Fight Ageism At Work
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Are you an ageist employer? You may be if you tend to hire only young people, or start showing employees the door once they hit their late 40's. Keep your workplace inclusive by being alert for ageist bias. Here are some ways to prevent being an anti-Boomer.
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This document discusses employee involvement, which is essential for total quality management. It covers motivation, teamwork, training and mentoring, recognition and rewards, feedback, empowerment, and effective communication. Motivation theories like Maslow's hierarchy of needs and Herzberg's two-factor theory are explained. The benefits of teamwork include achieving more dramatic results and making the best use of each member's skills. Training and mentoring are ongoing and help employees understand their roles and responsibilities as well as learn new skills. Effective communication in an organization must flow upward, downward, and horizontally.
Career planning
Career planning is defined as an ongoing process of developing human resources to achieve optimal results. It involves exploring interests and abilities, strategically planning career goals, and creating future work success through designing learning and action plans. Effective career planning ensures a better match between personal goals and realistically available opportunities in an organization. It focuses on areas that offer psychological success beyond just vertical growth. Providing developmental job assignments, mentoring programs, and opportunities for learning and development can help organizations achieve improved employee and business performance outcomes through increased employee ability, motivation, and opportunities.
Motivation
This document provides guidance on how to motivate employees in 3 key areas:
1) Understanding individual needs and priorities to align employees' goals with the business. This includes giving employees responsibility, freedom to choose goals, and acknowledging different motivations like recognition or new challenges.
2) Building trust and teamwork through open communication, praise for achievements, and treating employees as partners rather than using fear or blame.
3) Helping employees develop skills and providing support that matches their competence, from clear instruction to coaching to trusting independent work. The overall goal is engaging and retaining talented staff.
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Fight Ageism At Work
- 1. Employer & Recruiter Tip FIGHT AGEISM IN YOUR WORKPLACE By Barbara Jaworski
- 2. . 1 WHAT IS AGEISM?
- 4. It’s obvious when an employee, having marked his or her 25-year milestone at the company, suddenly starts having their work criticized by their boss or is told that their skills no longer match the job
- 5. It’s not uncommon to see older employees who are suddenly assigned work well below their positions to nudge them toward the door, or to see hiring practices skew toward younger applicants
- 8. 2.3 PROMOTIONS, NEW HIRES AND WORKPLACE PROGRAMS Promotions And New Hires Organizations have to demonstrate their commitment to an age-inclusive workplace by promoting the most qualified and most capable candidates – whether those candidates are 35 or 65. Employees have to see that the best and brightest are being hired – regardless of age Workplace Programs Workplace activities must be seen as inclusive. A company family picnic, mentoring programs and lunch ‘n’ learns on juggling parenting and career are great – for the under 40s. Consider adding things of interest to older workers into the mix – retirement planning, elder care and networking meet and greets
- 9. more on this topic: Ageism in the Workplace more Employer/Recruiter/HR advice: http://hiring.monster.ca/hr/hr-best-practices.aspx join us on: