HRCleanUp

Friday Fun Facts

Windy or NIMBY?

If a windmill were proposed near my home, I'd...

• 75%, Embrace it
• 15%, Remain neutral
• 10%, Fight the thing

Source:  Boston Business Journal, August 2008

Gobble Gobble

I have a woman in my HRIS course who is from Africa.  It is her first Thanksgiving and I couldn't help but think "this really is the best American holiday".  First of all, it is ours--sure the Canadians have one too but I'm pretty sure they were just copying us.  After all, the event took place right here in Massachusetts.  Second, you don't have to buy anything for anyone.  Finally, it is all about food and cocktails.  How can you go wrong?

I actually look forward to the exact same 10 news stories every year.  They include:

1. The number of calories in your Thanksgiving meal

2. Traffic on the turnpike

3. The fact that your local K-Mart is opening at 3 a.m. (don't get me started on that one)

4. Traffic at the airport

5. The local food bank handed out 20,000 turkeys

6. Traffic at the mall

7. The Smith family, who have had a tragic year, celebrate Thanksgiving with the Channel 7 news crew

8. Traffic at South Station

9. The Macy's Day parade

10. Traffic

But most of all, I look forward to giving thanks for the abundant in my life.  Great job, great friends, great partner, and great possibilities. 

HRCleanUp wishes all of you a wonderful Thanksgiving.  As you are sitting in traffic, take a deep breath and be thankful that you have a place to go.  Lots of people our there don't.

Jellies? Have you head about Jellies?

Workforce Management magazine had an article about groups of home workers coming together to brainstorm, share ideas, and reduce home worker isolation.  It was all started by a group of home workers who were feeling isolated and in need of community.  What they discovered is that at-home workers of different industries, levels, and areas of responsibility were coming together to help each other solve problems and just "hang around the water cooler".

Oh, and by the way, quite a bit of recruiting is going on.

I'm a huge fan of collaboration.  And, this is a really unique method of networking that I think is brilliant.  Your at-home workforce suddenly has access to ideas that are far broader than they could have come up with on their own.  And, it reduces the stress that is associated with working solo all day long.  Sure, we talk to our at-company colleague on the phone and via email or IM but there is something nice about actually being with like minded people. 

Working with like minded, interesting individuals is bound to increase idea power and productivity.  When you join a Jelly, you are joining, in many ways, an affinity group.  One without the negativity associated with so many people at work.

Imagine if you could select your coworkers.  A Jelly might be a great place to start.

Employee Disengagement is a Global Challenge

Level of Disengagement by Generation and Region

Country	Baby Boomers (1946-1964)	Generation X (1965-1977)	Generation Y (1978-1990)
Australia and New Zealand	13%	24%	25%
China*	--%	34%	33%
Continental Europe	18%	20%	28%
India	16%	12%	14%
North America	17%	20%	35%
Southeast Asia	16%	20%	35%
United Kingdom and Ireland	18%	22%	30%

*There were too few survey responses for Baby Boomers in China to include

There are some interesting observations that you can draw from the information above.  First, disengagement isn't a problem only in the United States...it is a global problem.  Second, the problem crosses generations. So, those boomers who preach "younger workers didn't have to pay the same dues as I did" are not totally preaching the truth but the numbers do show that younger workers are more disengaged.

What programs are you putting in place to improve engagement from all of your workers?  My company, Profiles International can help.  We focus on employee engagement, pre-hire selection, and leadership development.  We frequently start, however, with engagement.

Friday Fun Facts

New Grads

Percentage of class of 2008 reporting most important factors in accepting a job,2008

1. Compensation, 87%
2. Benefits,85% 
3. Challenging work, 68%
4. Social atmosphere, 53%
5. Supervisor who mentors, 52%
6. Flexible hours, 44%
7. Company's reputation, 34%
8. Travel opportunities, 29%

Source:  Accenture survey of 409 2008 graduates.

If you are under the impression that Salary and Benefits are unimportant to Gen Y, you're sadly mistaking.

Q & A with HRCleanUp

Hello HRCleanUp,
 
I hope all is well with you!  I am having an interesting issue at work and I was wondering if you had any advice.  Our VP of Strategy came to me today because he is having an issue with his Marketing Associates (20-somethings) and his Marketing Director (65).  The Director of Marketing purchased a number of blue cardigan sweaters with our company logo on them for all the female Marketing employees to wear at trade shows.  Now, you would think this would not be that bad...but the sweater is HUGE.  An extra small was way, way too big on me...and Im not tiny!  Needless to say the associates were not happy about this and complained to the VP about having to wear "old woman clothes".  There is a trade show next week and the VP asked my advice on communicating the views of the associates to the director, in a "PC" fashion.  I really could not think of anything that was particularly helpful and non-offensive to the director!  I looked on numerous websites and there is a lot of information about millenials vs babyboomers, but not advice on how to deal with a situation like this.  Id like to be able to go back to the VP and give him something that is useful.  Do you have any ideas?  I know you are probably laughing at this point, I was laughing about it too, but need to come up with some type of solution.  If you have any thoughts on this, I would greatly appreciate it!!

HRCleanUp Responds,

The VP made a huge mistake when he didn't bother to include his 20-somethings in the decision making.  I don't blame them one bit for not wanting to wear a sack sweater.  What if he told them to go with the sweaters for this next trade show.  Then, when they get back, he could task them with finding a replacement.  If they pick it, they have to wear it.  The costumes at a trade show really are important...how the company shows itself makes a difference.  Since they will all be at the trade show, they can do some initial research about what might work better.  On their breaks, they can cruise the trade show floor and report back ideas and suggestions and have fun as a team finding something new.  The VP can be a part of the process and have with the stealth research too.

Workplace Stress

I just saw on the news that an employee showed up at his former company's San Jose headquarters with a gun and shot several people including the CEO.  He was laid off the day before.  If you want to read the story, click here.

Most of you who read my blog regularly  know that I've done some work in the Outplacement world.  I've been a part of a notifier team and also on the service delivery side of the action.  The notifier part is always hard but the service delivery can be very rewarding.  It is interesting to think that there is a whole industry associated with helping companies lay people off.  How an organization manages layoff's is critical--if it is done right, with the right support, both the survivors and the impacted will be ok. 

In my opinion, the Outplacement component is critical.  Having people in place to "catch" the impacted is critical.  I'm guessing that person in San Jose had no support.  He left work, after being laid off, and felt that he had nothing.  Having Outplacment in place helps both the impacted and the workpiece survivors.  Most survivors are clearly worried about their former co-workers and knowing that they are going to be well taken care of can go a long way in getting the workplace back to "normal". 

So what should you do with this information?

If you are planning a workplace "action" keep in mind:

• Both the impacted and the survivors are going to need support.  Support both groups through outplacement. 
• Communicate to survivors that their former colleagues will be well taken care of--let them know about Outplacement and that it has been provided for all of them.
• Don't pretend that it didn't happen--denial never helped anyone.
• Never allow layoff's be become routine.  Layoffs should be hard on everyone.  You are playing with people's livelihoods.
• Don't expect either group to recover in 24 hours.  It takes time for both group to recover.

Our down economy isn't much fun.  Let's mitigate the stress and pain of RIFs as much as we can by supporting both of our impacted groups.

Friday Fun Facts

Turnover Cost

Industries reporting estimated costs of replacing an employee, expressed as percentage of previous employee's base salary and dollar cost, 2008 based on a survey of 245 companies from Salary.com:

• Biotechnology
  38% /$46,250
• Aerospace/defense            
  42% /$30,875
• Energy and utilities            
  31% /$28,512
• Retail and wholesale            
  47%/$27,545
• Manufacturing
  30%/$26,944

With costs this high, how can any employer not have a solid Job Fit assessment program in place?  It isn't a matter of "nice to have" it is a "must have".  Check out Profiles International.  We can help you solve your people challenges.

Veteran's Day

Unemployed Veterans

Unemployment rate for the 1.5 million veterans who have served in the armed forces since September 2001, by age, 2007.

Total, 18 years and over, 6.1%

• 18-24 years, 12.0%
• 25-24  6.0%
• 35-44, 2.8%
• 48-54, 2.1%
• 55-64, 6.2%

Source:  US Bureau of Labor Statistics

Do Work and Family Mix?

I just got back from a business trip to our corporate offices in Waco, Texas.  I noticed something...it seems that in a town like Waco, work and family are more intertwined than they are here in the metro northeast.  

For example, one of my co-workers had a baby shower.  I was so impressed with the care and love that went into many of the gifts.  And it wasn't just the co-worker that was involved.  Frequently it was the spouse of the co-worker.  For instance, one spouse grilled ribs for everyone.  Another spouse helped create a wall hanging of the baby's name.  Another spouse and her child helped make a beautiful baby blanket.  And the coordinator of the whole thing make a "cake" out of diapers stuffed with gift cards and other things a new baby will need (the picture here doesn't do Suzanne's "cake" justice!).

In all my years in urban corporate America, I've never seen this level of personal commitment to a co-workers.  And, let me tell you, the mom-to-be was overwhelmed by the outpouring of love and affection.

As you go about your business today, I'd like you to think about your co-workers.  Do you really know anything about them?  Have you ever asked?  Have you done something lately for one of them on a personal level?

If the answer is yes, good for you! If not, consider it.  It goes a long way in building a relationship.

And...Lynley, Congratulation...you're going to be a great mom!