TalentCulture #WorkTrends

2020 started a worldwide tsunami of turmoil with 2021 continuing the havoc of a pandemic and the insurmountable issues that accompany it. In this mix is the current state of the workforce and the toll the turmoil has taken on employers and employees.    Many employees have been forced to relocate their workspaces into areas previously used as home space. This along with the isolation of working remotely and adjusting to a new “normal” has taken a toll on many people. With this in mind, employers need to step up and be supportive in ways that may not have been a priority in the past.    Health and wellness has come to light as a priority and with that technologies that support in this way have been called upon to up their game with advanced ways of accessing health and wellness assistance. This uptick in demand has drawn the attention of employers and forced them to re-evaluate their current wellness benefits in lieu of advanced technology and more encompassing wellness programs. 

In general, women have had insurmountable obstacles to hurdle in the workplace, and the current state of the world has only added more challenges.    According to the 2020 McKinsey & Company Women in the Workplace report, researchers discovered that working women fared poorly under the challenges of Covid-19. They further report that women of color fared the worst of all, suffering from layoffs and furloughs. In addition, they followed the trend of female mobility in the workplace, and based on their findings, upward mobility for women was no better in 2020 than in 2015.    The bigger picture here is that lack of upward mobility, equal pay, which is still an issue when compared to male counterparts, suppression to be allowed a strong voice, and inflexibility to recognize the need for diverse opinions are all major factors in employee retention. 

In addition to many working individuals and families still figuring out childcare during a pandemic, another serious issue has arisen. As the U.S. life expectancy rises, more and more people face caring for an aging relative and balancing childcare needs while working as full-time employees.    According to an article in HR Executive, "61% of working caregivers said helping loved ones has impacted their employment situation, and 53% reported going in late, leaving early, or taking time off to accommodate care." This means that over half of the working population struggles to work while providing care to loved ones. The mental stress and added duties take their toll, with some people leaving the workforce entirely to be an elder caregiver. 

Emotional intelligence sounds like a buzzword, but it's far from that. It's a critical skill that lays the foundation for other important skills like empathy, kindness, listening, communicating, connecting, and influencing to be present and fully used with intentional purpose. When it comes to leadership, emotional intelligence is taking center stage, with many organizations, as a major consideration at hiring and promotion times. Going hand-in-hand with emotional intelligence is the ability to show presentism.    Presentism opens the mind and allows one to focus on the immediate situation and people in the moment. It's an ability to focus on one's own emotions, reactions, and moods, along with recognizing these traits in others. So, basically, by learning and practicing emotional intelligence, we learn to be good observers of our own surroundings and the people we come into contact with every day. 

The world of work is rapidly changing. Employment laws and what constitutes a "gig" or on-demand worker are a work in process, as is how the workforce is pivoting to integrate on-demand workers into their hiring and workflows. Benefits, worker protection and wages are under scrutiny but are likewise an acceptable trade-off for many on-demand workers given the flexible and desirable nature of gig work.    One of the factors leading to why the nature of the gig worker remains clearly undefined is that it lacks a firm definition. This gray area means that employers cannot set forth well-defined policies and protections when hiring gig workers. Given the rise in demand for gig workers, lawmakers are working with employers on a local and national level to define and qualify what constitutes an on-demand worker and what employers also need to know to protect themselves from litigation. However, conclusive data about the on-demand workforce, mostly at the state level, remains undefined.

According to the US Chamber of Commerce, introverts have skills and behaviors that make them a great business owner. They possess good listening skills, pay attention to details with greater concern, and are thoughtful before speaking with their opinions. They also have a reputation for being strong leaders because of their ability to really listen and to bestow credit where it belongs.    In the business world, they blend well into online communication venues such as chats and groups where people share opinions and offer advice. They mesh best with more outgoing people than themselves, and when introverts and extroverts collaborate, the results are generally good because the results gain the benefits of both sides' strengths. 

Today I’m welcoming Ed Thompson, CEO / Founder, Uptimize to talk about an aspect of diversity in the workforce we probably need to focus on a lot more — and that’s neurodiversity. Whatever workplace you’re in, it’s more than likely you’ve got a whole range of different thinking styles on your teams. But too often, they’re not all appreciated — let alone recognized. We do know, however, that diverse teams are far more effective and innovative — and diversity of thought is a big component in that. We’ll be talking about how neurodiversity enhances your teams and your work styles — and why it’s time to embrace the fact that we’re all wired differently — and find ways to best support that. 

The world of job search and recruiting has been turned upside down. What was, generally, expected from employers and job seekers has taken a turn and not for the best. Companies have laid off people and jobs are scarcer now due to the recession of a pandemic 2020. However, business still needs to keep moving forward, which means having people continuing day-to-day duties and atypical fashion.    Evermore necessary is the skill of possessing great communication skills. Being able to interview virtually has taken on a new role. At one time, it was something done by large enterprise companies who had the budget to purchase this technology. This is no longer the case, as most companies now must rely on technology to assess candidates, hire, and onboard these individuals into the company. Being able to rely on technology that is well connected and intersects with other technologies, coupled with excellent communication capabilities, is essential for any organization and is quickly becoming the standard practice for talent acquisition.    For job seekers and candidates, getting comfortable with using technology for job search and interviewing is no longer an option, but is a must. Developing a comfort level using technology will be one of the factors recruiters will use to assess someone's job candidacy, along with the customary historical items. Coming prepared to the interview with good questions and insights, showing an ability to communicate as though you were sitting face-to-face, will fall into the assessment bucket. 

If anyone believes that incorporating play into the workplace culture is a waste of time, the research shows us differently. Child's play in the workplace actually enhances the culture of the work environment. It creates greater camaraderie, builds trust, opens up conversations that may not be broached due to fear of retribution, and develops a workplace where transparency is the norm.    From the employer's perspective, they can expect higher productivity levels, greater concern and care for the business's success, better engagement with customers, increased employee referrals (one of the highest compliments a brand can get), and overall feelings of goodwill from employees. 

For most people, searching for a new job has never been easy. Add to this, the difficulties the current pandemic brings and now job seekers have to double up their efforts to find work. Some of the practices that have always been a part of the job search process haven't changed though.    Conducting proper research and doing your due diligence to vet companies that are a good match for your skill sets and personality type is still true. The difference here is that many organizations are not hiring, and further, they are reducing the number of people working in their business. This is where the roadblock begins for some job seekers. Also, the preparation and execution of how you present yourself during an interview are complicated by the fact that most interviews are being conducted via virtual platforms powered by technology. Some people don't feel comfortable speaking in front of a computer screen. This adds another dimension to the preparation. Job seekers now need to practice how to get comfortable with a virtual interview.    And the use of social media has become even more important. It has now become a major networking vehicle for most people. Ensuring your social profiles present you in the best light is essential in these times.