Bresnahan's Shorts* - July 2007

*Short topics

Pay Increases & Career Development

According to a 2006 Randstad survey of 1,600 employees and 1,300 employers everyone wants more money for the work they do. This is something we already know. Interestingly, the Gen Y age wants more skills and more opportunities but not more responsibility. All age groups indicated they would bear more stress for more money.

Do you see a shift? This could mean a redefinition of "career development." In the past, people looked for opportunities with more responsibility. This all fits with what many employers say about wanting employees to take responsibility - for their actions and their jobs.

While we know we need to be innovative in order to retain retiring Baby Boomers, by providing flex time and opportunities to mentor the next generation, this survey indicates that additional innovation is needed. Here is an "opportunity" to have a conversation with the different age groups (and individuals) and ask what they want for their "career development."

ASTD The Buzz, July 24, 2006

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Employers Looking Abroad

Can you imagine? First we hear and bear the reality of more manufacturing of products going overseas. Next came the “off-shoring” of high tech jobs and call centers. Now the latest is that, according to the July 1 Parade Magazine, employers will seek foreign workers, not because they are cheaper but because they have better workplace skills, discipline and attitude toward work.

This message came from Labor Secretary Elaine Chao who further states, “American employees must be punctual, dress appropriately and have good personal hygiene. They need anger-management and conflict resolution skills and they have to be able to accept direction.” She further states that the fastest growing jobs are those that require advanced knowledge and skills. Did you know that only 30% of the workforce has a four-year college degree?

This is scary information. We have been saying for a long time that we need to do a better job with our education system. I don't know if we realize that most kids who start college don't finish (and that is not necessarily new). Some are not prepared and so get frustrated and discouraged. Some have had it too easy at home—you've heard about kids returning home and living off mom and dad.

According to Claudia Goldin, Harvard University economics professor, the American educational systems tendency to provide second chances may be detrimental to motivating young people to finish high school. To counteract the trend, experts say, improve elementary and high school education, motivate teens to complete school, give guidance to community college students on learning marketable skills and transfer to four-year colleges, improve and streamline financial aid.

Do all you can, in your individual way, to encourage the young people you come in contact with. It means a brighter future for them. Hard work usually pays off.

Learn about the hot jobs and salaries at www.parade.com/articles/editions/2007/edition_04-15-2007/WPE_lead#hotjobs

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High Performers Ready to Quit

According to a study of 16,237 employees by Leadership IQ, 47% of high performers are actively looking for other jobs.

"High performers keep companies in business," says Mark Murphy, CEO of Leadership IQ, "so every company is at risk if these people leave. If you lose some low performers, you might actually be better off.  But when your best people quit, revenue drops, quality suffers, and snafus increase. Even large companies can take a big hit with the departure of just a few key employees.”

“The worst part,” says Murphy, “is that we typically cause our high performers to quit by how we treat them.  We treat them worse than any other employee.  When a manager has a tough project upon which the whole company depends, to whom do they turn?  Who gets the late hours and the stress?  It's not the low performers, because managers want the project done right.  Instead, managers turn to their handful of high performers.  Over and over we ask our high performers to go above and beyond, making their jobs tough and burning them out at a terrible pace.  Meanwhile, low performers often get easier jobs because their bosses dread dealing with them and may avoid them altogether.”

Those are Murphy's words. Also, consider that many high performers leave because of the behavior and lack of commitment by the low performers. Sometimes it is better to get rid of a non-productive body than risk the loss of a high-performer. I have seen the difference it has made in the workplace far too many times. To the low performer, I suggest you find something you can be passionate about. You will be a far happier camper and may even become a high performer.

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Thoughts to Ponder

" Efforts and courage are not enough without purpose and direction." - John Fitzgerald Kennedy

"Remember your dreams." - Maryanne Radmacher-Hershey

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Lincoln on Leadership

“A house divided against itself cannot stand… Our cause must be intrusted to, and conducted by its own undoubted friends—whose hands are free, whose hearts are in the work—who do care for the result.” Lincoln spoke these words when he accepted the nomination for the U.S. Senate June 16, 1858.

Be passionate about your work. From passion comes commitment and vision. From a clear purpose based on core values comes a vision. These three items are important for a team. It takes them through the rough times together until they can achieve the goal.

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Responsibility-based Organizations

Learn more about how to achieve your organizational vision and accountability by going to our affiliate website, www.integroleadership.com.

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Speakers

Are you looking for a great speaker for your organization? Contact the Bresnahan Group.

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More Information

For more information about any of these topics contact us at 505-922-1973 or email BresGroup @ 4u.net.

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