Embracing Workforce Fluidity In 2017 - Workology

Embracing Workforce Fluidity In 2017 - Workology Change is hard and can make us uncomfortable. That may be why 80 percent of New Year’s resolutions fail in the  first week  alone. But, change is upon us and it is here to stay. Every year, the Oxford English Dictionary (OED) adds hundreds of new words. This year, they added the term “gender-fluid.” gender-fluid  (adj.):  denoting or relating to a person who does not identify themselves as having a fixed gender. In order to consider adding a new word, the OED editors must deem that term a significant and notable development in the history of the English language. In fact, the term “gender-fluid” has been in use for many years within the LGBTQ community, and its addition to the dictionary this year reinforces its validity to a larger audience. The term itself, describing someone who doesn’t necessarily identify as male or female or who might feel rather female one day and rather male the next, signals a growing recognition and acceptance of people who choose to identify outside the traditional gender binary. Editor of the OED, Katherine Martin, shared that of all the evolutions going on in the English language, she sees the “speed at which the English language is expanding” to accommodate identities like this to be the most thrilling, from her perch as an observer. That speed is no doubt thanks to the Interwebs. The OED editors aren’t the only ones taking note. In 2015, you might recall that the American Dialect Society selected the word “they” as its Word of the Year and  The Washington Post  added “they” to their style guide to accommodate “people who identify as neither male nor female.” This seismic cultural shift in how people define themselves can be seen as an extension of the movement toward self-definition and nonconformity that began after the 1950s. Yet, it has reached a point where people can now choose to reject classification entirely. Regardless of how one reacts to the notion of not feeling particularly male or female on any given day, I’m sure those of us in HR can relate to the increasing importance of maintaining an open dialogue about identity fluidity inside the workplace, as well as outside. Our complex nature as human beings makes each one of us a singular person. Our choices to be who we define ourselves to be is legally protected by our constitutional rights. The Civil Rights Act of 1964 further protects these choices in the workplace, disallowing discrimination in job hiring, termination, and promotions based on a person’s race, color, creed, and gender. Workforce Fluidity Today, people express their identity more fluidly than in previous years. We’ve always worn many different hats, publically and in our private lives, but with the proliferation and pervasiveness of mobile technologies and the speed of business change, we are also increasingly blurring the lines between definitions of profession, work, and how we identify ourselvesâ€"something I call  Workforce Fluidity. Workforce Fluidity takes three forms: Job fluidityâ€"people not tied to or identified by a specific job description, but able to flow between initiatives and supervisors to maximize their contributionâ€"the choice of work assigned in partnership and considerations of the person’s curiosity and competence, as well as organizational need; Organizational fluidityâ€"the reality of how works gets done, alternative collaborative constructs, the absence of formal organization structures, and even team-based hiring and compensation; and finally Identity fluidityâ€"the self-definition of people, who may reject generational stereotypes, categories, or the limitations of binary identity categories “black” or “white,” “male,” or “female,” as Facebook has by offering users 71 identity attributes to choose from when creating one’s profile. Workforce fluidity encompasses not only flexible/virtual work assignments and the emphasis on collaborative teamwork, but also considers flattening corporate hierarchies or doing away with them in favor of a more dynamic and temporary grouping of people around solving a work problem or initiative. It also can mean eliminating job titles or even the entire construct of a job, valuing contributions to multiple teams and results instead. Finally, it encompasses the notion that every personâ€"each team memberâ€"is a unique person, to whom respect, understanding, and consideration must be accorded to ensure their individualism is not diminished, intentionally or unintentionally. I believe organizations that fail to thoughtfully address workforce fluidity in all its forms could run the risk of becoming less appealing destinations for employees and job seekers alike. HR professionals have a unique opportunity to welcome gender-fluid individuals within their organizations to ensure that they can be their authentic selves at work and contribute to their full potential. According to Ultimate Software’s 2016 National Study on Satisfaction at Work, 95 percent of people think the ability to truly be oneself at work  directly  affects their level of satisfaction and engagement at work. The study also uncovered that emotional safety is more of a “deal breaker” for people than physical safety, particularly for women. In fact, nearly 7 out of 10 people would leave a job at which they did not feel emotionally safeâ€"free of harassment, intimidation, and offensive behavior. Additionally, the study showed that 75 percent of employees say having organizations listen to and address their concerns is critical to their retention. Just as HR learned to accept that frequent job changes may not necessarily be a red flag, as they might signal a highly motivated individual who seeks to expand their horizon and develop more rapidly than is currently possible in a single job today, HR can also lead organizations to recognize a person who sees themselves in fluid terms may be particularly well suited for the rapidly changing, dynamic world in which we operate. A Humanized Workplace So, what can HR leaders do to guide our organizations to maximize the potential of and humanize the workplace for all people, including people who think of themselves, their work, and their development in new ways? Creating a humanized workplace is key. This means recognizing that an organization’s “people philosophy” matters more to people than the company’s mission or core values. Despite this, nearly half of the U.S. working population feels they’re  not  being treated fairly at work.3 To create this positive employee experience for  all  employees, organizations need to assure what their people philosophy says on paper also translates to employees through what they practice. HR can start by revisiting these existing processes and policies to ensure that people can bring their authentic selves to work: Rethink Recruiting It starts with a candidate’s first contact with your organization. Examine your recruiting requisitions to ensure you use unbiased language to attract the best people, rather than a certain stereotype. Openness in Onboarding Follow up with a more open onboarding process, being explicit about your people philosophies that support inclusion of new ways to identify oneself, and making sure individuals know about company-sponsored groups and employee communities. Study Sentiment Employees won’t always tell you what they’re thinking, particularly when they feel they’re in the minority. Leverage advanced technology to “see” how employees are really feeling. Sentiment-analysis software can take the guesswork out of HR, and help you and your leaders avoid misreading important cues. Look at Leadership Revamp leadership-development programs to expose unconscious biases  that help to promote individuals based on true leadership, communication, and openness abilities. Algorithm-based predictive analytics can give people the management tools that take bias out of the equation and help leaders truly listen and respond to employee concerns. Next, put checks and balances in place to ensure leaders are truly open to the universe of talent within the organization, by inviting gender-non-conforming individuals into the decision-making processes. Measure More Finally, expand the kinds of diversity you measure and focus on identifying gaps or shortcomings in inclusiveness, then put in place policies and education to progress toward your goals. What is not measured is much less likely to be seen and changedâ€"make your diversity data tell a story! HR Leaders can rise to the occasion and model behaviors to support our employees and ensure that those accommodations do not cause undue duress on other employees. After all, employees are  our  customers. It is not our place to judge them, but to serve them. And, it’s our job to make our organizations a more human environment. This piece originally appeared on the SHRM Blog here. Its author,  Cecile Alper-Leroux,  is Ultimate Software’s Vice President of Innovation. With more than 20 years’ experience in both national and global markets, Cecile is an internationally sought-out speaker, thought leader, and visionary on human capital management trends, hot topics, and global strategies

Author cites happiness as crucial to successful and profitable workplace - The Chief Happiness Officer Blog

Creator refers to satisfaction as urgent to fruitful and gainful working environment - The Chief Happiness Officer Blog Im is cited in this article as saying that: a cheerful workplace is not, at this point an extravagance ? be that as it may, basic to making an effective and beneficial work environment. The idea is basic however trying for some work environments, which despite everything get tied up with a ?protestant hard working attitude,? as per Kjerulf, who is a global speaker and business specialist regarding the matter. ?There is an unavoidable sense that work is intense, hard and horrendous and that is the reason you get paid to work.? The article is discharged in the approach the WorldBlu Live 2008 gathering in New York on October 16+17 where Ill be talking. On the off chance that you havent joined at this point, go do it now its this years best and most rousing business meeting. A debt of gratitude is in order for visiting my blog. In case you're new here, you should look at this rundown of my 10 most famous articles. Also, on the off chance that you need progressively incredible tips and thoughts you should look at our pamphlet about satisfaction at work. It's incredible and it's free :- )Share this:LinkedInFacebookTwitterRedditPinterest Related

Dont be a Paycheck Player How 5,000 Dollars cost me 5 Years of my Life

Dont be a Paycheck Player How 5,000 Dollars cost me 5 Years of my Life Visitor post by, Srinivas Rao On the off chance that you've at any point seen the film Jerry Maguire there's an incredible scene where Cuba Gooding's character and Jerry are discussing all the players who are getting what Cuba Gooding's character isn't getting. One thing that struck me the first occasion when I saw this scene is when Tom Cruise said to him With regards to your family life, you're all heart. Be that as it may, on the field, you're a check player. Cuba Gooding reacts with I'm all heart motherfuC#$#. Paycheck players and the individuals who play from the heart live in totally different universes in any event, when they have precisely the same occupation. How 5,000 dollars cost me 5 years of my life 10 years prior when I moved on from school the economy was somewhat similar to it is presently for school graduates. Organizations were not recruiting and a definitive conundrum was that so as to find a new line of work you required understanding and so as to get experience you required a vocation. In any case, in spite of all that I figured out how to get two proposals around 2 months after I graduated. Offer 1: The main offer was from a generally settled programming organization. They had some large blue chip customers and had around 500 representatives. My general intuition about the entire circumstance was a decent one. I loved all the individuals I had conversed with and the spotter even revealed to me I was each questioner's top decision. I turned down the offer. Offer 2: The subsequent offer was from a startup which right up 'til today despite everything makes me snicker and wince as a result of what a joke it was to work there. At the point when I went to meet at this organization the person that would in the long run become my manager came into the room, guaranteed me the world, misled me about how much subsidizing the organization had, and persuaded me that heading off to this organization was the correct move. It paid 5,000 dollars more than the main offer. In this way, following a couple of days I acknowledged the offer. A Fu#$#d up Series of Events 20% no matter how you look at it paycut: Three weeks after I began this activity the CEO initiated a 20% in all cases paycut. His sibling and his significant other who were workers of the organization were excluded from the compensation cut (as I later learned). Obviously the financing was something I had been misled about. No commission Checks: I was a sales rep for this organization so this will presumably appear to be totally ludicrous to anyone who works in deals. I pondered internally even with a 20% paycut, I'll make it up with my bonus checks. When it came time to pay out commission, the CEO let me know I don't pay the specialists rewards so how I can pay you a reward? No Holidays: Just when we figured things couldn't deteriorate, the CEO concluded that there would be no Holidays. In the event that you took a day off, the nazi running HR would really dock your compensation. The fourth of July was not given as a vacation and we as a whole wound up in the workplace abhorring life. My companion Rodney put it well when he said the CEO appeared as though he had proclaimed war against the representatives of the organization. IBS: I'm not going to overemphasize this point since I've gone into it widely in my tirade about IBS, ADHD, and tough profession fights. In any case, it was at this specific employment that I created IBS. Some state it was a direct result of the pressure. To add to the 13 hour work days, 20% paycut, no commission check, and no occasions, I was driving at any rate 3 hours per day. Getting terminated: 5 days before Christmas something that I currently take a gander at as superb occurred. I got terminated. I should make reference to that so did 3 others consistently during the time I was there. Once there was where another worker was presented, however then never showed up again. Unpleasant. The harm from that activity really remained with me all through the following 5 years. I couldn't exactly figure out how to remain in a business work on the grounds that the pressure of it was executing my wellbeing. I exchanged occupations most likely too often for my mid 20's. My general attitude was wrecked and I just couldn't appear to really make some kind of breakthrough. Things being what they are, the reason am I disclosing to you this story? It's not to whine about what occurred or be a casualty. That crap is all over now and truth be told I have such a gratefulness for the manner in which my life is today since I've perceived how much more regrettable it could be. I'm disclosing to you this since I need to caution you about the compulsion to be a check player. In the event that you are youthful, you may be enticed to take that extra 5000 dollars, however you truly need to ask yourself, at long last is it justified, despite all the trouble? My recommendations to you with regards to picking an occupation is: Ensure you have an incredible chief Make note of the vitality of an office (it educates you alot regarding the way of life) Trust your impulses regardless Try not to be a check player, it accompanies a lofty cost Srinivas Rao fixates on riding waves at his own blog, The Skool of Life. He is likewise the host and prime supporter the BlogcastFM, a web recording for bloggers.

Are There Really No Rules for Resumes - Work It Daily

Are There Really No Rules for Resumes - Work It Daily A couple of months prior, I saw an article that expressed that There are no authoritative, continually applying rules for your resume. The primary concern… would you say you is can't generally say something is unmistakably off-base or obviously right. Really? Related: 5 Resume Writing Rules To Engage The Reader The creator gave a justification that due to the continually changing activity showcase there are no gauges. While I totally bolster the method of reasoning that the activity advertise is continually changing, and there are surely some changing choices for continue positions, there are likewise obviously some all around acknowledged norms. We should inspect a couple of things by posing a few inquiries: Is It Acceptable To: Leave your contact data off a resume? Incorrectly spell words? Submit various, or even one, syntactic mistake? Forget about your current (or latest) position? Lie about your activity obligations or dates of work? Contact Information It's been actually decades since I've checked on a resume with most contact data on the base of a resume, so I'd be shocked to see that today. Name, telephone number, and email! Is there anything right about leaving this data off your resume. While an association may choose to execute a Visually impaired Name CV arrangement to restrain illicit separation, work searcher can't settle on that choice. In the event that an employing director doesn't see essential contact data rapidly, what's the inspiration to try and audit the remainder of the resume? It's going to rapidly land in the C heap of resumes getting not exactly a 5-second survey. Incorrectly spelled Words â€" Grammatical Errors In a previous posting, I've expounded on a portion of the syntactic/spelling related issues for resumes. I've additionally worked with many HR experts and oftentimes reviewed them on employing rehearses. While I found an uncommon rare sorts of people who might disregard spelling and linguistic mistakes, the mind larger part detailed that these kinds of blunders were probably going to put a resume in that C heap. A spelling or linguistic mistake frequently stops a resume audit right away. The suggestion, regardless of whether one concurs with it or not, is that an occupation searcher indiscreet on their resume is thought to be an increasingly reckless specialist. Current Position There gives off an impression of being all the more an agreement against practical groups for a resume than there was numerous years back when they were as often as possible suggested. So perhaps there's critical space for banter on this point. Be that as it may, once more, depending a great deal on various contacts with employing supervisors and enrollment specialists, I know there's an a lot more grounded perspective on the best indicator of future execution is past execution as standard recruiting measures. Compelled to cast a ballot, I'd require a sequential resume plainly portraying an applicant's current (or later) position, trailed by the situation before that, etc. This point is extremely intriguing and identified with the last point. I'm at present instructing two companions, each experiencing a genuinely testing vocation search. The first was constrained by an expert retirement to leave a social insurance position after 20+ years. The second sold his respectably fruitful private company after 30+ years. Following a while of fruitlessly looking, each made sure about a place that, inside 30 days, ended up being very disappointing for a few reasons. So they have both promptly come back to the activity advertise. One has stayed utilized in the unsuitable position, and I have directed her that she can remember this situation for her resume and LinkedIn profile while decidedly seeking after a place that accommodates her objectives. Her present position doesn't simply demonstrate her need to work; it gives her dedication and duty. The subsequent individual secured the position he'd acknowledged to be deplorable as far as a culture that rewarded workers frightfully and tested him with exploitative choices. While this is all the more testing, yet not difficult to clarify, his circumstance is harder. However, neither ought to presume that it's right to leave these situations off their resumes or LinkedIn profiles. The explanation is straightforward: whenever found this is another of those programmed dismissals. Untruths No standard against lying about occupation obligations or dates of work? Evidence misrepresented data about degrees, dates of business, and overstated employment achievements are as yet a generally regular issue. Simultaneously, associations have improved employing methods and increasingly exhaustive foundation checking has gotten standard. A very much prepared questioner will strip the onion enough during the meeting to reveal any bogus cases about execution. The least demanding realities to check in a conventional historical verification are business dates, compensation, and degrees earned. The now great breaking point to customary reference checks is an organization arrangement that will just confirm dates of business and compensation in the event that you have been given that data from the applicant. Try not to lie in any capacity on your resume â€" that is a standard! End Regardless of whether it's a run of the mill continue, a visual resume, or a LinkedIn Profile, there are a few nuts and bolts that totally should be incorporated and a few slip-ups that are never going to be acknowledged. Revelation: This post is supported by a CAREEREALISM-endorsed master. You can get familiar with master posts here. Photograph Credit: Bigstock Have you joined our vocation development club?Join Us Today!