Whats More Important A Change in Technology or Mindset - Workology

Whats More Important A Change in Technology or Mindset - Workology What Are the Issues? More and more I read that by the year 2020 40% of the U.S. labor force will be contingent workers. Supposedly the Millennial workforce and the coming Gen Z workforce are going to demand more freedom and more flexibility in how they work. I am not certain that the change will occur nearly as quickly as the workers hope. What Are the Issues? What are the issues that may make this difficult to achieve? I think there are several that will slow down the progress of this change. These include: There are legal constraints to moving to a gig economy. The USDOL and the IRS don’t like the gig economy. Worker protection and collection of taxes become more problematic in the gig economy. The FLSA, OSHA and the EEOC were written to protect workers and not independent “contractors”. Although there is an opportunity to currently revise some aspects of the FLSA that move is about salary levels and not any substantial rules changes to make gig work a more viable arrangement. While workers want more flexibility in their work arrangements they also still want more traditional job arrangements. Witness all of the Uber drivers who have sued to be declared employees and not contractors. That is also happening with Lyft and Airbnb. People profess they want freedom in work but not at the expense of losing benefits and pay increases. Management systems are not ready for that much freedom. People who are currently in management jobs have been raised on the position of manager being one of control and accountability. Having workers who are on a contract, or are only showing up when the want to or only when there is work to be done has been a difficult concept to get their mind wrapped around. Look at how many problems have occurred with telecommuting. Yahoo, BestBuy, and recently IBM have all halted telecommuting programs because they did not understand how to manage them. That doesn’t mean they can’t work, but I am not sure that the bulk of American business will have that figured out in three years. Members of those generations are aging every year. Traditionally, as we age we seek more stability. When you are young it is fun and exciting to be a contractor or entrepreneur, but as you get older and families are formed the need to get more stability in your life becomes important. In American society that need for stability becomes a search for a full-time job. I personally know several people who worked as independent consultants, who then sought out full-time positions as responsibilities changed, and the expenses of household rose. Healthcare is part of stability and that is an uncertain world for the next several years. What Will Be Required? There are going to have to be substantial changes to make the gig economy work. These are: There will have to be substantial legal changes that free employers and employees to barter and agree on work arrangements that work for both. I honestly don’t see that happening in the next three years. Attitudes of employers will have to change. They will not only have to adopt more flexibility, they will also have to lose the “command and control” view of work and jobs that many have. Workers will have to adjust to gig work being the permanent way of working and not a hold over until a full-time job can be achieved. They will have to be much more diligent about establishing their own safety nets and not relying on the government to bail them out. Lastly technology will have to be developed to facilitate this process. Of course, this will be the easy part. Technology changes much faster that attitudes, culture and legalities.

Communicate How Your Employees Affect Your Bottom Line

Impart How Your Employees Affect Your Bottom Line Representative Communication and the Bottom Line Propelling representatives is a genuine art. But it's simpler said than done. Employee correspondence and engagement are techniques that are developed over the lifetime of a vocation, and one strategy that I've discovered works all around is to show staff how their work influences the organization's primary concern. That is on the grounds that representatives truly would like to know how their commitments are having any kind of effect. Need confirmation? A recent survey from Robert Half Management Resources found just that: The lion's share of workers want to know how they influence their organization's primary concern. Representative correspondence appears to be an territory where directors could move the needle on making this connection: Less than half of the professionals surveyed said they generally observe the association between their undertakings and the association's performance, and 14 percent said they once in a while or never observe it. Managers need to help their groups understand how their jobs fit into the organization at large. Those who see the relationship between's their work and the business' performance feel a more prominent bind to the organization and hone their dynamic skills â€"?regardless of whether they by and by contact a spending plan or are thinking of new plans to support the organization. It may be astonishing to note the generational differences in the survey results. Of experts 55 and older, 59 percent always see the association between their work and the organization's primary concern, yet for laborers age 35 to 54 it's just 38 percent. Representatives who see the immediate relationship between's their commitments and friends execution are progressively drawn in, settle on better spending choices, and can distinguish better approaches to build profitability and development, says Tim Hird, official chief of Robert Half Management Resources. It is worried that such huge numbers of laborers who are 35 to 54 â€" a gathering that regularly fills in as administrators and top officials â€" do not have a total comprehension of how their duties help their association's primary concern. More youthful workers (age 18 to 34) were the well on the way to need more knowledge into the impacts of their commitments on the organization's main concern, with 64 percent responding in the confirmed, contrasted with 46 percent of those 55 and older. Millennials generally need bits of knowledge on their exhibition and how it impacts the firm, Hird includes. Supervisors who don't have normal discussions with staff about how their work influences the organization are passing up on a significant chance to create thoughts for improving the business. Professionals who don't comprehend the impact they have on the main concern aren't completely prepared to carry out their responsibilities well. They may feel progressively isolates from the organization, less incented to keep spending in check and innovate. Unmotivated workers can likewise detrimentally affect client support and productivity. By showing employees the huge picture, be that as it may, supervisors encourage autonomy and greater individual venture. Make it part of your employee communication approach to explain to staff members how their work fits into the master plan, during both regular staff meetings and in one-on-ones. Their work could help the base line in how they shape their financial plans or control their spending, or it could be tied in with increasing attention to the brand or making extraordinary encounters with customers or clients. Whatever their commitment, disclose to them how they make a difference. Share relevant benchmarks, whether it's spending numbers, battle results, or different measurements of their work. Ensure these achievements are clearly communicated to everybody in the group, especially before you start the next project or initiative. All time and again, chiefs surge to put out the following fire with scarcely a gesture to the work that has been practiced. At the point when you do give new assignments, show how they bolster the association's bigger destinations. Binds activities to the organization's objectives at the beginning will give your colleagues a more clear guide. Great worker correspondence will help staff understand that when the organization is doing well, they likely are, as well. Join Dana Manciagli's Job Search Master Class now and land the most thorough position search framework accessible!

The Fight Against Good Books on Resume Writing

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Finding a Job with Flexible Hours

Getting a new Line of work with Flexible Hours Characterize Job Flexibility? Throughout the years, a considerable lot of my customers have moved toward me hoping to get a progressively adaptable line of work. As I let them know, you can't separate your life from your vocation. There are times throughout your life that you may need greater adaptability in your activity and would prefer not to work during the conventional hours (8:00 â€" 5:00). So is this conceivable? Characterize Job Flexibility? To begin with, you have to characterize what adaptability intends to you. Characterize the parameters. For a few, it will be working 7:00 â€" 3:00 rather than 9:00 â€" 5:00. Different alternatives include: working 4 days every week telecommuting 3 days every week working 30 hours every week in their picked profession field taking 6 or a year off On the off chance that you are searching for adaptability, consider what choices you are happy to consider. Research Current Employer Options Second, can an adaptable calendar work with your present manager? It is regularly most effortless to make an adaptable work routine in the event that you have just substantiated yourself to your organization and your administrator. You are to a lesser extent a hazard if your chief thinks of you as a solid representative. It is less expensive for your organization to keep you as a solid worker who works an adaptable timetable than to lose you and endeavor to recruit your substitution. Converse with your chief to check whether this is a chance before abandoning your present boss. Be that as it may, there are a few organizations or directors who won't permit you to work outside of conventional hours. Hope to hear this answer and have a readied, proficient reaction if your manager says no. In the event that you and your administrator do settle on another adaptable timetable, there are a ton of things to work out remembering desires for all sides. I will address this bigger issue in a resulting blog. Assets for Changing Employers On the off chance that you can't remain or don't have any desire to remain with your present boss, what are your alternatives? Regardless of whether you need to remain in your present field or move toward another path, it might be hard to locate that adaptable alternative. To help, Ive recorded some great spots to look: Take a gander at organization sites to check whether they notice adaptable work game plans. Do they have any positions posted expressing adaptable work courses of action? Do you have companions or partners at that organization who as of now have an adaptable timetable? Ask with them how they got that plan. This data can give you knowledge into how willing an organization might be to offer adaptable calendars. A few people will go to conventional pursuit of employment destinations and audit the low maintenance openings. Be that as it may, for some, those low maintenance occupations don't fit in with their profession destinations. A site that is explicitly intended to recognize adaptable positions is: www.flexjobs.com. Employment searchers pay for access to this site, however the individuals who run the site do all the examination to secure authentic positions for the individuals who are searching for low maintenance, independent, working from home, adaptable or non-customary calendars. There are extra provincial sites that you may likewise need to visit: http://flexibleresources.com (New York, Connecticut, and New Jersey tri-state zones) www.flexforceprofessionals.com (Washington D.C.) www.momcorps.com (Various areas all through the nation) Another choice might be to begin your own organization. For a few, working for themselves permits them to make their own hours, giving them the adaptability they need. Be that as it may, maintaining a business can be incredibly tedious or an individual might not have the capacity, information or skill to start her own business as well as run it gainfully. Target and contact entrepreneurs in your locale, identified with your field, to check whether they need help from somebody with a less customary timetable. Here and there entrepreneurs need assistance, however can't recruit a full-time worker to fill their need. Then again, some independent ventures can't stand to prepare and create somebody who isnt completely dedicated to the organization. Go after all day jobs and once you get the offer, arrange an adaptable work course of action. Numerous people are acquainted with arranging pay when they get an offer. Your work routine may likewise be debatable. In any case, much the same as arranging pay, you may get an answer you don't care for and should be prepared to settle on a choice dependent on that information. Look at the Best Companies to work for articles for your city or at sites like www.workingmother.com. In many cases work adaptability is tended to as a segment in these rundowns. Consider taking a place that will permit you to have adaptability, however is totally off of your profession way. In the event that adaptability is a flat out must for you in your present life circumstance, you may need to take a vocation that is outside the field or industry you were planning to work in. This probably won't be a perfect move for your profession, yet it may be vital for your life right now. Various businesses have fluctuated open doors for adaptability. Since every individual characterizes adaptability in an unexpected way, you may not discover an answer that is ideal for your circumstance. Choose how significant adaptability is to your life at the present second. It likely could merit your time exploring adaptable work alternatives, notwithstanding, it could be a great deal of work to locate the correct answer for you. I wish I could tell everybody perusing this blog there are a wealth of occupations with adaptable work routines that you can without much of a stretch find in your specific vocation region of intrigue. Lamentably, I cant. That might be valid for a few, however for other people, you may need to work a smidgen or significantly harder to discover one that meets your requirements. For more assistance get in touch with us at Wolfgang Career Coaching.