If you haven't heard the word "Millennials," you soon will. It's the group of new hires that started college in the new millennium, and they happen to be different. Not good different and not bad different - just different. The phrase, "What is up with these new hires?" is not a new one, but with millennials, there seems to be an entirely new set of challenges and opportunities. Also termed Generation Y, millennials are entering the workforce, and managers are struggling to work with this unique group.
About Millennial Workers:
High expectations of self
-They aim to work faster and better than other workers
High expectations of employers
-They want fair and direct managers who are highly engaged in their professional development
Ongoing learning
-They seek out creative challenges and view colleagues as vast resources from whom to gain knowledge
Immediate responsibility
-They want to make an important impact on day one
Goal-oriented
-They want small goals with tight deadlines so they can build up ownership of tasks.
More information on millennials to come!
www.jb-trainingsolutions.com
Monday, June 1, 2009
Thursday, May 7, 2009
Choosing an Outplacement Firm
By Courtney Pike
During these tough economic times, companies – both big and small – are experiencing downsizes, reductions in force, and layoffs.
Lay offs are a difficult and straining process for both the company and the employee. To help make the transition process easier for all parties, more and more companies are choosing to offer outplacement services to their departing employees.
The bottom line is that outplacement pays for itself through the positive, tangible and intangible benefits it yields. Here are just a few reasons to provide outplacement:
1. Builds good will with your departing employees and upholds your company’s reputation
2. Helps your impacted employees take a successful next step
3. Reduces costs from employee lawsuits and liabilities
4. Boosts morale and retention of remaining employees
5. Supports managers in delivering difficult messages
Deciding to deliver outplacement is the easy step. Choosing an outplacement firm is a little more complex. When making the decision, there are several over-arching themes that you want to consider:
• Credentials. It’s important that your employees in transition work with qualified and accomplished consultants who posses advanced degrees as well as experience in human resources, counseling, and business. It’s a huge plus if the company is recognized in the media as a trusted career source and if the company has a solid foundation in the human resources industry.
• Services. This is the hallmark of the outplacement package. Find out if the firm offers individual services or group workshops. Of course, the more hands-on and the more one-on-one services, the better. Making a career transition is a difficult and complex process, and each person needs a specific and individualized plan. Shy away from firms who seem to offer a cookie-cutter approach.
• Flexibility. Discover if all employees must go into an office to complete the services, or if they have the option of conducting some consultations remotely. Look for firms with less overhead and bureaucracy that can customize packages to best fit the needs of your company and your impacted employees.
• Results. Obviously, you want your departing employees to have a positive experience, to be engaged, and to be placed quickly. Ask for the company’s engagement rates and customer satisfaction statistics to find our more about their results and success stories.
• Costs. Of course, you want the highest value for your investment. Some outplacement firms charge by time period no matter how many services are used. Firms priced by service usually deliver more value for your employees. There are even some firms that only charge for services rendered which usually reaps the highest ROI.
While considering these themes, ask your prospects the following questions to help you pinpoint which outplacement company is the right fit. Here are a few questions you can ask:
1. What are the credentials of the consultants who will work with our employees? Do you specialize in a certain field or industry?
2. How much one-on-one work do our employees receive? Is it mostly group workshops or hands-on help?
3. Do you write the resumes for our employees? What does the career coaching service entail?
4. Do our employees work with the same consultant throughout the process? How many candidates does each of your consultants work with?
5. Do you give our departing employees advice on how to use online job boards and social media networks in the job search?
6. What is the cost? How does the payment process work? Do we have to pay for all employees upfront, even if they don’t use the service? Do you base your prices on the services or a time period?
7. Are you able to accommodate people anywhere in the country? Do our employees have to visit a physical location to use the outplacement services, or can they conduct consultations over the phone?
8. What is the engagement rate of past clients? How do you engage our impacted employees in your program? What’s your reach out process?
9. What makes you different than other outplacement firms?
10. Why would my company want to choose your outplacement firm? Why would our employees be happy we chose you as our outplacement firm?
Finally, your conversations and experience with the outplacement firm during the fact-finding stage should give you clues on which company is right for you. No matter how big or small your company is, you should receive amazing customer service, diligent responses, and stellar follow through.
http://jobbound.com/for-organizations/employee-transition-services
During these tough economic times, companies – both big and small – are experiencing downsizes, reductions in force, and layoffs.
Lay offs are a difficult and straining process for both the company and the employee. To help make the transition process easier for all parties, more and more companies are choosing to offer outplacement services to their departing employees.
The bottom line is that outplacement pays for itself through the positive, tangible and intangible benefits it yields. Here are just a few reasons to provide outplacement:
1. Builds good will with your departing employees and upholds your company’s reputation
2. Helps your impacted employees take a successful next step
3. Reduces costs from employee lawsuits and liabilities
4. Boosts morale and retention of remaining employees
5. Supports managers in delivering difficult messages
Deciding to deliver outplacement is the easy step. Choosing an outplacement firm is a little more complex. When making the decision, there are several over-arching themes that you want to consider:
• Credentials. It’s important that your employees in transition work with qualified and accomplished consultants who posses advanced degrees as well as experience in human resources, counseling, and business. It’s a huge plus if the company is recognized in the media as a trusted career source and if the company has a solid foundation in the human resources industry.
• Services. This is the hallmark of the outplacement package. Find out if the firm offers individual services or group workshops. Of course, the more hands-on and the more one-on-one services, the better. Making a career transition is a difficult and complex process, and each person needs a specific and individualized plan. Shy away from firms who seem to offer a cookie-cutter approach.
• Flexibility. Discover if all employees must go into an office to complete the services, or if they have the option of conducting some consultations remotely. Look for firms with less overhead and bureaucracy that can customize packages to best fit the needs of your company and your impacted employees.
• Results. Obviously, you want your departing employees to have a positive experience, to be engaged, and to be placed quickly. Ask for the company’s engagement rates and customer satisfaction statistics to find our more about their results and success stories.
• Costs. Of course, you want the highest value for your investment. Some outplacement firms charge by time period no matter how many services are used. Firms priced by service usually deliver more value for your employees. There are even some firms that only charge for services rendered which usually reaps the highest ROI.
While considering these themes, ask your prospects the following questions to help you pinpoint which outplacement company is the right fit. Here are a few questions you can ask:
1. What are the credentials of the consultants who will work with our employees? Do you specialize in a certain field or industry?
2. How much one-on-one work do our employees receive? Is it mostly group workshops or hands-on help?
3. Do you write the resumes for our employees? What does the career coaching service entail?
4. Do our employees work with the same consultant throughout the process? How many candidates does each of your consultants work with?
5. Do you give our departing employees advice on how to use online job boards and social media networks in the job search?
6. What is the cost? How does the payment process work? Do we have to pay for all employees upfront, even if they don’t use the service? Do you base your prices on the services or a time period?
7. Are you able to accommodate people anywhere in the country? Do our employees have to visit a physical location to use the outplacement services, or can they conduct consultations over the phone?
8. What is the engagement rate of past clients? How do you engage our impacted employees in your program? What’s your reach out process?
9. What makes you different than other outplacement firms?
10. Why would my company want to choose your outplacement firm? Why would our employees be happy we chose you as our outplacement firm?
Finally, your conversations and experience with the outplacement firm during the fact-finding stage should give you clues on which company is right for you. No matter how big or small your company is, you should receive amazing customer service, diligent responses, and stellar follow through.
http://jobbound.com/for-organizations/employee-transition-services
Thursday, March 12, 2009
Delegate to Succeed: Tips on How to Take the ‘What If’ out of Delegating
Delegating work can often be challenging. What if it doesn’t get done right? What if they don’t complete it on time? What if it’s not as good as if I’d have done it? What if I don’t have time to train someone on how to do this?
Dumb Little Man has assembled a list of tips to help you start delegating.
Here are a few key points from the article to help cultivate your delegation skills.
Clarify what needs to be done, and how to do it. The work can’t be completed until it is fully understood. Sit down and write out all the steps to complete it. Think about any questions you might get regarding it, and add those answers. While this step may take a bit of time now, it will save you in the long run. Once done, you’ll never need to explain the steps again.
Learn that other people can do a good job. Often times we are uneasy of delegating because we feel that the work will not be up to our standards. If you train someone to do the job properly and explain all the steps, they will be very capable of completing the work. If you find that there is a discrepancy in expectations, it’s often because of a lack of communication.
Avoid busy work. Busy work can be alluring because it is an easy way to make you feel like you are accomplishing a lot. The truth, however, is that busy work just takes up your time and doesn’t add to the bottom line.
Read the whole article here.
www.JB-TrainingSolutions.com
Dumb Little Man has assembled a list of tips to help you start delegating.
Here are a few key points from the article to help cultivate your delegation skills.
Clarify what needs to be done, and how to do it. The work can’t be completed until it is fully understood. Sit down and write out all the steps to complete it. Think about any questions you might get regarding it, and add those answers. While this step may take a bit of time now, it will save you in the long run. Once done, you’ll never need to explain the steps again.
Learn that other people can do a good job. Often times we are uneasy of delegating because we feel that the work will not be up to our standards. If you train someone to do the job properly and explain all the steps, they will be very capable of completing the work. If you find that there is a discrepancy in expectations, it’s often because of a lack of communication.
Avoid busy work. Busy work can be alluring because it is an easy way to make you feel like you are accomplishing a lot. The truth, however, is that busy work just takes up your time and doesn’t add to the bottom line.
Read the whole article here.
www.JB-TrainingSolutions.com
Monday, January 5, 2009
Five Public Speaking Resolutions
On the excellent Six Minutes Blog, Andrew Dlugan discusses five ways to make yourself a better public speaker in the new year. All of the advice is great, but this one in particular stuck out to me:
www.JB-TrainingSolutions.com
Habit #2: Practice. Practice. Practice.Check out the whole article at the Six Minutes Blog.
Integrate public speaking into your daily and weekly routines. Toastmasters is once a week, but speaking more often is better. Actively seek opportunities to speak. Chair a meeting. Conduct a seminar. Teach a course. Emcee an event. Speak up at your next volunteer organization meeting. Introduce another speaker. Whether you speak for 30 seconds or 30 minutes, consistent practice will grow your skills over time.
www.JB-TrainingSolutions.com
Thursday, November 20, 2008
Managing to Lead: LIVE in Chicago!
One of the biggest challenges faced by many employees in the workplace is the transition from being responsible only for their work to suddenly being a MANAGER, responsible for themselves and their colleagues. It's pretty scary.
What's even scarier is that many employers have little to no training dedicated exclusively to developing management techniques or leading a team.
We're here to change that.
On Thursday, December 4th, I'll be presenting one of our most popular programs, "Managing to Lead: A Manager's Guide to Success" LIVE in Chicago. This power-packed, full-day workshop covers the essentials of leadership and management in a hands-on, interactive way.
Register before Thanksgiving, and you'll save more! Through November 26th, the registration fee is only $295 per participant. If you're an employer, this is a great way to bring some newer managers up to speed. If you're a manager yourself, check with your HR Department to see if they'll cover this important course.
Click here to check out all the details and to register online. I hope to see you there.
www.JB-TrainingSolutions.com
What's even scarier is that many employers have little to no training dedicated exclusively to developing management techniques or leading a team.
We're here to change that.
On Thursday, December 4th, I'll be presenting one of our most popular programs, "Managing to Lead: A Manager's Guide to Success" LIVE in Chicago. This power-packed, full-day workshop covers the essentials of leadership and management in a hands-on, interactive way.
Register before Thanksgiving, and you'll save more! Through November 26th, the registration fee is only $295 per participant. If you're an employer, this is a great way to bring some newer managers up to speed. If you're a manager yourself, check with your HR Department to see if they'll cover this important course.
Click here to check out all the details and to register online. I hope to see you there.
www.JB-TrainingSolutions.com
Tuesday, November 4, 2008
College Grad Missteps
When I talk with college students and young professionals, I tell them that the most difficult transition in their entire life is moving between college and the working world. This week on FoxBusiness.com, I had an opportunity to sit down and discuss the ways that students can make this transition easier for themselves, and the key differences between college and work.
I discuss this topic in more depth in two of my programs. In "Dude, What's My Job? Managing Millennials in Today's Workforce", I help managers develop strategies and tactics for assisting new hires in overcoming these transitional challenges. In "The Right Start", I speak directly to interns and new hires about how work is nothing like college and how they can thrive in the workplace.
www.JB-TrainingSolutions.com
I discuss this topic in more depth in two of my programs. In "Dude, What's My Job? Managing Millennials in Today's Workforce", I help managers develop strategies and tactics for assisting new hires in overcoming these transitional challenges. In "The Right Start", I speak directly to interns and new hires about how work is nothing like college and how they can thrive in the workplace.
www.JB-TrainingSolutions.com
Thursday, October 30, 2008
Being a Leader
A global study by Development Dimensions International (DDI) finds that confidence in corporate leaders has plummeted to a 10-year low. Only 35 percent of human resources professionals express “high confidence” in their top decision makers. The research is based on interviews with 13,700 people in 76 countries, DDI says. Leaders themselves are unhappy. Only half say they receive development opportunities that enable them to lead with confidence. -Workforce Management (Emphasis added)Give your leaders the strength and wisdom they need. On Thursday, December 4th, I'll be hosting one of my most popular workshops, Managing to Lead: A Manager's Guide to Success, right here in downtown Chicago.
This program is a step-by-step guide to help participants become inspiring managers with the knowledge and skills to lead teams and achieve results. Plus, it's great for those companies who only have a few managers who need training because it's available on a per-person basis.
Be sure to register by November 11th to secure "early-bird" pricing. Click here for all the details.
www.JB-TrainingSolutions.com
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