Committed to Your Success Coaching & Consulting

I read, with interest, an article in today’s Orlando Sentinel which stated that 2010 will see half of U.S. workers making a job change.  According to the studies cited:

• of 900 workers surveyed, 60 percent intend to leave their jobs in 2010
• 55 percent of employees plan to change jobs, careers or industries “when the economy recovers”
• of 4,285 full-time, private-sector employees, 40 percent said they had difficulty staying motivated in their current jobs and 24 percent said they did not feel loyal to their current employers
• job cuts have eased, giving confidence to employees but causing danger in turnover for employers

It seems the pendulum may be swinging the other way in favor of employees, although it won’t be an employee’s market.  But this should serve as a warning sign for employers to pay attention to the needs of their employees and find ways to motivate, engage, reward and retain them.  There will be many challenges ahead for organizations as we are one year off from the “silver tsunami”, i.e. the year (2011) when we will see 10,000 a day of the Boomer generation reach retirement.  This will have serious impacts on the workforce, as the majority of these workers will not leave the workforce as previously predicted. 

The hard reality will be that workers will look to leave their jobs, due to dissatisfaction, but the potential jobs will not be as plentiful due to older workers remaining in the workforce.  The onus will be on:

1. Current workers- by knowing their skills and what they offer an employer; to keep current on workforce trends and companies they want to work for; having their resume(s) current and ready; and networking

2. Older workers- by knowing their skills and what they have to offer an employer; to look at transitional opportunities that can utilize their skills and talents, such as mentoring or consulting positions; to have an exit strategy; and to do their best until they are able to transition out of the workforce

3. Employers - by not taking employee’s for granted; to understand what motivates and engages their workers and then finding ways to carry those out; to compensate and reward employees fairly and consistently; to effectively communicate with their employees; to assess their older workforce and plan exit strategies;to develop future leaders from Gen X and Y;  and to live their vision and mission

As it always happens with a new year, people will change jobs and people will retire.  How they do this is a challenge but is definitely doable.  It takes self-assessment, goals, action steps, action and persistence.  A new year brings hope but it does take  required effort and confidence.  With that said, are you one of these eager exiters?  If so, how do you plan to successfully make the transition?  I’d love to hear your thoughts!

It is ever so important in today’s workiplace that employees work hard, be productive and engaged. It is also ever so important for employers to provide opportunities to help employees be productive and remain engaged, both in their work and to the organization.  The best way to do this is to understand what motivates your employees and then ensure that those motivational needs are available. Employers need to know what makes their employees “tick.”

First, it is important to understand the concept of motivation, which can be defined as an impulse or urge to act.  Motivation is built on the work of Maslow and his stages of motivational needs, which are: safety, security, social, esteem and self-actualization.  Maslow stated that one must have basic needs met or satisfied before one moves to the next level.  Motivational needs can be either intrinsic or extrinsic.  Intrinsic needs are those that come from within, such as the need to get ahead.  Extrinsic needs are external, such as pay or benefits.  It is important for employers to assess the saliency of these needs to better understand what drives their employers.  Knowing this information will also help to develop programs and benefits/compensation. 

What is the best way to uncover these needs?  Start by asking them.  This can be done through the use of  assessment, either through a survey, a needs test, or by meeting with employees in small cohort groups.  You want to have them rate a variety of needs that have value, which can include:

•  pay
• health insurance
• promotional opportunities
• a caring and involved leader
• good working conditions
• participation in decision making
• job security
• open communication

There are many more that can be identified.  The information gathered should be used to look at current programs and whether they are meeting employee’s needs. If not, planning should be done to determine how those needs could be met and then  integrated into the organizaton.  Some solutions that employers could offer might include streamlining benefit packages or creating a relaxed or physically appealing work environment.  Managers could ’step up’ and be leaders for their employees by fostering open communication and caring about their employees’ success.  When organizations put their hand on the pulse of their employees, they will be more educated and aware of what motivates them and will create an engaging and productive workforce. 

It’s not far off until 2010, the year that the Boomer wave, or tsunami as it’s been called, will occur.  Basically, 2010 is the year when one in six people will be over the age of sixty-five.  If statistics are correct, 10,000 Boomers will turn 65 every day.  And the wave will continue for years.  This is going to have serious implications for businesses, no matter what size.  Two years ago, a study was done by Boston College’s Center on Aging that found that only 25% of U.S. businesses were prepared for this wave.  The study was done at a time before the economic downturn, where most of these Boomers, as well as Traditionalists, would retire and leave the workforce for travel or a new career.  The study had predicted that 70% of the Boomers would remain in the workforce. That study was two years ago before our financial crisis.  Meaning, more older workers will be remaining in the workforce.

From an organizational perspective, this will create a dilemma on talent management.  We know that the older worker has a lot of attributes that are attractive to companies, such as good work ethic, loyalty, good communication skills, and  dependability.  Companies are finding a lot of younger workers lacking in these skills.  With businesses fighting to stay alive, they are realizing that they don’t have time to groom a lot of these younger workers and are relying on the older workforce to carry them through. 

It will become important for organizations to look to retain these workers and to tap into keeping them engaged and performing at high levels.  Here are five ways to retain and engage the Boomer workforce:

1. Give them responsibility - older workers enjoy being productive and having responsibility for tasks and projects; they are usually able to multitask and problem-solve due to having these SKA’s

2. Acknowledge them - older workers have a lot of information and experience and want to be acknowledged and validated for their skills, knowledge and abilities; praise and recognition work

3. Give them a title and authority - older workers, by virtue of their SKA’s and experience want to lead and be given a title to go along with that authority and thrive on the recognition and status that goes along with them

4. Provide them with job sharing and job redesign - older workers enjoy variety so varying their schedule or job will keep them engaged and loyal to the organization; other ways may be working from home or job sharing

5.  Provide them with work-life balance - older workers value their time and home and time for leisure activities; providing them with altered work schedules or creating a relaxed work environment will keep their interests and involvement in their work.  Wellness programs are one way to do this

It is not too late for organizations to formulate plan to keep these valuable employees.  But time is running out.  Being aware of the steps above, and implementing them, will equip businesses with a workforce that will take them successfully into the future. 

I was listening to the radio, as I do every morning, while getting dressed for work.  They were asking callers to describe problem employees they deal with.  These employees can cause disruption in the workplace, either by not carrying their share of the load or creating a disruptive culture.  Listed below are descriptions of employees that are in the workforce; are you one of them?

1.  The Gossip - knows everyone’s business and spreads the word every chance they get

2. The Drama Queen/King - everything is a catastrophe, or they make it that way.

3. The Partier - they come in hungover after a night of partying, barely functioning during the day

4. The Know-It-All - they think they know how to do everyone’s job and have no problem letting you know when you’re not doing yours as well as expected

5. The Naysayers - they veto every idea presented and are always negative

6. The Con Artist - these types will get you to do their work; before you know it, you are doing a task they don’t want to do

7. The Deflector - they will lie or cover-up any mistakes or errors, refusing to admit their part, and will make it seem it’s someone else’s fault

8. The Brown-Noser - they know how to play the office politics and how to schmooze the boss to look good - does not always mean they do their work

9. The Power Monger - these people want the title and the corner office and will do everything they can to get them

10. The Deceiver  - these employees are not good at their jobs but have the ability to deceive the boss (usually by deflecting or brown-nosing). 

There are many more types - I’d love to hear what you’re putting up with??

As a career coach, I am used to getting a lot of calls from job seekers who are stumped as to how to go about finding employment.  We go through the ususal list of questions, such as why they are out of work, what type of job they are looking for, where have they been looking, and what type of job startegies they have used.  A lot of times, I find some of these job seeker are using the traditional methods, such as job boards and career fairs, but are not having any luck.  A good majority of them have very high education and experience but can’t seem to get their foot in the door.  What seems to be the problem?

Upon further investigation, it is discovered that there is something negative in the job seeker’s background, like a bad performance review, an allegation of wrongdoing, or termination.  Does this automatically preclude these people from being hired? No it does not.  The key is to own up to the negative and see how it can be turned into a positive.  If the negative is a performance issue, see what the issue is and what you can do to correct it, such as more training or education.  If it was due to an error or a policy violation, see if there is anything that can be done to atone or make amends. If not, resolve to never make the mistake, forgive yourself, and move on.  If the negative was due to being fired, again it is important to analyze what led to the termination and see what actions can be taken to improve or correct them.

Be honest with a potential employer about your background - it will be found out during the hiring process. It would be easier to come from you as opposed to them discovering it; if you had omitted this information, it will negate you from consideration as it will be perceived as fraudulently leaving off the information.  It may mean looking at other organizations or industries that will value your talent and experience.  See how you can leverage your skills, i.e. think outside the box, at what other opportunities you may have as opposed to the traditonal, work for a company, thinking.  A negative issue in your background does not mean the death of your career - it is just a roadbump.  It will take some work on your part to learn from them, to overcome them, and to make them work for you.

Most career-related articles are directed towards higher level, or white-collar workers.  These are displaced workers who held professional-level jobs and who have the education, skills and experience that will take them forward to employment; it is easier for them to find a job.  But what about those individuals who may have limited skills or lack the education or experience.  What can they do to find a job?

Some of these individuals may only have a high school diploma, or may not have finished high school.  Others may have a language barrier or have never worked.  For these individuals, it will be more difficult to find employment but it is not impossible. 

1. Just as those with more education and experience, it starts with knowing exactly what skills and experience you possess.  A job search plan is necessary to focus your efforts so you are not expending time and energy on wasted effort. 

2.  Getting job-search help is a necessity, such as through the One Stop Workforce or similar programs.  Look where you might be able to get some training or schooling - there are opportunities through the stimulus program. 

3. Attend job fairs or networking events - these are great opportunities to find numerous employers in one location

4. Have a resume that highlights your skills and talents.  Show any volunteering or classes taken.  Highlight outcomes or benefits you possess.

5.  Look the part - make sure you dress appropriatly at all times.  If you are going to an interview, are out networking or applying for jobs, make sure you wear dress pants and shirt.  Look like you are at work; it will help set you apart from the competition and show a potential employer that you are serious about working. 

There’s no doubt about it, it’s tough out there.  There are jobs available but with a flooded market of job seekers, it is more difficult to find the ways to stand out.  It’s not impossible but it does take persistance and dilligence.  Find ways for relaxation to relieve stress and seek out supports to help you through.  Above all, never quit.

When I read stories about people who have been out of work for a period of time, like 6 months or more.  I often wonder why they keep going after a traditional job when it isn’t getting them anywhere.  No call backs, no interviews, no job.  They have all these great skills that are being wasted.   I wonder if these individuals think that the only option is to work for a company; are they not aware that there are other ways to earn an income (and possibly have fun at the same time)? Some of these nontradtional ways include contract work, part-time work, or self-employment.   There are many opportunities if you are persistant and dilligent in your search.  

Here a few job sites to check for possible opportunties; these are just a few:

www.hotjobs.com; www.guru.com; www.sologig.com; www.elance.com; www.freelance.com; www.helpdesk.com ; www.indeed.com; www.cybercoders.com; www.theladders.com

There are many more opportunities.  If you have skills and experience in marketing, graphic design or web programs, small to medium-size businesses need your services.  There are blogging sites to earn money or you could become a virtual assistant to provide support to just about any business or organization.  The point being, you cold create a job for yourself rather than wait for the job to find you.  It is all in how you view your situation and what you envision for your future.  You can wait for someone else to decide when you work or you can decide - which will you choose?

If you are in a job transition, I am sure that there are times when you feel discouraged or frustrated.  When you don’t hear any feedback from employers, i.e. interview or rejection letter, it leaves a void of the unknown.  You don’t know if your resume was reviewed, or is sitting in a stack of call-backs, or if it is in the shredder.  There may be a glimmer of hope that “someday” they may call.  But this hope inevitably leads to rejection and feelings of despair.  You throw your hands in the air and lose yourself in some mundane task to ease the “pain”.  But, the next day you get up and go to your computer to look at the job boards and send out fify more resumes to jobs you may or may not be interested in.  You just feel compelled to apply for jobs in the hopes that someone will call.

If this sounds like you, then it’s time to refine you search and become more clear on focusing on positions that match your skills and experience.  Spending your time on focused job activities will help you feel more in control of your efforts and can lead to better results.  It can also give you time for rest and relaxation, which are vital to your emotional health; it can give you new perspectives and keep you going when you may not have the drive or motivation.

If you are in career management mode, you would be clear.  If you have done a self-assessment of your skills and talents, then you would know which jobs to go after.  If you have assessed your preferred work environment, you would know which organizations to call.  If you have done the research on specific job positions that interest you, you would know if it is a “fit” for you.  Doing those assessments, and having very clear, definitive answers, will get you more focused - you will be clear on what type of job you want and will know who hires.  When someone asks you what type of job you are looking for, you will be able to answer quickly and definitively; you will come to the minds of others when they are looking to hire or know someone who is. 

It is not too late to become clear on how you want your job search to proceed.  You can start from “scratch” in refining your job search strategy by going back and clearly assesing your skills, talents and experience. Once you have a clearer picture, match them with the job(s) that interest you and that you are a match for.  When you have those identified, you can now do a little research on which organizations hire for your identified jobs and can learn more about the hiring personnel and of the organization.  Now, it is time to map out a plan for the days of the week and the activities you will do on a daily basis. 

It may look something like this:

Monday:   9-11am  Search job boards for open positions

                   12           Lunch

                   1-3pm    Write cover letters, apply for targeted positions

Tuesday    9-10      Search job boards for new positions

                   10-11    Call 5 people to network

                   11:30 - 1pm - Attend XYZ networking group

                   2-4pm  Read industry magazines to research companies, trends

 Being very specific with how your spend your time and on what activities will streamline your efforts and help keep you motivated.  You will be able to stay the course. 

As a career coach, the majority of calls that I receive are from people who are out of work and needing to get a job.  I can hear the desperation in their voices, especially when they say that they have tried “everything” to find employment.  They’ve sent out hundreds of resumes, sometimes a day, and spend hours searching the internet looking for employment opportunities.  It turns out that they have no real focused job search, feeling that the more resumes they send, the better the odds.  Often times, they do not even know who they’ve sent their resume to; they think that as long as they are sending resumes out they are “managing” their career.  While there is truth in numbers - the more you send, the better your odds of getting a call- this priniciple is not necessarily applying in today’s hiring practices.

In further exploration with these potential job-seekers, it becomes apparant that they are short-sighting themselves.  They feel that if they have a resume and, perhaps a cover letter, it is all that is needed to land them a job.  They do not pay attention, or put thought and focus, into the content of their resume which often read like a job description.  They are cookie-cutter.  Without a focused job search strategy or a benefits-laden resume, you are doing yourself quite a disservice - you are wasting your time.  As Enstein said, “insanity is doing the same things over and over and expecting different results.” 

If this sounds like you, all is not lost.  Think of the Pareto Principle, or the 80-20 Rule, which says 80% of results come from 20% of effort.  Plainly, you should focus on the 20%, as that is where the results matter.  If you apply this to your job search, and develop a well-thought out job search plan with focused efforts, you will move further ahead.  Some of those efforts can include revising your resume to quantify job tasks and experiences; employers want benefits and ways that you can help them solve their problems.  Did you bring in more clients or sales, did you save money, did you rework a more efficient system; answering these questions and adding  by how much (% or $) will get an employers attention.  Being more focused on certain companies that are in your area of expertise will streamline your efforts, as you can find and network with decision-makers, or people they know.  Add networking events or association meetings to your list; go where these decision makers meets.  You can still send out resumes (the 80%) but keep your efforts on more focused and directed efforts and you should start to see more timely results. 

Read my latest media article:

http://www.ivanhoe.com/smartwoman/p_swstory.cfm?storyid=21731