Call them Millennials, Generation Y or the young adults still living in your basement, this is the generation that is supposedly going to save us Gen X’ers and older. Yes, this is the generation who received trophies not only for participating in sports, but just for showing up it seemed. The National Institute of Health reports that 40% of Millennials got so many participation trophies growing up that they believed they should be promoted every two years, regardless of performance.
Men are still more than twice as likely to hold a senior management position as their female colleagues — a ratio that has not changed much within the past two decades despite the fact that women have made tremendous progress. Those who have achieved a greater gender balance in senior management ranks are to be applauded.
According to a 2009 report from the Conference Board of Canada, women make up almost 48 per cent of the talent pool and yet, only 0.32 per cent hold executive positions. It’s concerning that women are still significantly underrepresented in the upper echelon of the workforce. Although most organizations say they support diversity and the development of future leaders, women in top leadership roles seem to still be the exception, not the rule.
Losing someone close to you is one of the most difficult things a person can go through. As an employer, you may wonder what you can do to help a staff member through this difficult time.
One of the most important things you can do is to give them time — not only time to grieve, but time to manage the often staggering amount of planning, organizing, and paperwork that must be completed to prepare for a funeral if they are entrusted with this incredible responsibility. Having recently lost a close family member, I was shocked at the amount of time needed to complete the arrangements along with necessary legalities. The fortunate ones, like me, have an employer who is not only understanding, but also a leader in better people practices.
Fun is one of the most underrated business tools we own. When you create a fun working environment, it leads to happy, loyal and more productive employees as well as an innovative organization that attracts new opportunities.
It is well documented that laughter releases endorphins, and that leads to a sense of well-being and optimism. Now apply this to the workplace as one California researcher recently did. His study showed that people who enjoy a little fun and humour on the job tend to be more creative, are more effective at decision making and get along better with others. These employees also chalk up fewer absent, late and sick days.
My daylight savings tweet was “A fabulously long day”! It wasn’t much longer when I received a message from one of my followers that said “Amazing right? I wish I had an extra hour for everyday”. I started to think more about what those two tweets meant. Did an extra hour have that much impact on my day and others?
Congratulations on finding and hiring a strong, qualified new employee, bringing their talent, enthusiasm and valuable skill set to your organization.
Now that you’ve got them, what are you doing to keep them from leaving?
It is no longer enough to apply resources to recruiting employees who are the right fit for your company; it is absolutely necessary to give them reasons to stay. When it comes to retaining top talent, you may be surprised to learn that your company has a lot going for it already — if you have made the effort to create a positive workplace culture.