Weak Demand for Companies’ Core Products and Services Contributes to Slow Jobs Growth
Trending seems to be the new buzz word. Today on Twitter, Mischief Managed, Mrs. Wesley, the British Open and Thanking God are all trending. In the world of work, Employee Engagement is definitely trending.
In a previous position, I managed a large department of 44 people. At one point I had recently promoted members of the team to supervisory positions. Wanting to measure the level of communication and presentation of clear objectives, I sent a survey to all team members soliciting their feedback. I was pleasantly surprised by the responses (which thankfully meant that I was clearly communicating with my new leadership team – whew).
If you haven’t solicited feedback from your staff in a while, here are 12 questions to spark a conversation. Right Management also has a white paper called How do you engage with, retain and motivate employees? But remember, these kind of questions can do more harm than good if you don’t take action on any deficiencies that might be uncovered.
I just celebrated my birthday last week, so when I read Penelope Trunk’s article on How to Remain Relevant When You’re Over 40 it hit me square between the eyes – am I staying relevant???
UGH! If you have children, you’re much more exposed to the “latest and greatest” trends in technology, but have you thought about how that translates to your professional life? Long gone are the days of finding one job and working there for the rest of your life. For survival’s sake, it’s incumbent upon to strive for relevancy every day.
Trunk offered up some great tips on how to stay in the know and on top of your game. Read the article and let me know what you think.
I’m certianly taking all of this to heart.
Strong Job Market Expected for Iowa
June 14, 2011 - Employers inIowa expect to hire at a healthy pace during the third quarter of 2011, according to the Manpower Employment Outlook Survey.
From July to September, 23% of the companies interviewed plan to hire more employees, while 8% expect to reduce their payrolls. Another 66% expect to maintain their current staff levels and 3% are not certain of their hiring plans. This yields a Net Employment Outlook* of 15%.
“The Quarter 3 2011 survey results point toward improved hiring plans compared to Quarter 2 2011 when the Net Employment Outlook was 10%,” said Manpower spokesperson Sunny Ackerman. “Compared to one year ago when the Net Employment Outlook was 19%, employers are less confident about their staffing plans.”
For the coming quarter, job prospects appear best in Construction, Durable and Non-Durable Goods Manufacturing, Transportation & Utilities, Wholesale & Retail Trade, Information, Professional & Business Services, Leisure & Hospitality and Other Services. Employers in Financial Activities and Education & Health Services plan to reduce staffing levels, while hiring in Government is expected to remain unchanged.
Manpower Employment Outlook Survey Results for the United States
Of the more than 18,000 employers surveyed in the United States, 20% anticipate an increase in staff levels in their Quarter 3 2011 hiring plans, while 8% expect a decrease in payrolls, resulting in a Net Employment Outlook of +12%. When seasonally adjusted, the Net Employment Outlook becomes +8%. Sixty-nine percent of employers expect no change in their hiring plans. The remaining 3% of employers indicate they are undecided about their hiring intentions.
To view results for Metropolitan Statistical areas surveyed within Iowa, visit http://press.manpower.com.
The next Manpower Employment Outlook Survey will be released on September 13, 2011 to report hiring expectations for Quarter 4 2011.
About the Survey
The Manpower Employment Outlook Survey is conducted quarterly to measure employers’ intentions to increase or decrease the number of employees in their workforces during the next quarter. The Manpower Employment Outlook Survey’sUnited Statesresults are based on interviews with 18,000 employers located in the 50 states, theDistrict of ColumbiaandPuerto Rico, which includes the largest 100 Metropolitan Statistical Areas based on number of business establishments. The mix of industries within the survey follows the North American Industry Classification System Supersectors and is structured to be representative of theU.S.economy.
The complete results of the national Manpower Employment Outlook Survey can be found in the Press Room of our website at http://press.manpower.com. There you will also find the results for the 100 Metropolitan Statistical Areas surveyed, the 50 states, theDistrict of ColumbiaandPuerto Rico. Questions can be directed to firstname.lastname@example.org.
I recently read an article by Tony Schwartz called, Working Harder Doesn’t Get You Ahead.
By the end of the article he suggested tackling “your most challenging task first thing in the morning, for 60 to 90 minutes, uninterrupted.” I don’t always have free time first thing in the morning. In fact I usually have my first meeting between 8:00 am and 8:30 a.m. However, it made me think about the list of Guiding Principles (how we define who we want to be and how we conduct ourselves) that my staff and I created last fall, one of which is, Power Hours – Permission to Focus.
The idea behind the “Power Hour” is to block out a specific amount of time to “power” through a task or project. This uninterrupted time can be an hour or it can be thirty minutes, whatever block of time you need depending upon what you hope to accomplish. Because this is one of our organization’s Guiding Principals, there’s a great deal of consideration given to an individual who is taking their “Power Hour” and encourage team members to do so often. It’s one way we support each other and tackle those projects that have that looming deadline which appeared out of nowhere.
Let’s face it, our work days are busy enough, so giving your self permission to take a “power hour” may provide you with a bit of calm that we all need in our work days. Try it. Schedule a set block of time on your calendar to focus on your project and power through. You’ll be surprised at how much you can get done.
It’s not uncommon for a company’s culture to change or evolve over time. Your company’s core values may remain the same, but as employees leave and new employees are hired, it’s possible the values of the employees may change.
Assessing your company’s culture becomes a priority. So, what happens if you’ve evaluated your company culture and you realize it’s broken? How do you fix it?
I recently read a great article by Kris Dunn that talked about four skills an HR department needs to bring to the table in order to implement a positive change.
I’m not sure it’s just the HR department that needs to possess these skills. Read the article and let me know what you think.