Adopting a skills-based approach to hiring and engaging workers, your organization can benefit in many ways. Employees are happier, the candidate pool is widened, and skills that may otherwise lie dormant within your company are able to improve overall outcomes Lose Job, Gain Productivity
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Market Sales Leader at Marsh McLennan Agency focusing on Employee Health and Benefits and Business Insurance.
It's not our grandparents' job market out there... As my colleague Susan Morgan Bailey, MS, SPHR, SHRM-SCP writes, "Companies that take the time to assess their strengths and opportunities to support employee thriving are attracting talent by delivering value to employees." This explanation of EVPs is worth a quick read! #MarshMMA
LinkedIn Article | Getting Clear on your Employee Value Proposition
Susan Morgan Bailey, MS, SPHR, SHRM-SCP on LinkedIn
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Vice President, Employee Health & Benefits at Marsh McLennan Agency-Southwest | Passionate about providing solutions for rising healthcare costs
It's not our grandparents' job market out there... As my colleague Susan Morgan Bailey, MS, SPHR, SHRM-SCP writes, "Companies that take the time to assess their strengths and opportunities to support employee thriving are attracting talent by delivering value to employees." This explanation of EVPs is worth a quick read! #MarshMMA
LinkedIn Article | Getting Clear on your Employee Value Proposition
Susan Morgan Bailey, MS, SPHR, SHRM-SCP on LinkedIn
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Values Alignment: The New Imperative in Talent Acquisition Today's job seekers are seeking more than just pay and benefits from prospective employers; they want alignment with company values. According to a CNBC/Momentive survey, 40% of workers would consider quitting their job if their organization took a stand on a political issue they disagreed with, while over half wouldn't even consider a position at a company that didn't share their values. Younger workers, in particular, prioritize how traditionally marginalized groups are treated in the workforce. Tyrese Thomas, a recent graduate, emphasized the importance of finding employers that align with his values, such as innovation, impact, and equity. Companies must pay attention to these preferences, as addressing social, environmental, and political issues can affect talent acquisition and retention. In a Qualtrics survey, 54% of U.S. employees said they'd accept a pay cut to work at a values-aligned company, and 56% wouldn't consider a job at a company with conflicting values. To attract and retain talent, businesses should focus on inclusivity and supporting traditionally marginalized groups, as this ranks higher for job seekers than benefits like paid sick time and health insurance. It's essential for organizations to set clear goals and align their values with their employees' to succeed in managing the future workforce effectively. Super fortunate to work at Sunflower Health Plan where my values align with the mission!
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Believer in human potential | Transformative Leader | Values Connection and Collaboration | Business Executive | Spreading Kindness and Leading with Love
I believe that to recruit younger workers into roles as direct support professionals (DSPs) effectively, organizations must initiate a cultural transformation within the human services sector. This shift involves moving from a traditional caregiving approach to one centered on teaching, thereby harnessing the values and aspirations of younger generations. Younger workers are inclined toward empowerment, autonomy, inclusivity, meaningful connections with others (not just within the organization), support, teaching, and mentoring, rather than simply performing tasks for individuals in need. The challenge lies in organizations believing it appropriate to claim teaching without concrete evidence of their ability to foster effective learning among those they support. To attract and retain younger talent, these organizations need to not only talk the talk but also walk the walk, ensuring that their commitment to teaching translates into demonstrable professional development outcomes for the DSP and effective learning for individuals they serve. #culture #transformation #professionaldevelopment #DSP #directsupportprofessional
Values Alignment: The New Imperative in Talent Acquisition Today's job seekers are seeking more than just pay and benefits from prospective employers; they want alignment with company values. According to a CNBC/Momentive survey, 40% of workers would consider quitting their job if their organization took a stand on a political issue they disagreed with, while over half wouldn't even consider a position at a company that didn't share their values. Younger workers, in particular, prioritize how traditionally marginalized groups are treated in the workforce. Tyrese Thomas, a recent graduate, emphasized the importance of finding employers that align with his values, such as innovation, impact, and equity. Companies must pay attention to these preferences, as addressing social, environmental, and political issues can affect talent acquisition and retention. In a Qualtrics survey, 54% of U.S. employees said they'd accept a pay cut to work at a values-aligned company, and 56% wouldn't consider a job at a company with conflicting values. To attract and retain talent, businesses should focus on inclusivity and supporting traditionally marginalized groups, as this ranks higher for job seekers than benefits like paid sick time and health insurance. It's essential for organizations to set clear goals and align their values with their employees' to succeed in managing the future workforce effectively. Super fortunate to work at Sunflower Health Plan where my values align with the mission!
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#TuesdayTip | Joe Mull M.Ed, CSP | A Checklist for Finding Your Ideal Job in 2024 Engagement and retention expert Joe Mull, M.Ed, CSP has analyzed more than 200 cutting-edge studies on what people are calling “The Great Resignation” and he believes, now more than ever, the workforce is upgrading—not quitting. They’re leaving behind an old notion of work that’s centered around an unreciprocated loyalty and looking for a better way of work that fits into their lives. But what qualifies as an upgrade in a job? The most immediate response may be better compensation or a higher title, but Mull believes there’s more to it than that. He put together a dream job checklist that encompasses the true meaning of an ideal job. Learn more: https://lnkd.in/eTKmYiWX
A Checklist for Finding Your Ideal Job in 2024
executivespeakers.com
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I Get You From Stuck to Thriving 🧭 Career Clarity & Job Search Coach 🧭 Former Recruiter 🧭 YouMap® Career Coach 🧭 Job Search and Resume Strategy🧭 Interview Prep 🧭
Employers want employees to work beyond their capacity, but a recent survey said many don't want to. Empower, a financial planning and investment leader, surveyed 1,117 Americans 18+ in January 2024. They were asked if they were paid enough to go above and beyond their job description. So, my Monday Number is 55%. 55% of Gen Z said no. 38% of all ages said no. When asked if anything could be done to get them to work harder, these were the results. 37% of Gen Z said no. 23% of all ages said no. Employers should look at trends like this (and from other studies) and realize they have issues that must be addressed, especially with Gen Z. ⬇️Morale: Many employees feel undervalued, overworked, demotivated, and disengaged. ⬇️Productivity: Demotivation decreases productivity as employees try to do the bare minimum. ⬇️Retention: As we know, unhappy employees are more likely to search for jobs elsewhere, resulting in high turnover. ⬇️Reputation: Companies with a culture of overwork risk earning a negative reputation, making it hard to attract talent. To help, let's get both sides talking about the elephant in the room. -Employers need to clearly define job roles, such as what meeting expectations are and what "above and beyond" looks like. Culturally, meeting expectations should be considered okay. -Employees should feel comfortable expressing their limitations and concerns. But will this happen? My guess is no. Employers will complain that employees don't want to work and employees not feeling that going "above and beyond" provides any tangible benefit. What do you think?
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These three factors – ideal job, meaningful work and great boss – and the unique dimensions of each, make up a kind of internal psychological scorecard that every employee has relative to their employer..
What will it take to keep your best employees in 2024?
peoplemanagement.co.uk
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Retail Banking, Customer Experience, Sales Management, Marketing, Employee Upskilling & Personal Finance
The cost of unhappy workers (Source: McKinsey) The 4 big ones: 1. Inadequate total compensation 2. Lack of meaningful work 3. Lack of workplace flexibility 4. Lack of career development and advancement Does this resonate with your experience?
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--Virtual Assistant || Editorial Assistant || Editor. Creative Designs || Educational Manager || Human Resources Manager || School Administrator.
The Weight of Employer Decisions Affecting the Summary of Life In a diverse workplace environment, the decisions employers make have a profound impact that transcends benefits and productivity and impacts employees' lives. Whether it's hiring, firing, compensation, or company culture, every choice has consequences throughout the organization, affecting not only the business but also the health and livelihood of employees. One of the most important examples of this effect is the recruitment process. When an employer hires, they don't just hire; They testify to human wisdom, knowledge, and values. This recognition can increase a person's confidence and give them a sense of purpose and security. Conversely, rejection affects one's motivation to work by creating self-doubt and uncertainty. Once employees enter an organization, they are bound by decisions regarding their wages and benefits. Fair and honest compensation recognizes their contribution and encourages loyalty and commitment. For example, low pay can lead to negative emotions and dissatisfaction, which can lead to turnover. In addition, the working environment created by the workplace affects the daily life of employees. A culture where respect, inclusion, and collaboration, as well as innovation, is encouraged allows people to grow professionally and personally. Conversely, a chemical culture characterized by discrimination, harassment, or unemployment in life can lead to physical harm, mental illness, and ultimately emergencies or disasters. Perhaps most business owners participate in decisions regarding firm performance. Resignation, restructuring, or layoff is a significant event in an employee's life whose impact extends far beyond the workplace. Financial security, mental health, and family dynamics are thrown into conflict, leaving people in uncertainty and chaos. Employers, as guardians of health and creators of workplace culture, play an important role in decision-making. They have a responsibility to recognize the human element in every choice and use their energy wisely and compassionately. By ensuring employees are healthy and dignified toward a business goal, employers can create an environment where employees can not only survive but thrive. The command to "make today's decisions" goes beyond business logic; It requires recognition of the significant influence on the decisions of the employer who is responsible for the lives of his employees. Through recognition, integrity, and vision, business owners can use their power to create an environment where the success of the organization and the success of its people are the promotion of purpose.
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