Failure to Adapt

Salary.com ran this great article, "Failure to Adapt to the New Working World Will Leave You In the Unemployment Line by 2020."  It's an interesting article to say the least.  And, from an HR standpoint, continuing your education and remaining at the fore-front of emerging technologies, being able fully embrace such changes, can only be of benefit to the individual.  However, my questions to you, after reading this article, would be "Is revolutionary change underway in our nature of work?"  "Will the introduction of new technologies cause increases in job displacement and result in a continued rise in unemployment?" 

Well, here's that list of the 10 global trends that are killing your career:

10. Global Talent Seeking:  As countries continue to invest in emerging economies - specifically those in Russia, China, India, Brazil, and Africa - and as technology broadens the talent pool, people will be expected to work with others from around the world.  Key skills include knowledge of foreign languages and cultures, and a willingness to consider and accept new approaches.

Career Killers:  Inability to get along with, accept, or understand people from different cultures; being set in one's ways; adhering to stereotypes.

9.  Mixed Generations:  The timing of a turbulent economy, combined with longer life spans, means people are waiting longer to retire.  By 2020, it's predicted the average age of retirement will be 70.

Jeanne C. Meister and Karie Willyerd, authors of The 2020 Workforce:  How Innovative Companies Attract, Develop, and Keep Tomorrow's Employees Today, say that by the year 2020, the typical workforce will include five generations - Baby Boomers to recent college grads.  Those who retained Kindergarten lessons of getting along well with others will be in high demand.

Career Killers:  Lack of flexibility and inability to integrate with those from different generations.

8.  Millenial Invasion:  According to a recent study done by Mercer, in 2020 40% of the workforce will be comprised of "Millenials," people born after 1980.  Many of these Millenials will hold leadership roles, and will expect others to subscribe to their value systems, beliefs, and behaviors.  Workers who are successful in working with teams, who are up on the latest tech, and who have plenty of innovative ideas and solutions will do best in a Minnenial environment.

Career Killers:  Lack of flexibility, integrity, and/or entrepreneurism; inability to keep pace with expectations regarding speed and technology.

7.  Mobil Workforce:  Thanks to an increasingly global economy and supporting technology, 2020's workforce will be on the move.  Work will be done less "in the office" and more whenever and wherever it gets done - in a satellite office, at home, on the commuter train, or in a coffee shop.  While this may initially seem more convenient, workers should be ready to bid adieu to 9-5 and say hello to 'round the clock workdays.

Career Killers:  A commitment to punching out at 5 and being unwilling to 'integrate" work and life.  If you won't take work calls at your child's soccer game, you might not make it in 2020.

6.  Technology As a Way Of Life:  Today, we're still at the point where emerging technology is new and "cool."  By 2020, it will be an accepted way of life, and just the way we get things done.  But don't expect more time as a result.  As technology allows organizations to get things done faster, more accurately, and more efficiently, mere humans will be expected to keep pace.

Career Killers:  Unwillingness/failing to keep up to date on the latest technology; inability to keep up with a more rigorous pace; and unwillingness to work longer or less traditional hours.

5.  Environmental Awareness:  As more organizations and individuals commit to being green, behavior toward work will change.  With rising costs of gas seeing no end in sight, efforts will be made to reduce time and money spent on travel (including commuting) and work that can be done at home will be.  Workers will enjoy their employers' more relaxed attitude about time, but will also be self-motivated and self-disciplined.

Career Killers:  Inability to work alone; poor time management; lack of Independence.

4.  Social Responsibility:  According to a list generated by the Society for Human Resource Management, corporate social responsibility is one of the hottest emerging workplace trends.  As companies shift to a broader worldview, employees will be expected to develop opportunities for social responsibility, integrate them into business strategy, and articulate the impact of corporate social responsibility on the organization, the industry, and the world. 

Career Killers:  Not making social responsibility a priority in both your personal and work lives.  Organizations will look for those that can make an impact and walk the walk.

3.  Rising Cost of Healthcare:  The rising cost of healthcare will lean toward unsustainable, and organizations will look to control costs through wellness programs, health risk appraisals, and penalties for smokers.  Expect increased background checks and health screenings that may occur pre-employment or post-offer.

Career Killers:  While there won't be discrimination based on illness or disability, a growing number of organization may refuse to hire people who make lifestyle choices that affect their health, such as smoking.

2.  An Ever-Changing Economy:  When it comes to the economy, the only thing we can count on staying the same is change.  Entrepreneurial employees who can rapidly adapt to unforeseen change have the best chances of keeping their organizations afloat, and will be highly valued.

Career Killers:  Difficulty in adapting to new and challenging situations; inability to meet tests and trials; lack of inspiration and innovation.

1.  Talent Shortages:  According to the Employment Policy Foundation, a growing economy and retiring Baby Boomers will leave a labor shortage of 35 million workers by the year 2020.  Organizations will focus more effort than ever on recruiting and retaining skilled, experienced workers, and will be paying particular attention to the link between performance and meeting business objectives.

Career Killers:  Not acquiring the best education, experience, and skills.  Organizations will be competing for the best, and if you're not the best, expect to be overlooked.

Issac Asimov once said, "The only constant is change, inevitable change, that is the dominant factor in society today.  No sensible decision can be made any longer without taking into account not only the world as it is, but the world as it will be." 

Flexible Work Arrangements - Where Are They Now?

In 2010 President Obama said making workplace rules flexible “isn’t” only a women’s issue.  "We know that companies with flexible work arrangements can actually have lower turnover and absenteeism and higher productivity," Obama told guests at a dinner for Fortune magazine's Most Powerful Women conference in 2010.  "This is not just a women's issue, or just a work-family balance issue.  It's an economic competitiveness issue."  The Obama administration is clearly on record as promoting flexibility.

Where are we now?

On February 29, 2012 Rep. Carolyn Maloney (D-NY) and Sen. Bob Casey (D-PA) reintroduced the Working Families Flexibility Act (H.R. 4106, S. 2142), a bill that would provide employees with a statutory right to request flexible work terms and conditions.

This new legislation would authorize an employee to request from an employer a change in the terms or conditions of the employee’s employment.  To be eligible, the employee would have to work an average of at least 20 hours per week or a minimum of 1,000 hours per year.  This new bill would only apply to employers with more than 15 employees.

Under the proposed bill, a flexible work arrangement request from the employee must relate to: (1) the number of hours the employee is required to work; (2) the times when the employee is required to work or be on call for work; (3) where the employee is required to work; or (4) the amount of notification the employee receives of work schedule assignments.

Upon receiving a request, an employer would be required to hold a meeting with the employee to discuss his or her application and provide a written decision regarding the application “within a reasonable period” after the meeting. If the application is rejected, the employer would be required to provide a reason for the denial. The employer would be permitted to propose an alternative change to the employee’s hours, times, place, and amount of notification of schedule assignments. If the employee is dissatisfied with this proposal and has another supervisor, the employee would have the right to have the other supervisor reconsider the alternate schedule.

Do flexible work arrangements work?

In 2006 the city of Houston promoted flextime as a way to ease the notoriously congested highways.  The "Flex in the City" program was successful.  It slashed workers' stress, boosting their performance and saving money.   The August 2010 Analysis of Alternative Work Schedules issued by the Texas Comptroller of Public Accounts stated that "AWS benefits retention efforts more than budgets.  Survey responses indicate that while some entities have seen savings from AWS, employee retention and satisfaction are the most common benefits.  AWS should be considered primarily as a means to recruit and retain employees."

Yes, there are challenges to Flexible Work Arrangements.  They may not work in some industries/companies.  But there are benefits.

Terminations and Employee Dignity

Terminations are a minefield, emotionally and legally. Unfortunately they are a necessary task. But whether you are downsizing or terminating an employee due to poor performance, as an employer your terminations should be conducted in a professional manner. So, I have a few pointers for you to consider that may make the process a bit easier on everyone.

Timing? At one time I worked with an organization whose policy it was to never terminate an employee from the first of November through the end of the year. This holiday avoidance "practice" was one of the most employee friendly policies I had ever seen. And, it's a practice that I encourage all employers to use. We all know that the holidays are extremely stressful for any person. Compound the stress of the holidays with the emotional impact of losing a job and it can be devastating to the employee. (The loss of a job has an equal and similar impact on an employee's emotion as a death or divorce.)

While there is no good day for a termination, I recommend that you never terminate an employee on a Friday. I always recommend a Monday or Tuesday. Terminating an employee early in the week allows the employee to be proactive in terms of filing for unemployment benefits and looking for another job. Encourage the employee to begin their search early, additionally help them by providing the instructions necessary to file for unemployment benefits (if eligible).

Why not terminate on a Friday? The former employee is just sitting there doing nothing but thinking about how you fired them! Do you want that employee building hostility towards you over the weekend?

How? Well, never by telephone, text or email. There is no law addressing exactly how an employee should be terminated and there are pros and cons to every situation. And sometimes the manager has no choice but to terminate an employee by phone (such as employees that have abandoned their job, remote employees, or those situations of gross misbehavior, etc.).

I believe that terminations should be face to face. Show the employee respect and they’ll have respect for the company in return. Remember, terminated employees talk among their family and friends. Handling the employee with respect may lead the employee to recommending your organization as a good place to work. Consider the employee a potential goodwill ambassador. Another point to consider is the attitude of your remaining employees. If you terminate an employee in a professional and respectful manner, the remaining employees will be assured that they will receive the same treatment. And, they'll respect you for it!

Be prepared for emotions, don’t try to remove them from the process. Stand in the employees' shoes for a moment and understand his/her range of emotions. Terminations are a sad chapter in anyones life. *I once observed an HR Generalist who during a termination process, broke down into tears. She was handling the termination! While I always have a box of tissues handy in HR for employees (for any reason), having to hand one to the HR Generalist and her lack of professionalism left me close to speechless. Please don't do this!* If you have an EAP (Employee Assistance Program), ensure you provide the contact information to the employee. As a manager, I doubt that you are trained in counseling. My recommendation is that you show concern, but recognize your professional and personal limitations.

Ensure the employee's privacy during a termination. I recommend holding terminations in a conference room or other area away from prying eyes. In addition to providing a level of privacy during the termination, the area may allow the employee a “decompression period" after the termination. The individual may need some time to compose him/herself prior to leaving the room.

Allow the terminated employee some control over how they leave and allow them to leave with dignity. Timing, again is everything. Consider how/if the employee is to be escorted from the building. Can the employee say goodbye to his/her co-workers? Does the employee need to pack up their desk? Did the employee car-pool? As an employer try to make the process as painless and seamless as possible.

In closing, I have to throw the following quote in: “Firing employees is the riskiest thing you can do at work with your clothes on,” says Jay Shepherd, author of Firing at Will, A Managers Guide. Read his book – there’s some good advice in there!

Telework/Remote Employees - Undressed for Success

During an interview recently I had a candidate propose working remotely from another state. As we discussed remote employment, the candidate mentioned that he had done some research on remote employment statistics. His findings? Remote employees were often more productive that in-house employees. *hum?* Before I weigh in on that statement let’s talk about telework and remote employees.

According to the 2011 SHRM employee benefits report, "63% of organizations offered some form of telecommuting: 45% of respondents reported that their organizations offered telecommuting on an ad-hoc basis, 34% on a part-time basis and 20% on a full-time basis.”

Statistics from “The State of Telework in the U.S.,” June 2011, by Kate Lister & Tom Harnish indicated that regular telecommuting grew by 61% between 2005 and 2009. While current statistics aren’t available for 2010, I’m reasonably sure that there has been continued growth. Some additional findings from this report:

• Seventy-six percent of telecommuters work for private sector companies, down from 81% in 2005 – the difference is largely attributable to increase WAH among state and federal workers.
• Over 75% of employees who work from home earn over $65,000 per year, putting them in the upper 80 percentile relative to all employees.
• Using the home as a reasonable accommodation per the Americans with Disabilities Act, 316,000 people regularly work from home.

For the organization or the manager, the key to success is being able to communicate effectively and efficiently with remote employees. Companies need to find effective ways to manage internal communications and to provide the remote employees with opportunities to become more visible. Email is going to become the primary means of communication between the employee and the manager. There must be constant and clear communication. While communication occurs via various technologies daily, I recommend that you have the employee travel to the office every couple of weeks or so. One obstacle with remote employees is their ability to build strong relationships with their team members. The employee will need to have an opportunity to reconnect with his/her team members.

An employee of the U.K.-based outfit called Pearn Kandola, Psychologist Stuart Duff and his researcher colleagues found that “it's the employees who chase socialization who thrive in the land of virtual work. The office gabbers. Those who are life of the break-room party. Left on their own, these types of workers are the ones who work closely with clients, chum around with colleagues, and talk it up with bosses. They stay connected no matter where they are. It comes naturally to them.”

So, I’m hearing that it’s the pro-active, go gettem employees that are successful in a remote status. If you have an employee that requires constant supervision, prodding, etc., their chances of success may be a bit less. Okay, I weighed in.

Yes, there are disadvantages to remote work. For the employee, it may be the ability to separate work from personal life. The two seem to co-exist at all hours. For the managers, oftentimes there are uncertainties and/or fear regarding the remote employee. As a manager, you need to focus on what the employee produces rather than on their physical presence in the office. In the paper “The State of Telework in the U.S.” June 2011, Kate Lister & Tom Harnish, “the biggest barrier to telecommuting, by a wide margin, is management fear and mistrust.”

A remote workforce can be a benefit to an organization. It allows an organization to reap the benefits of having talented workforce all over the globe, creating a larger organizational presence in your industry.