The inaugural Staples Advantage Workplace Index uncovered several unconventional ways to attract and retain millennial employees. Here's what it revealed.
The Staples Business Advantage Workplace Index 2016 found that 70% of U.S. office workers and managers work 40+ hours per week, not to get ahead but to catch up on work. 65% say their workplace contributes to stress, and 50% seek new jobs as a result. The report provides tips for employers to create inspiring work environments through office design that increases productivity and creativity, wellness programs, up-to-date technology, and flexible schedules to help avoid burnout.
The inaugural Staples Advantage Workplace Index found that an overwhelming majority of employees are happy. However, keeping employees happy is a job in itself. Here are eight surprising facts about employee happiness that show why keeping employees happy is serious work.
The document discusses the top 5 workplace trends for 2014: 1) flexibility and co-working, 2) emphasis on employee wellness, 3) customizing workspaces, 4) sustainability, and 5) bringing your own device (BYOD) to work. It provides details on each trend, such as the growth of freelance work and benefits of flexible work arrangements for creativity and productivity. The document also discusses trends like aging baby boomers, growing millennial workforce, and increasing numbers of women in the workplace. It emphasizes that different workstyles require a variety of workspaces and that sustainability improves business reputation and engagement.
Staples fifth annual flu survey shows the gap between what employees know and what they do when they are sick, plus more surprising flu survey results.
The document discusses how measuring employee engagement through frequent pulsing (e.g. monthly or quarterly surveys) and evaluating the results in real time can help organizations reformulate their future. It provides examples of companies that use real-time people data to identify engagement issues, empower managers to take quick action, and optimize strategies. The document advocates that real-time measurement of employee engagement is now essential for organizations to understand drivers of engagement and develop tailored solutions to keep employees engaged.
This document discusses industrial efficiency, defining it as maximizing output with minimum resources. It outlines elements that contribute to efficient industrial structures like employee morale and communication. It also lists eight stages of industrial efficiency including identifying ethical frameworks and explaining sales strategies. The document emphasizes that efficiency is important for factors like economic growth and development. It contrasts efficiency with effectiveness and provides models and guidelines to improve efficiency among employees and organizations.
Why happiness at work is a serious business - Nic Marks speaking at NixonMci...NixonMcInnes
On the first Friday of every month we ask a speaker to join us for our team meeting. We drink beer, we eat crisps and we invite in new ideas, new people and new possibilities.
In December we were delighted to be joined by TED speaker, well-being researcher and creator of The Happy Planet Index - Nic Marks from Happiness Works.
Nic's company provide science-based online tools that instantly give organisations of any shape or size the power to change into happier and more productive workplaces. He'll spoke to us about the science behind the serious business of happiness.
The Staples Business Advantage Workplace Index 2016 found that 70% of U.S. office workers and managers work 40+ hours per week, not to get ahead but to catch up on work. 65% say their workplace contributes to stress, and 50% seek new jobs as a result. The report provides tips for employers to create inspiring work environments through office design that increases productivity and creativity, wellness programs, up-to-date technology, and flexible schedules to help avoid burnout.
The inaugural Staples Advantage Workplace Index found that an overwhelming majority of employees are happy. However, keeping employees happy is a job in itself. Here are eight surprising facts about employee happiness that show why keeping employees happy is serious work.
The document discusses the top 5 workplace trends for 2014: 1) flexibility and co-working, 2) emphasis on employee wellness, 3) customizing workspaces, 4) sustainability, and 5) bringing your own device (BYOD) to work. It provides details on each trend, such as the growth of freelance work and benefits of flexible work arrangements for creativity and productivity. The document also discusses trends like aging baby boomers, growing millennial workforce, and increasing numbers of women in the workplace. It emphasizes that different workstyles require a variety of workspaces and that sustainability improves business reputation and engagement.
Staples fifth annual flu survey shows the gap between what employees know and what they do when they are sick, plus more surprising flu survey results.
The document discusses how measuring employee engagement through frequent pulsing (e.g. monthly or quarterly surveys) and evaluating the results in real time can help organizations reformulate their future. It provides examples of companies that use real-time people data to identify engagement issues, empower managers to take quick action, and optimize strategies. The document advocates that real-time measurement of employee engagement is now essential for organizations to understand drivers of engagement and develop tailored solutions to keep employees engaged.
This document discusses industrial efficiency, defining it as maximizing output with minimum resources. It outlines elements that contribute to efficient industrial structures like employee morale and communication. It also lists eight stages of industrial efficiency including identifying ethical frameworks and explaining sales strategies. The document emphasizes that efficiency is important for factors like economic growth and development. It contrasts efficiency with effectiveness and provides models and guidelines to improve efficiency among employees and organizations.
Why happiness at work is a serious business - Nic Marks speaking at NixonMci...NixonMcInnes
On the first Friday of every month we ask a speaker to join us for our team meeting. We drink beer, we eat crisps and we invite in new ideas, new people and new possibilities.
In December we were delighted to be joined by TED speaker, well-being researcher and creator of The Happy Planet Index - Nic Marks from Happiness Works.
Nic's company provide science-based online tools that instantly give organisations of any shape or size the power to change into happier and more productive workplaces. He'll spoke to us about the science behind the serious business of happiness.
How Experienced Workers are Re-energizing the WorkforceAARP
The document discusses how experienced workers aged 50+ are becoming increasingly important to the workforce. By 2022, workers aged 50+ will make up 35% of the workforce, increasing 62% since 2002. Employers value the experience, institutional knowledge, problem-solving skills, and reliability that experienced workers provide. Surveys find most employers believe experienced workers are valuable assets for training, mentoring, and addressing skills gaps. The document encourages experienced workers to recognize their strengths and rethink opportunities to remain engaged in the workforce.
Leadermaker is a new app from Newsafe Leadership Solutions that aims to address low worker engagement through a behavior-based approach to leadership development. Traditional leadership training focuses on skills and traits but does not translate to everyday habits or provide useful data. Leadermaker provides short, ongoing tutorials to teach proven leadership behaviors, supports continuous learning as users adopt new habits, and uses learning algorithms to show the impact of different behaviors on engagement. The goal is to maximize worker engagement through practical leadership development focused on action rather than abstract skills.
Employee Disengagement Is a Disease: Ten Stats You Should Know about Today’s ...Prysm
This new data exposes why employee disengagement has grown to pandemic proportions, costing companies billions in lack of productivity and employee turnover.
Startup Istanbul 2016 / Betül Genç - Country Manager RegusStartup Istanbul
The document discusses how flexible working is becoming more common and important. It finds that home workers feel lonely and want opportunities to interact with other professionals. Technology advances like mobile devices and apps have enabled employee mobility and new forms of communication. Businesses are adapting by allowing flexible work arrangements to increase productivity and employee satisfaction. Regus is helping by building a global network of workspaces and services in over 3,000 locations to support flexible and remote workers.
11 Statistics That Should Scare Every ManagerElodie A.
Every manager’s worst nightmare is having employees that aren’t engaged. Here are 11 statistics that should scare every manager.
Content by Officevibe, the simplest tool for a greater workplace!
Learn more:
www.officevibe.com
Read our blog:
www.officevibe.com/blog
Rally Your Team to Productivity (Work-from-Home Hacks)ethelkatrina
This document outlines three key things that employees need to be productive while working remotely: clarity, trust, and connection. It provides specific strategies for providing clarity such as stating priorities simply and leading by example. To build trust, it recommends sharing information and showing vulnerability. Fostering connection involves finding ways for employees to feel like they belong such as encouraging mentorship. The document concludes by proposing an action plan for the next month to recalibrate targets, hold an all-hands meeting, and establish check-ins to coach employees.
#AdobeSummit - 3 Ways to Break Through the Silos Killing Your Marketing and C...Workfront
Presentation Deck from #AdobeSummit Speaking Session S951 - 3 Ways to Break Through the Silos Killing Your #Marketing & #Creative Teams - with T-Mobile, Adobe, & Workfront - 3 proven methods to master modern marketing work!
Mindapples is an organization that provides education and training on mental health and well-being. They offer masterclasses, management training, and bite-sized e-learning courses covering topics like stress management, motivation, decision-making, and more. Their goal is to help people understand how the mind works and make the most of their mental abilities in life and business through public events, publications, and training programs.
Employee Onboarding : Statistics you need to knowElodie A.
Learn everything you need to know about employee onboarding and how to ensure that each new hire is successful with this complete guide.
Content by Officevibe, the simplest tool for a greater workplace.
Read more on our website:
https://www.officevibe.com/employee-engagement-solution/employee-onboarding
Download your free checklist of the perfect onboarding:
http://bit.ly/2jVcIzO
Chek our product!
https://www.officevibe.com/
The document discusses the importance of measuring the right metrics and using analytics to focus on what is important for the organization. It recommends measuring leading indicators to focus on activities connected to objectives, using values and behaviors to guide decision-making, and unlocking the link between people and performance to help the organization's future success. Measuring and analyzing the right data about employees can improve performance, engagement, and decision-making.
As companies and corporations continue to explore the topic of employee engagement, it is important to understand why it is so important. What are the benefits? More importantly, what is the PAYOFF to employee engagement?
The document discusses improving employee engagement to increase company profits. It reports that only 30% of American workers are currently engaged at work, while 20% are actively disengaged and 50% are not engaged. Poor employee engagement costs US companies between $450-550 billion annually. Companies with highly engaged workforces have lower costs, fewer defects and accidents, higher earnings per share, and better financial performance overall. The document advocates for improving manager effectiveness through coaching and focusing on employees' strengths to boost engagement.
BetterWorks CEO Kris Duggan kicks of Goal Summit 2016 by diving into the day's theme: Build a Legacy. Find out what it takes to build a lasting legacy for your organization.
Analysis of what people analytics can’t capture by jyotsana manglaniJyotsanaManglani
Big data analytics and personality tests have limitations in predicting employee job performance and success. While correlations can be found in large data sets, some may not truly indicate what makes a good employee. The metrics and questions used to analyze the data are important, and past performance evaluations from those who know an employee's work are also valuable. Simply meeting targets could destroy workplace culture, so managers should focus on both goals and employee well-being. Performance alone does not guarantee a good leader or identify who should be retained by an organization.
Goal Summit 2016: The Science Behind Effective Teams at GoogleBetterWorks
Ever wonder what factors play into turning a group of individuals into an engaged, high-performing team? In this session from the BetterWorks Goal Summit 2016, Google's VP of People Operations Prasad Setty dives into Google’s best practices and recent research on the driving forces behind team effectiveness. You’ll walk away with practical applications and ideas for your own organization.
The document presents a model that identifies seven factors that influence workforce performance, with four factors being external to the performer including the physical environment, tools, cognitive support, and organizational systems and processes, and three being internal including inherent ability, skills and knowledge, and incentives. The model is adapted from previous research and is intended to show that most improvement opportunities, around 80%, are from factors external to the individual performer.
intllab.com - Motivation on job satisfactionintllab.com
This research focus on identifying patterns of job satisfaction and motivation among IT employees, to investigate the relationship between motivation and job satisfaction among IT employees as well as to identify significant categories of motivation that have strong influence on job satisfaction for IT employees
The document discusses the hidden dynamics of change in the workplace and why it is relevant for leadership. It defines hidden dynamics as factors that are always present but not always obvious, and how human behavior at work can be complex and irrational. The company Plum Consulting's approach is to help leadership pay attention to these hidden dynamics, acknowledge them, address them, and augment them to work more successfully with change.
Cognitive Fitness and the Mature Workforce: Opportunities and ChallengesSharpBrains
This document summarizes a presentation on cognitive fitness and the mature workforce. It discusses how lifestyle factors and training can help protect the ability to learn in older adults, though learning may be slower in completely new areas. It also notes that age alone is not the best predictor of cognitive performance, and that cognitive fitness is an emerging issue for human resources departments to address.
How Experienced Workers are Re-energizing the WorkforceAARP
The document discusses how experienced workers aged 50+ are becoming increasingly important to the workforce. By 2022, workers aged 50+ will make up 35% of the workforce, increasing 62% since 2002. Employers value the experience, institutional knowledge, problem-solving skills, and reliability that experienced workers provide. Surveys find most employers believe experienced workers are valuable assets for training, mentoring, and addressing skills gaps. The document encourages experienced workers to recognize their strengths and rethink opportunities to remain engaged in the workforce.
Leadermaker is a new app from Newsafe Leadership Solutions that aims to address low worker engagement through a behavior-based approach to leadership development. Traditional leadership training focuses on skills and traits but does not translate to everyday habits or provide useful data. Leadermaker provides short, ongoing tutorials to teach proven leadership behaviors, supports continuous learning as users adopt new habits, and uses learning algorithms to show the impact of different behaviors on engagement. The goal is to maximize worker engagement through practical leadership development focused on action rather than abstract skills.
Employee Disengagement Is a Disease: Ten Stats You Should Know about Today’s ...Prysm
This new data exposes why employee disengagement has grown to pandemic proportions, costing companies billions in lack of productivity and employee turnover.
Startup Istanbul 2016 / Betül Genç - Country Manager RegusStartup Istanbul
The document discusses how flexible working is becoming more common and important. It finds that home workers feel lonely and want opportunities to interact with other professionals. Technology advances like mobile devices and apps have enabled employee mobility and new forms of communication. Businesses are adapting by allowing flexible work arrangements to increase productivity and employee satisfaction. Regus is helping by building a global network of workspaces and services in over 3,000 locations to support flexible and remote workers.
11 Statistics That Should Scare Every ManagerElodie A.
Every manager’s worst nightmare is having employees that aren’t engaged. Here are 11 statistics that should scare every manager.
Content by Officevibe, the simplest tool for a greater workplace!
Learn more:
www.officevibe.com
Read our blog:
www.officevibe.com/blog
Rally Your Team to Productivity (Work-from-Home Hacks)ethelkatrina
This document outlines three key things that employees need to be productive while working remotely: clarity, trust, and connection. It provides specific strategies for providing clarity such as stating priorities simply and leading by example. To build trust, it recommends sharing information and showing vulnerability. Fostering connection involves finding ways for employees to feel like they belong such as encouraging mentorship. The document concludes by proposing an action plan for the next month to recalibrate targets, hold an all-hands meeting, and establish check-ins to coach employees.
#AdobeSummit - 3 Ways to Break Through the Silos Killing Your Marketing and C...Workfront
Presentation Deck from #AdobeSummit Speaking Session S951 - 3 Ways to Break Through the Silos Killing Your #Marketing & #Creative Teams - with T-Mobile, Adobe, & Workfront - 3 proven methods to master modern marketing work!
Mindapples is an organization that provides education and training on mental health and well-being. They offer masterclasses, management training, and bite-sized e-learning courses covering topics like stress management, motivation, decision-making, and more. Their goal is to help people understand how the mind works and make the most of their mental abilities in life and business through public events, publications, and training programs.
Employee Onboarding : Statistics you need to knowElodie A.
Learn everything you need to know about employee onboarding and how to ensure that each new hire is successful with this complete guide.
Content by Officevibe, the simplest tool for a greater workplace.
Read more on our website:
https://www.officevibe.com/employee-engagement-solution/employee-onboarding
Download your free checklist of the perfect onboarding:
http://bit.ly/2jVcIzO
Chek our product!
https://www.officevibe.com/
The document discusses the importance of measuring the right metrics and using analytics to focus on what is important for the organization. It recommends measuring leading indicators to focus on activities connected to objectives, using values and behaviors to guide decision-making, and unlocking the link between people and performance to help the organization's future success. Measuring and analyzing the right data about employees can improve performance, engagement, and decision-making.
As companies and corporations continue to explore the topic of employee engagement, it is important to understand why it is so important. What are the benefits? More importantly, what is the PAYOFF to employee engagement?
The document discusses improving employee engagement to increase company profits. It reports that only 30% of American workers are currently engaged at work, while 20% are actively disengaged and 50% are not engaged. Poor employee engagement costs US companies between $450-550 billion annually. Companies with highly engaged workforces have lower costs, fewer defects and accidents, higher earnings per share, and better financial performance overall. The document advocates for improving manager effectiveness through coaching and focusing on employees' strengths to boost engagement.
BetterWorks CEO Kris Duggan kicks of Goal Summit 2016 by diving into the day's theme: Build a Legacy. Find out what it takes to build a lasting legacy for your organization.
Analysis of what people analytics can’t capture by jyotsana manglaniJyotsanaManglani
Big data analytics and personality tests have limitations in predicting employee job performance and success. While correlations can be found in large data sets, some may not truly indicate what makes a good employee. The metrics and questions used to analyze the data are important, and past performance evaluations from those who know an employee's work are also valuable. Simply meeting targets could destroy workplace culture, so managers should focus on both goals and employee well-being. Performance alone does not guarantee a good leader or identify who should be retained by an organization.
Goal Summit 2016: The Science Behind Effective Teams at GoogleBetterWorks
Ever wonder what factors play into turning a group of individuals into an engaged, high-performing team? In this session from the BetterWorks Goal Summit 2016, Google's VP of People Operations Prasad Setty dives into Google’s best practices and recent research on the driving forces behind team effectiveness. You’ll walk away with practical applications and ideas for your own organization.
The document presents a model that identifies seven factors that influence workforce performance, with four factors being external to the performer including the physical environment, tools, cognitive support, and organizational systems and processes, and three being internal including inherent ability, skills and knowledge, and incentives. The model is adapted from previous research and is intended to show that most improvement opportunities, around 80%, are from factors external to the individual performer.
intllab.com - Motivation on job satisfactionintllab.com
This research focus on identifying patterns of job satisfaction and motivation among IT employees, to investigate the relationship between motivation and job satisfaction among IT employees as well as to identify significant categories of motivation that have strong influence on job satisfaction for IT employees
The document discusses the hidden dynamics of change in the workplace and why it is relevant for leadership. It defines hidden dynamics as factors that are always present but not always obvious, and how human behavior at work can be complex and irrational. The company Plum Consulting's approach is to help leadership pay attention to these hidden dynamics, acknowledge them, address them, and augment them to work more successfully with change.
Cognitive Fitness and the Mature Workforce: Opportunities and ChallengesSharpBrains
This document summarizes a presentation on cognitive fitness and the mature workforce. It discusses how lifestyle factors and training can help protect the ability to learn in older adults, though learning may be slower in completely new areas. It also notes that age alone is not the best predictor of cognitive performance, and that cognitive fitness is an emerging issue for human resources departments to address.
The document discusses the process of designing and planning benefit programs. It outlines the key steps as determining goals and objectives, assessing and selecting benefits, designing the benefits package, and monitoring the plan. It provides details on selecting benefits such as assessing legal requirements, competition, employee needs, and costs. Flexible benefit plans that allow employees to choose options are also covered. The document discusses ways to reduce costs such as cost sharing, changing health plans, adjusting time off policies, and outsourcing benefits administration. Overall monitoring of benefits and responsiveness to changing needs is emphasized.
The document summarizes 12 visions for the workplace of the future from a design competition. It describes concepts like flexible and mobile workspaces, collaborative areas, sustainable designs, and technologies that foster connectivity and wellness. The winning submission involved organizing workspaces into vertical zones with microclimates for customizable temperatures and using technologies like solar panels and touchscreens.
The document discusses reasons for companies to provide employee benefits. It states that benefits help attract and retain top employees, can be seen as socially responsible, and provide an intelligent way to pay employees through tax advantages. It also notes that most employees value maintaining their health benefits over receiving cash. Additionally, it introduces an independent benefits advisor who can shop the market to find clients the best package at the best price.
For the second year in a row, Business Interiors by Staples and Metropolis Magazine hosted a design competition that invited design visionaries to submit concepts that depict how the workplace will change in the next 10-15 years.
The document discusses employee benefits and services. It provides definitions and examples of benefits like paid time off, health insurance, retirement plans. It explains that benefits are used to attract, retain, and motivate employees. The document also covers factors that influence benefit decisions, common types of benefits, and some potential issues with benefits programs.
The document discusses misunderstandings about Millennial workers and preferences. While companies think Millennials want different things, the study found they are similar to non-Millennials in many ways. Both value work-life balance, competitive pay, and career goals. Millennials may want more frequent feedback but share common goals overall. The document urges moving past stereotypes to understand real generational differences and meet all employees' needs.
Millennials. Ready or not, here they come.
Otherwise known as Generation Y, those born between 1982 and 2003 are a force whose dominating presence and behavior (everywhere, but especially in the workforce) will define American life and culture in the next decade and beyond...
To get the most out of the millennials (or anyone for that matter) try the following:
- Hire those who fit your unique culture
- Understand their goals
- Solicit and listen to their ideas
- Ask what they would like to get out of their career and then make it happen
- Lead and mentor, don’t hand hold
- Loosen up and nurture fun
And most importantly, like with all employees, it's imperative to make sure that millennials feel valued in the workplace.
Take the Work-Life Quiz: Know what you need to know to be effective
How do you stack up on key work-life knowledge? Do you know the cutting edge information about work-life topics such as workplace flexibility, health and wellness or culture change initiatives? How can you create effective work-life efforts that meet the unique needs of your organization as part of your total rewards strategy? Take the work-life quiz to learn the fact-based information needed for success. Understand misconceptions and erroneous assumptions that challenge common wisdom. This presentation will provide critical work-life research and statistics to assist you to create effective work-life strategies as well as communicate the benefits of these initiatives to employees, managers and senior leaders. The work-life strategy of RSM McGladrey will be featured including their successful approaches to solve difficult work-life problems and situations.
For more information go to: http://www.bentley.edu/prepared They're about to be the largest workforce in US history, but are they ready for the 21st century workplace? And is it ready for them? In our ongoing PreparedU Project, Bentley university looks into the mind of the millennial to find inspiration and opportunity.
In 2019, amid the current political and economic landscape, the North American workforce is seeking stability. Just 35 percent of employees plan to look for a new job according to data from a new study by Achievers, down drastically from 74 percent when asked the same question last year...
An examination of happiness levels amongst UK workers in various industries, with focus on which types of businesses have the happiest working environments, how businesses can promote happiness amongst their employees and how to avoid a culture of 'forced fun'.
Accenture Getting To Equal 2020 Research Presentation accenture
Accenture's new gender equality report explains differing perceptions on inclusive workplace culture & how leaders can drive a culture of equality. Read more.
Myths exaggerations and uncomfortable truths executive reportSyl Cotter
The document summarizes research from a study comparing the preferences and behaviors of Millennials (aged 21-34), Gen X (aged 35-49), and Baby Boomers (aged 50-60) in the workplace. The research debunks five common myths about Millennials. Myth 1 is that Millennials' career goals are different, but the study found they want similar things. Myth 2 is that Millennials want constant praise, but they value fairness most in bosses. Myth 3 is that Millennials are addicted to sharing online, but they prefer face-to-face learning and respect boundaries. Myth 4 is that Millennials can't decide without crowdsourcing, but they and Gen X
30 fact Shocking Stats About OrganizationalGrafic.guru
Many employees are disengaged or actively looking to leave their current jobs. Only 21% feel strongly valued at work and just 42% think their organization has a strong culture. The top reasons for disengagement are lack of growth opportunities and feeling undervalued. Highly engaged employees are much less likely to want to leave their company than disengaged employees. Improving engagement through better supervision, involvement in decisions, and valuing employees can help reduce turnover and increase productivity and profits.
Making the Shift to a Hybrid Working Model: Are You Ready?Daggerwing Group
The votes are in and inevitably a majority of organizations will be shifting to some version of a hybrid working model in the latter part of 2021 / early 2022. In the rush to dust off office desks and prepare for a more collaborative, yet safe, working space, many leaders might be overlooking some of the crucial factors to make the transition smooth, and provide a productive and inclusive working environment for all employees once you get there. Additionally, leaders will need to think about how to encourage the optimal culture to drive productivity, managers will need to adopt different techniques to manage a distributed workforce, and employees will need to reassess how capable they are in thriving in this new world.
Dois terços dos Millennials desejam deixar até 2020 as organizações onde trabalham atualmente. As empresas devem ajustar-se às melhores formas de fomentar a lealdade dos Millennials, sob o risco de perderem uma elevada percentagem da sua força de trabalho.
In the fifth annual Millennial Survey, Deloitte uncovers what tomorrow’s leaders think of business today. With two-thirds of Millennials expressing a desire to leave their organization by 2020, businesses must adjust how they nurture loyalty among these young leaders. http://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html
Workers in the automotive sector feel less happy and meaningful in their work compared to 2012. They are more focused on financial rewards and more likely to be in contract/temporary roles. While many have changed jobs in the past year, most intend to change jobs again this year and actively look for opportunities even when happy in their current role. This indicates a deeper frustration with their work rather than mere dissatisfaction. Providing a sense of progress and meaning can help increase worker satisfaction and retention. Few workers who change jobs are truly satisfied by their new role as the job often differs from expectations or lacks advancement opportunities. Finding the right fit between workers' interests and jobs is important for engagement. Workers value flexibility, transparency from managers, and
This document provides facts, figures, and practical advice about Millennial careers from workforce experts. It summarizes research on 19,000 Millennials across 25 countries. Some key findings:
- By 2020, Millennials will make up over a third of the global workforce. They are optimistic about their careers but expect to work longer than previous generations, with many expecting to work into their 70s or until death.
- Millennials plan to take career breaks for various reasons like childcare, education, or leisure. They see careers as waves rather than ladders and prioritize work-life balance.
- American Millennials work long hours, with 23% working over 50 hours per week.
Millennials (a.k.a. Generation Y, or those born between 1982-2004 ) now comprise the largest generation in the workforce. In fact more than a third of all American workers today are Millennials.
You’ve probably already hired Millennials and will be hiring more. But don’t expect them to stay long. Millennials are twice as likely as 30-somethings to leave a job after just three years, and this gap will only widen with age.
See the infographic on what to expect – and be prepared for – with your growing Millennial workforce.
Hay group -_how_to_stop_your_talent_taking_flight_guideMuhammad Usman
This document discusses how organizations can retain their talent as job markets improve globally. It identifies five key factors that drive employee commitment: 1) Confidence in leadership and direction, 2) Room for growth, 3) A fair exchange of compensation for contributions, 4) An enabling environment for success, and 5) Employee authority and influence. The document provides analysis showing global employee turnover is expected to increase sharply starting in 2014 as economies strengthen. It then offers specific strategies organizations can implement to address each of the five retention factors and secure the long-term commitment of their workforce.
skills are in strong
Financial Services sector
Other sectors
29%
More workers in Financial
Services felt that personal
growth and advancement
was they key issue in
deciding whether to take
one job over another.
Financial Services sector
Other sectors
1) A survey found that workers feel less happy and meaningful in their work compared to the previous year, and are more focused on financial rewards. They are also more likely to be in temporary or contract roles.
2) Most workers are constantly looking for other job opportunities and frequently think about quitting their current job, even if they are otherwise happy. This constant job-hopping is driven more by frustration than mere dissatisfaction
The document discusses the need for new leadership approaches to engage and retain younger generations in the workforce. As the large Millennial generation enters the workforce, leaders must understand how to motivate them. Millennials expect flexibility, meaningful work, feedback, and work-life balance. They also seek fun work cultures with opportunities for growth. Effective leaders will link business strategy to talent management, creating an employee value proposition that appeals to Millennials and other emerging generations.
Similar to Nontraditional Ways to Attract and Retain Millennials (20)
3 Simple Steps To Buy Verified Payoneer Account In 2024SEOSMMEARTH
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Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
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Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...my Pandit
Dive into the steadfast world of the Taurus Zodiac Sign. Discover the grounded, stable, and logical nature of Taurus individuals, and explore their key personality traits, important dates, and horoscope insights. Learn how the determination and patience of the Taurus sign make them the rock-steady achievers and anchors of the zodiac.
How MJ Global Leads the Packaging Industry.pdfMJ Global
MJ Global's success in staying ahead of the curve in the packaging industry is a testament to its dedication to innovation, sustainability, and customer-centricity. By embracing technological advancements, leading in eco-friendly solutions, collaborating with industry leaders, and adapting to evolving consumer preferences, MJ Global continues to set new standards in the packaging sector.
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
2. Share Five Unconventional Ways to Motivate Millennials
2
The Staples Business Advantage Workplace
Index uncovered several unconventional ways
to attract and retain millennial employees.
Here’s what it revealed:
4. Millennials value flexibility in when and where they work.
4
Over half of all millennials (52 percent)
work from home after the standard work
day is done, compared to only 39 percent
of all U.S. office workers. Given this, it is no
surprise that millennials say more flexibility
will improve their happiness (49 percent)
and their productivity (59 percent).
6. Office perks promote a positive workplace culture.
6
One in five millennials define a good work
culture as a place that offers incentives and
perks, and 46 percent say more office
perks would improve their happiness.
8. Eco-friendliness appeals to altruistic millennials.
8
Eco-friendly practices in the workplace can
provide benefits not only for the
environment, but for recruiting millennials
as well. When making an employment
decision, half of all millennials say an eco-
friendly company is important, compared to
only 35 percent of the broader workforce.
10. Millennials want an improved breakroom and encouraged break time.
10
Over a third of millennials (34 percent) say
they feel like they can’t take a break
because of guilt, compared to only 22
percent of all U.S. office workers. However,
over half of millennials (62 percent) say
having a break time to refresh would
increase their productivity.
12. Trust in leadership & relationship with direct manager is important.
12
One in five millennials report that their direct
manager motivates them to do their best
work, and over a third (35 percent) note that
strong leadership defines a good work
culture. In addition, nearly one third of
millennials (28 percent) say feeling
appreciated contributes to their loyalty and 26
percent say recognition motivates them to do
their best at work.
14. Unconventional benefits are here to stay.
14
The majority of millennials (70 percent)
expect to be in a management position in
the next five years, compared to 48 percent
of the broader workforce. We expect these
nontraditional benefits to continue to
become more prominent.