • Religion

Related legislations

A few supplemental statutes have been added to strengthen the provisions of the EEO. These include:

  • Vietnam Era Veterans Readjustment Assistance Act of 1974
  • Americans with Disabilities Act (ADA) of 1990
  • Age Discrimination Act
  • The Rehabilitation Act
  • Genetic Information Nondiscrimination Act of 2008
  • Employment Non-Discrimination Act, which is yet to be passed by Congress

5 attributes for employee assistance program

An Employee Assistance Program (EAP) is a program that an organization implements to ease some of the personal problems faced by its employees. An employee assistance program is largely voluntary, in that it is not mandatory either for organizations to implement it, or for very employee to avail it.

employee assistance program - TrainHR

According to the Employee Assistance Professionals Association, here’s what to look for:

  1. 24/7 phone response. Seek out providers that have trained counselors on duty answering a toll-free phone line at all times. Avoid EAPs that require users to navigate an elaborate phone tree before reaching a counselor.
  2. Confidential services. Licensed, professional counselors should deliver assessments and face-to-face counseling sessions in safe, private and confidential offices. Make sure there are enough counselors in your area to deliver timely services in both urgent and nonurgent cases.
  3. Referral support and follow-up. The EAP should assist employees by providing referrals for long-term or specialized care based on assessed needs, recommended treatment and employees’ financial resources. The EAP should provide follow-up and ongoing support for employees.
  4. Crisis intervention. Will EAP counselors come to your facility if there’s an emergency, such as an incident of workplace violence? Good EAPs can provide counseling for traumatized employees. They can also help management coordinate emergency-response plans.
  5. Substance abuse expertise. Given their disproportionately great impact on the workplace, drug and alcohol abuse problems often represent the bulk of EAP cases.

Performance assessment has to be SMART

In simple terms, performance assessment is the assessment of an employee’s performance during a period of time. Usually –although not necessarily –done once a year; a performance assessment is a major indication of what the employer thinks of an employee’s work. It is a determinant in pay raises, because most appraisals are carried out after a performance assessment.

The SMART approach

Organizational behavior experts propound the SMART approach to performance assessment: Specific outcomes, Measurable (How often? How well?), Attainable and Agreed upon, Relevant and Realistic to the department and employee, and Timeliness of accomplishment.

Quality should be the yardstick

The most important criterion of a performance assessment is quality. Nothing speaks of an organization more or better than the quality of its goods and services. So, the quality that an employee delivers at work should be the first measure for performance assessment, since this is what helps the organization produce the quality that is required for competing in the market.

True, targets are important, but no quantity of work is useful unless quality goes into it. Even in fields like sales and marketing, where everything is judged by numbers; quality is important because finding a few good quality customers is more important than selling to customers who will be forgotten the next day. So, for performance assessment to be fair, the quality of work the employee delivered is the most important benchmark.

Fairness

This is a very important aspect of a performance assessment. Both management and HR should be completely fair and unprejudiced when carrying out a performance assessment. Fairness means giving the devil its due. It is quite natural to fall prey to some prejudged attitudes about employee behavior, but nothing should come in the way of a proper performance assessment. If an employee performed exceedingly well, but the management does not like his attitude to work, performance assessment should be understood for what it is –a performance, and not an attitude assessment. Attitude is important, but in the case of employees with sloppy attitude, the assessment has to be of a different nature.

Reference:

http://www.unh.edu/hr/sites/unh.edu.hr/files/pdfs/employees-role-in-performance-assessment-process.pdf

Contact Details
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