HR Prose Newsletter Winter Edition
Team HR Pros
Articles Winter Edition 2022
1. The Great Resignation
3. Current Job Openings
4. Available for work
5. Wellness Survey
6. Happy Holidays
What in the World is the Great Resignation?
A bi-product of Covid-19 and related strains of the virus.
As companies begin to get back to a version of pre-pandemic business, they are being met with a
power shift. Many of their employees, after 2 years of uncertainty, stress, burnout, and isolation,
are now more certain than ever of what they desire in the workplace. And lately those employees
are making it clear that if their employers can’t or won’t create a more human workplace, they
are more than happy to look for an opportunity elsewhere. Many choosing to completely change
careers, go back to school or become entrepreneurs and start their own businesses.
A recent survey that polled more than 3,500 workers in the U.S., U.K., Ireland, and Canada on
their connection to their jobs and companies and what’s on the horizon, findings were notable.
The findings were in line with what’s made headlines through much of 2021. Nearly 4 in 10
employees said they’re planning to look for a job in the next 12 months, a projected voluntary
turnover that could cost businesses around the world billions. And while the stakes are high, the
report also reveals simple, yet proven workplace practices that can help your organization thrive
even amid uncertainty.
Here’s a look at some of the most intriguing findings:
be in their role for five or more years. Now however, 38% of workers plan to look for a job in
the next 12 months.
flexibility” as the primary reason for doing so. That number jumped to 39% for African
American employees on the job hunt. However, for job-seeking women, higher pay was the
number one reason for looking.
stress has been amplified for parents who are more likely to report feeling stressed than non-
parents. Of all respondents looking for a new job, 65% are working parents seeking ways to
better manage family and work responsibilities. Especially as more and more findings come out
about how the pandemic hurt school age children’s learning ability.
quantifiable act of retaining workers. About one third (34%) of workers reported being
thanked in the last month and they are half as likely to be looking for a new job (26% vs.
respondents from this survey reported being thanked in the last month. Overall, about
half of respondents have been thanked in the last 1-2 months. On the flip side, more than
50% of respondents have thanked someone for their contributions in the last month.
engaged, 3x as likely to agree their work has meaning and purpose, 4x as likely to agree
their company’s leadership team is appreciative of their work, 4x as likely to be happy at
work, and 3x as likely to say their company culture got better during the height of the
COVID-19 pandemic. They are also less likely to be stressed than their non-recognized
employees stay on track and maintain priorities. When workers have weekly check-ins,
they are 2x as likely to: see a path to grow in the organization, feel meaning and purpose
at work, trust their manager, and feel a sense of belonging at work.
emerged: psychological safety. Harvard professor Amy Edmondson defines it as a shared
belief among employees that they can bring their whole self to work without the fear of
humiliation if they speak up with ideas, questions, concerns or even mistakes. Google’s
People Operations team finds psychological safety is the number one indicator of
successful teams. And it has a direct tie with the great resignation. For those looking for a
new job, their sense of psychological safety rating is significantly lower (3.1/5 vs. 3.6/5)
than those not looking.
Employees are stressed, they’re burnt out, and they’re demanding more of their employers. If
your organization wants to mitigate that stress and the potential turnover it can lead to, practicing
recognition, regularly checking in with employees, and cultivating a psychologically safe
Article revised from information in Workhuman Magazine 2021
Exciting News – HR Pros, LLC is partnering with Susan Howard, Founder/Owner ER Plus. Susan’s
specialties are Payroll and HR compliance for small to medium size businesses. I have known
Susan for over twenty years and I am delighted to partner with her on projects.
Manatee/Sarasota Counties – full time
Responsibilities - Account Manager - Landscaping
Network Technician - Sarasota
For over 20 years this technology solutions provider with a focus on professional and managed services has helped a variety of small and medium businesses in a wide range of industries solve their technology challenges.
• IT Support relating to technical issues involving core business applications and operating
• Support of backup and recovery solutions
• Technical support at the network level: WAN and LAN connectivity, routers, firewalls, and
• Basic remote access solution implementation and support: VPN, Terminal Services, and VMWare
• Monitor the remote monitoring and management system alerts and notifications, and respond accordingly through service tickets
• System documentation maintenance and review Professional Service Automation (PSA) tool
• Communication with customers as required: keeping them informed of incident progress,
notifying them of impending changes or agreed outages
• Provides support to end users on a variety of issues
• Identifies, researches, and resolves technical problems
• Responds to telephone calls, email and personnel requests for technical support
• Documents, tracks, and monitors the problem to ensure a timely resolution
• Familiar with a variety of the field's concepts, practices, and procedures
• Participate in discovery sessions with prospects and customers to gather and understand their
technical and functional requirements
• Engage with customers onsite
• Be available for on call support when scheduled
• Resolve product solutions questions for prospect’s/customers technical
liaisons; resolve prospects technical questions/issues and overcome objections to purchasing
network infrastructure technology.
• Interface with customer’s executives, technical representatives, and all company employees.
• Improve customer service, perception, and satisfaction
• Timely turnaround of customer requests
• Ability to work in a team and communicate effectively
Accomplished purchasing and inventory control professional with over twenty years of procurement experience with a 43-billion-dollar fortune food & beverage corporation.
Career Goals: Supply Chain Buyer Inventory Control Sales or related position. Prefer remote or hybrid - but will consider on-sight as well. Will consider FT, PT or Contract.
Contact Deb Sutton HR Pros for resume: firstname.lastname@example.org 941-776-0996
Wellness Survey on World Happiness
A world survey prepared in 2020 by Indeed.com has tracked work-life balance, health, and well-being at work. The survey shows ten dimensions that business should take into consideration for their employees.
Source Indeed.com 2020 survey and HR Florida Review.
HR Prose is published and written by Deb Sutton, HR Pros, LLC, an HR Consultant, specializing in consulting with small and medium-sized companies, employee recruitment, direct staffing, employer consulting projects, and career coaching. debsuttonhrprollc.net. 941-776-0996 business. email@example.com
Happy Holidays 2022/2023 from the staff of HR Pros, LLC
Deb Sutton HR Pros, LLC, MS, SPHR, SHRM-SCP
HR PROSE NEWSLETTER WINTER EDITION
Team HR Pros
It’s Almost 2021 – And I think I’ve survived
By: Deb Sutton
Let’s face it, human beings are for the most part social animals. I believe that hermits like Walt Whitman, Grizzly Adams, and the Unabomber are few and far between. Not too many of us choose to pack up and travel to the wilderness to be far away from it all.
The 2020 Pandemic (the Corona Virus) will most definitely go down in history as a very uncomfortable time. Although, like most anything there is usually a silver lining. We learned a lot about the “new normal” and honestly, some of it is not too bad. Let me share some of my thoughts about the silver linings of 2020 along with the negatives (or storm clouds) of 2020. I am in the state of Florida so I am familiar with what goes on here versus other states.
Family: On the plus side, due the virus, many families got closer. Immediate family members were forced to shelter in place and not go off on their separate adventures for a long time. Being together brought out new ways of living together as a family unit. Game nights, movie nights and other inside activities were prevalent. On the negative side, families that do not live close or that are high risk to catch Covid 19, were separated and isolated from their loved ones. The elderly being the highest risk, suffered greatly. Many Grandparents were forced to stay away from personal visits with their grandkids. Brothers and sisters, aunts and uncles who lived far away, could not travel for a visit. Children also suffered the negative effects. Wearing a mask, being told it was because of a deadly virus and other sobering realities is a cruel thing for little ones going through this. Especially given that young children have a very low chance of catching the virus.
Work: The new normal for work has positives and negatives. On the up side, many who were working from home found that it added extra time and money to their budget. Not having to commute, especially the city dwellers (NYC, Chicago, and LA/SF) found they had extra dollars each pay period. They saved on gas and wear and tear on their vehicles/commuting methods. The down side to the individual was that many lost their jobs or were furloughed. The negative to the business owner is that they lost business which in many instances could not be recouped. Many small businesses had to severely downsize or close altogether. Additionally, business small and large lost great employees that ended up taking jobs with other employers.
Business: Businesses were thriving prior to the onset of Covid. Many small businesses as well as certain industries suffered the wrath of Covid. Restaurants, Hotels, the Travel Industry and Movie Theaters saw sharp decreases in activity due to the virus. Just prior to the onset in the U.S., the stock market and the economic indicators like unemployment and the GNP were healthy and soaring in some cases. Time will tell what the outcome will be of some of these industries and small businesses. The silver lining is that new entrepreneurial ideas popped up and new products and services that are related to infection control and mitigation were developed and marketed.
Politics: This year marks the touchiest political year that I can remember and especial the presidential race. The country was pretty close to split down the middle for each candidate. Close election calls for the House and Senate happened as well. As of this writing, the Electoral College has not met so the Presidential candidate has not been named. There is also much debate on both sides about election fraud in many states. The investigations and law suits are pending.
Religion: Churches, another part of our society that has suffered, are struggling and are doing many different things to stay active and open. Some are open and require masks, some are open and do not require masks, and other accommodate for both mask wearers and non-mask wearers. In Florida many of our churches meet in schools and with the Covid onset, schools stopped allowing churches to meet in their facilities. This possibly created a financial hardship for those organizations as well as creating a dilemma to the general population of church goers who suddenly found themselves not having a church building. The silver lining is that technology enabled them to have on-line church. Once again though, many of our elderly population are not tech savvy.
Education: For the first time that I am aware because of this virus, kids were prevented from going to school and in some cases starting school in the fall. Additionally, many moms made the decision to homeschool, that in “normal” circumstances would not have done this. This has put much extra pressure on working moms. And, children of all ages are definitely suffering as a result of not getting their social needs meant. The fear factor of death and illness the virus represents must be terribly frightening to young children. I am hard pressed to think of many positives here. Hopefully history will show that the kiddos didn’t suffer setbacks in learning or social skills.
The vaccine for Covid 19 is close to being distributed and the predictions indicate it will be available 1st quarter 2021. Time will tell how things will progress in 2021. Will things go back to how they were before? I somehow don’t think so. Some of us are good with change and some, not so much. I just hope and pray that first and foremost the death toll stops. Next. that our freedoms and liberties are not in jeopardy of being taken away. Concerns for this has been spoken in many different venues: heard from my friends, family, news media and other sources. I pray that the world as we know of doesn’t become any worse for the wear because of the Pandemic of 2020.
By: Deb Sutton
Aging is an interesting phenomenon. For instance, did you know that once you hit around 40 years of age, whether you're a man or a woman, your body starts aging FASTER than normal? Studies have shown that without the proper nutrients and exercise, your body will age about 6 months EXTRA for every year that passes. This is shocking (at least to me) to think about. If you are 40, that means by the time you hit 44 you will LOOK and FEEL 48. And by the time you reach 60, you will LOOK and FEEL 70 YEARS OLD!
Did you know that 90% of people over the age of 35 lose enough muscle every year to burn off an additional 4 pounds of body fat? That means you not only lose the only thing on your body that creates shape, tone, and strength—you also gain more fat every year, even if your calories stay the same. YIKES!
Did you know that all of this is reversible at any age? That there are specific ways to move, eat, and think that tell your brain to STOP this rapid aging process... and even SLOW IT DOWN to the point where you're aging less than a year for every year?
According to the research that I have conducted, this information seems pretty accurate. Often we think we need expensive creams, supplements, or other gimmicky marketing tricks to fight aging. But I don’t buy those marketing ploys in all cases. Here are some of my favorite Anti-Aging Hacks that I think will work for anyone, male or female, and at any age. 35, 45, 55, 65, 75... you name it.
- Preparation H – is a fabulous way (easy to find and inexpensive) to reduce under-eye swelling and dark circles.
- Coconut oil, lavender and vitamin E – a recipe for Eye Cream you can make yourself…
- Tea Bags – Great for eye bags
- Coffee grinds – great for dark circles
- Sunscreen, Sun Hats and Sun Glasses – the sum can do a number on your skin
- Quit smoking – Smoking ages you – especially around the mouth (those lip lines).
- Limit alcohol – heavy drinkers age faster
- Make-up – They say less is best as you age and I have found this to be very true. Find products that conceal dark circles, soft lip colors, light weight foundations etc.
- Hair Color and Style – Keeping one’s hair color lighter and brighter. Don’t recommend going grey unless you really look good in it. Staying current with popular hair styles – I recommend conservative though, something about granny’s with green or purple Mohawks – yea/no. There are several apps that let you try out your face with hair and makeup. This is both fun and educational.
- Exercise – from a person who hates to exercise it has been proven that work-out routines can add to a more youthful look.
- Good health habits are important today for many reasons. Being a wise consumer and frugal spender can be advantages as well.
Human Resources Business Partner: State of Oregon, Great Salary and Benefits. Must have at least two years’ medical experience (preferably in a hospital setting) Bachelor’s degree or may substitute 5 years of progressive, recent HR experience in lieu of degree. HR Certification preferred. Possible relocation.
Field Sales Professional: Seattle, Washington; Can earn up to $150,000.00 and beyond by selling this brand. Sales in B to C. No cold calling – all leads are provided. Must possess two plus years outside sales experience; a proven track record of closing sales, college degree or equivalent education and experience. Ability to work a flexible work schedule.
Commercial Real Estate Sales Professional: Several openings, Houston, Texas. Great variable pay plan and good benefits. Manage a team and get above average quality training for this brand. Must possess a Texas Real Estate License. Must have Commercial Real Estate experience.
John – Northern California; M.A., Industrial Technology / Cal Poly, San Luis Obispo, California – Graduated with Distinction; Sales manager, curriculum developer/trainer, and published author/writer Fifteen years’ experience in Manufacturing roles – biomedical and technology.
Dorothy – VP of HR; Tampa Bay area. Bachelor’s degree in Computer Science; over 15 years of HR experience; SHRM-SCP Certification. Fully bi-lingual English/Spanish.
Have you booked your annual required Sexual Harassment Training yet? If not, this is your lucky day! HR Pros is offering our Spring Special Discount:
Can do on site or Zoom Training
On- Site Training for all employees – 4 hours of training by a professional HR Trainer at your business location:
**Meets the State of Florida Sexual Harassment Mandatory Training Requirements. **
On behalf of Deb Sutton and the HR Pros, LLC team we wish you a joyous and blessed 2020 Christmas and 2021 New Year!
Brandy Lynch, Cheryl Lamb-New, Machelle Thompson, Doris Williams
HR Pros. LLC is excited and pleased to announce that coming soon we will have a brand new web site that is updated and user friendly.
HR Pros. LLC is excited and pleased to announce that coming soon we will have a brand new web site that is updated and user friendly.
HR PROSE NEWSLETTER SUMMER EDITION
Team HR Pros
It is Okay to have a Good Cry
By: Deb Sutton, CEO HR Pros, LLC
Crying is a natural response human beings have to a range of emotions, including, frustration, sadness, joy, grief and stress. As I was home alone feeling isolated during our new normal – Covid-19 – I suddenly got that old familiar feeling of sadness and despair. Sitting out on my Lanai I just couldn’t stop the tears from flowing and I wondered. Is there any benefit really to a good (or for that matter bad or ugly) cry?
According to Medical News Today, crying has eight benefits.
I do want to warn others that there is a difference between a good healthy cry and depression. Please know there is help available for depression and make sure you do not let the situation escalate. Have the number of your EAP or the Suicide Hotline if things have escalated to this point.
Compensation Professional – located in the Charlotte area. Need 5 years of compensation experience to include a year of executive comp. Unusually great company with lots of perks and upward mobility. Pay $75K– $95K plus 20% bonus. Need 4 year degree and Executive Comp experience. Resumes to firstname.lastname@example.org
Customer Service Professional (inside sales) located in the Bradenton/Sarasota, FL area. Excellent pay and benefits. Two positions, one bi-lingual. Unique vertical in the healthcare arena. Resumes to email@example.com
Payroll/HR Coordinator - Great company in Venice looking for an individual who has 2-3 plus years payroll/HR experience. Payroll for 300 employees plus HR administrative duties. Important part of job is acting as the HR department translator of English/Spanish. Must have excellent Spanish and English speaking, writing skills. Great pay and benefits. resumes to firstname.lastname@example.org
John – Medical/Pharma/ Sales and Sales Training. California any part – looking for $
Eileen – Experienced Recruiter, Customer Service Manager, Supply Chain, Baltimore MD area. Salary expectations $75K plus.
Jim – Plant Training Manager – will relocate anywhere accept NYC & New England metro, $140K plus bonus.
Julia – HR Staffing, On-Boarding, Assistant. Degree, Certification SCP, Nashville area. Salary negotiable at this point.
Quote of the Quarter: “Out of clutter, find simplicity. From discord, find harmony. In the middle of difficulty lies opportunity.” Albert Einstein.
HR Prose is published quarterly and written by Deb Sutton, HR Pros, LLC, an HR Consultant, specializing in consulting with small and medium-sized companies, employee recruitment and direct staffing and career coaching. www.hrprosllc.net. 941-776-0996 business. email@example.com
1. Lead Article: Dealing with a Frankinboss
2. Catch Your Z’s
3. Social Security Regrets
4. Jobs Available
5. Candidates Available
Dealing with the Frankinboss
Many of us have read about how to deal with "bad bosses" in all their different forms—the temperamental, the moody, the bullying, the disorganized, the micro-managers, and the ones who take credit for their subordinate's ideas and hard work.
But can a company avoid hiring a bad manager in the first place? Are there telltale signs during the hiring process that can tip someone off to a job candidate who may end up making employees miserable?
There are, say, hiring experts.
"Some people just aren't cut out to be managers because they lack communication and listening skills," said Brandi Britton, district president for Office Team, a Robert Half company based in Menlo Park, Calif. "These bad bosses often lead to decreased morale, stress, burnout, lack of productivity, and ultimately turnover." This type of boss can be bad news for the employer and the employee.
How can a company avoid hiring a Frankinboss?
1. Use interview and selection techniques such as assessments, developing legal but telling interview questions, and even "gut" reactions by the interviewers. Form an interview committee process and get feedback from other interviewers.
2. Thoroughly vet the employee.
Develop questions to ask the references that might spot troubling managerial behavior. Check social media sites for inconsistencies and other unusual actions.
3. If you do end up hiring, make sure policies and procedures are in place to deal with any complaints and rumors or harassing behavior.
Once hired, how can a subordinate spot and deal with a Frankinboss?
The poor manager often takes credit for a subordinates' work, plays favorites, or overreacts to mistakes, which leaves employees unwilling to take risks. Some poor managers so distrust their employees that they end up redoing all the employees' work. They can be disorganized and changeable—often requiring employees to restart or restructure assignments and projects.
"I have had a few bosses who were horrible," said Michelle Thompson, an attorney and employee relations professional for HR Pros, LLC, a human resources consulting firm in Bradenton, FL. "They had to be the smartest ones in the room, and you had to agree with them. They did not want to hear differing opinions. I have seen managers who were successful as individual contributors or as part of a team but never really had managerial experience. They usually believed they had to have all of the answers and were afraid to say, 'I don't know, but I will find out."
Then there are the insincere butt kissers who "act so sweet in front of senior leadership or their peers and seem concerned about their team to others but rely on management by intimidation. They are the worst but hard to ferret out at times."
What to Do if you have a bad boss:
There are a couple of things you should do if you have a terrible boss, and they rely on your personal, professional goals, your ability to tolerate stress and stressful situations, and your overall skill sets.
1. One thing you can do is put up with the bad behavior and hope the boss gets transferred or takes a position with another company. If this is the strategy you choose, I highly suggest that you document, document, document as much bad behavior as possible. Include dates, times, and anyone that may have heard the bad expressions besides you. Be very specific.
2. Try to talk with the individual in a politically correct way, so you don't come off as being insubordinate.
Once again, thoroughly document the discussion. Of course, this could backfire, though, so walk through this carefully. I can emphasize recording this conversation as well as bad behaviors.
3. If the individual gets to the point that they seem to be harassing you, you can go to your boss's boss, the company employee relations officer, HR Manager, Company/CEO, or whomever your employee policies dictate as your next line of defense. The more documentation and specific examples of the behavior you can show, the better and if other people in your department are getting the same treatment – suggest that they join you. Your story will be less of a he said/she said.
4. Next strategy, you can ask for a transfer to another department.
If there are no openings, you may have to choose to leave the job or even the company.
This sort of behavior can lead to chronic illnesses, heart attacks, breakdowns, and more.
Unwarranted harassment can create a hostile work environment in which the employer may be liable. Also, Frankinboss' can cause individuals to suffer chronic illness, heart attacks, and physical or mental breakdowns. Company owners and stockholders do not want to be legally liable and face a lawsuit and bad press concerning the workplace.
Don't wait until your physical and mental health are suffering the consequences of a bad boss. Do what you can to rectify the situation.
Deb Sutton, HR Pros, LLC, an HR Consultant, specializing in consulting with small and medium-sized companies, employee recruitment and direct staffing and career coaching. debsuttonhrprollc.net. 941-776-0996 business. firstname.lastname@example.org
Catch Your ZZZ’s
It is important for overall health to get enough sleep. When I was younger ( 20 something) I paid no attention to sleep and became sleep deprived later on in life. It has effected me in many ways.
Here are some great tips:
Melatonin helps you sleep through the night.
FALSE: It can help you fall asleep. It won’t knock you out rather it helps you relax and fall asleep easier.
You can make up for lost hours of sleep with a nap.
TRUE: Research shows that just a few minutes of sleep will improve alertness, performance and mood. But substituting periodic naps for one night of sleep can create severe sleep deprivation
Exercise before bed keeps you awake.
FALSE: One study concluded that not only did evening exercising not effect sleep, but it also seemed to help people fall asleep faster, spend more time in a deep sleep.
The older you get, the fewer hours of sleep you need.
PARTIALLY TRUE: The amount of sleep a person needs various from individual and is affected by several factors. Most adults need seven to nine hours per night.
Source: FAB FIT FUN Magazine spring 2020
Social Security Regrets
What lessons can today’s workers learn from retirees who have filed for Social Security benefits? Be better prepared these survey results say:
Human Resources Manager: Excellent opportunity for an experience plant HR Manager for two non-union manufacturing facilities in Scranton, PA. National manufacturer with opportunity to move to other positions/operations in HR. Must have Bachelor’s degree and at least 7 years HR experience 5 of which is in manufacturing. Prefer certifications SPHR or PHR or SHRM CP or SCP. To $120 K -will pay relocation. Resumes to Deb Sutton – email@example.com
Training Manager: Great opportunity for an experience plant training manager to support 400 employees and two non-union plants. Must have a Bachelor’s Degree in Training and Development, Instructional Design, Adult Learning or comparable/equivalent job experience. $90 – 110K plus relocation. Resumes to firstname.lastname@example.org.
Account Executive: Tampa Staffing firm has openings for AE’s with direct and/or temporary staffing experience. Prefer some college and working for a staffing firm. Medical staffing experience helpful. NO Job Hoppers. $50 – 65K plus OTE – first year salary $90 – 100K plus. Resumes to email@example.com.
Recruiter: Tampa company has opening for staffing company recruiter. Must have staffing company recruitment experience (medical a plus). Prefer some college. No Job Hoppers. $45 -55 plus OTE – first year expectation 90 – 100K plus. Resumes to firstname.lastname@example.org.
B2B Account Executive: Multiple locations 9 positions – Baltimore and White Marsh MD.Locations around the metro Baltimore/DC area. Experienced Sales Pro – Hunter mentality, 90% of in the field work – contacting small to medium businesses. Develop own leads. Some college preferred. 2 to 5 years of experience $35 – 40K plus OTE – first year earnings 70 – 80K plus – unlimited email@example.com.
Residential Sales Pro: Fortune 50 company seeks a B2C sales pro in multiple positions Virginia. and MD. Entry level sales but would prefer some sales or customer service experience. Must be able to work in inclement weather conditions. Leads provided. $26,000 plus OTE of $60k plus (unlimited commission. Will train - Outstanding benefits day one of training/employment. firstname.lastname@example.org.
Senior Systems Engineer: Multiple positions – telework(remote) – 4 positions. Bachelor’s in Computer Science, Software Engineering, MIS or Equivalent work experience. Knowledge of related applications, relational database and web technology. 5- 7 years’ experience as a Systems Engineer. Travel required. Resume to email@example.com.
Colleen – Recruiter – 22 years’ experience. Prefers Remote but will consider other options. Jacksonville, FL area.
James – Training Manager 25 years’ experience. Willing to relocate to some areas. Worked for large manufacturing concerns. $140K plus bonus.
Eileen – Recruiter – 3 years’ experience recruitment and 18 years’ Customer Care Center Manager. Maryland area. $75K plus benefits needed.
From the staff at HR Pros – Deb Sutton, Brandy Lynch, Cheryl New, Michelle Thompson, Doris Santos-Williams
HR Prose is published quarterly and written by Deb Sutton, HR Pros, LLC, an HR Consultant, specializing in consulting with small and medium-sized companies, employee recruitment and direct staffing and career coaching. debsuttonhrprollc.net. 941-776-0996 business. firstname.lastname@example.org
HR PROSE FALL EDITION 2019
- Feature Article– Engaging a Multi-generational Workforce by Deb Sutton
- Hot Jobs
- Hot Candidates
- New at HR Pros, LLC
- Thank you for your Service
- Giving Thanks
How to Engage a Multi-Generational Workforce
By Deb Sutton, HR Pros, LLC
My background and experience in Human Resources Management, Consulting Recruitment, and Career Coaching over the past years has taught me much about workforce culture and employee engagement. I have seen many employee cultural changes and have been involved with four generations over the years. During my career, I have always found different generations of employees fascinating to study.
This different generation of workers include employees from different educational levels, backgrounds, countries of origin, religious affiliations, sexual orientation, political differences, socio-economic differences, and many other variations of the human worker.
From a Generational Standpoint, however, the gist of the workforce today is made up of 4 generations: baby boomers, Gen X, Millennial's, and Gen Z.
Motivation for each of these groups comes from a different place; finding out where this motivation comes from and how to best engage (recruit, hire, coach, and retain) these workers is paramount to maintaining a great workplace.
Baby boomers are the senior workers, and they want to be recognized for their experience and longevity. These workers are getting their lives readied for retirement, and leaving the workforce can often be very traumatic. Boomers want employers to value their years of hard work and impressive work ethic. They want an opportunity to prove that they still can add value to the workplace.
Gen Xers have different work values. They are in the process of climbing the corporate ladder or reaching the top of their salary potential. Recognizing them means they are moving up the ladder and are in control. They will feel a loss of power when their skills are replaced by someone in another generation. They are typically managers, directors, or senior individual contributors. They usually need to be able to prove themselves through promotion and more money.
Millennial's are excited about introducing new ideas and creativity. They are often maligned for their being brought up by the older Gen Xers and younger Baby boomers. They can often be seen as living with their parents after high school or college graduation due in large by economic factors. Some studies report they are the “entitled generation.” Employers need to praise them for their new ideas and offer perks and incentives for them to stay on the job.
The final and youngest of the generations are Gen Z’s. Gen Z’s are the youngsters of the workforce. Often called “snowflakes” because their parents taught them they were special, these younger workers cut their teeth on technology and thrive on the internet and social media. In the workplace, they may need a little extra hand-holding, but these are the folks you want to groom and give tech assignments too. There is also the stigma that they are less about-face to face encounters and use email, texting, and social media to extremes. Employers need to give Gen Z employees an opportunity to have fulfillment and excitement in their jobs. They, too, will jump ship to have community and social involvement at work as well as other perks and incentives to keep them engaged in the workplace.
By understanding what motivates these different generations of employees, organizations can assign them roles based on how they will best be engaged.
Boomers need to be assigned tasks that allow them to be subject matter experts and display their years of experience, which are winding down towards retirement. Generation X workers should be allowed to apply and win promotions and are typically your managers and director levels who need to display their leadership qualities. Millennial's would be the innovators who need to show their creativity and imagination whose roles should be to demonstrate these qualities. They are the entry-level managers or the independent contributors who are at the mid-stages of the career ladder. Finally, Gen Zs are just starting in their careers, and they need more entry-level roles. Paring them with Boomers will give boomers the mentor satisfaction and show the Z’s the value of a good work ethic.
By keeping in mind the ages, values, and other variations of individuals of each generation, employers can successfully engage their workers and improve hiring, motivation, and retention practices as well as reducing the expensive cost of employee dissatisfaction and turnover.
HR Pros, LLC is recruiting for the following positions:
Gerry – Excellent Senior HR Generalist Lives near Orlando– can do Lakeland or Orlando.
Tyrone - Technology Sales Manager – Looking to lighten travel load – remote position in the Houston area.
Terri – HR Business Partner ready for a Director or VP role. Tampa to Venice – open to relocation. Needs multi-industry experience.
Polly – Bradenton/Sarasota – HR Manager – experience in profit and non-profit.
Jane– Degree plus 20 plus years in food & beverage – purchasing, supply chain management
Todd– Senior Account Executive in the building trades Industry – Tampa, FL - will travel.
Receive resumes on these individuals, contact HR Pros, LLC email@example.com 941-776-0996.
New at HR Pros, LLC
HR Pros LLC is now a proud owner member of a consortium of Recruitment Agencies that numbers over 500 worldwide. This opens up a whole new aspect for us in that if candidates that are looking to make changes apply with us and we do not have a position that fits their demographics, we can share them with a plethora of recruiters throughout the U.S. and abroad. This is a fabulous addition to our bandwidth.