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Will You Add? - Tips to Best Utilize Older Workers in Your Workforce
The word ‘KISS’ sent a tingling sensation down under your heart. Frankly, I wake up everyday in my life in search of a KISS. And where I find it daily from two guys, all the way down to Silicon Valley. It is called the ‘Google’.Can you imagine, if the KISS is so hot and most wanted, why most of business executives and CEOs keep running away from it? Well, all the management Guru are still to find and I am certainly not running away from a KISS.What is KISS? It is “Keep it Simple, Stupid”. It is a business idea which has done wonder in numerous businesses but still strategist and planner keep running away from KISS.Simplicity in life goes a long way. Perfect example of this is Google home page, with a search box and very limited text here and the
For far too long, we moderns have relied on our analytical/logical brain to make important life decisions. It is my belief that our imaginative/creative brain holds the key to better, smarter and more soulful decisions. This is because the right side of the brain, which loves creativity---taps into your intuitive nature. Take your career for instance. How could following your intuition make you more successful? Because you will be following your true internal compass---one that leads you to the best career and a more fulfilled life.The word intuition means “in to you” in Latin. Florence Scovel, a theologian, once said, “Intuition is the spiritual faculty that doesn’t explain; it seemingly points the way.” It’s also been said that intuition is your div
While companies have been slow to recognize the implications of the shrinking U.S. talent pool, they have been even slower to realize the potential impacts of the loss of thousands of Baby Boomers over the next 10 years. In some cases, companies may even be encouraging the attrition of older workers, assuming they are expensive and less productive segments of their workforce.
Those who recognize the impact of the loss of Boomers to companies and potentially to the economy are probably asking, "What can we do to proactively address the needs of our workers over 50?" I offer these ideas both from my experiences over the last 35 years as a Human Resource professional as well as from my personal experience as a 54-year-old struggling with the same issues and questions as my peers.
Audit your policies, practices and benefit programs to determine those that will limit your ability to work with Boomers effectively long-term. Employee benefits and management practices have historically been designed with the assumption that older workers would seek leisure between the ages of 59 and 65, and that younger workers would have developed in sufficient numbers to replace the graying workforce. Clearly, there are not sufficient numbers, a
You’ve ever wondered why coca-cola is selling more than Pepsi? Even though in test Pepsi have shown to be picked most by it’s taste?You guessed it, branding.If you’re running an online business it’s vital for you to brand yourself. If you are into affiliate marketing and want to make it big. Don’t just send people away through the affiliate link, capture their information in an autoresponder.If you are making a blog, don’t just call it something be sure to stamp it with your name and your business name as often as possible without ruining it of cause.How do you brand yourself effective you might think. Well there’s loads of ways, I’ll list a few of them for you:• Post on forums • Write articles • Be social on networking w
While companies have been slow to recognize the implications of the shrinking U.S. talent pool, they have been even slower to realize the potential impacts of the loss of thousands of Baby Boomers over the next 10 years. In some cases, companies may even be encouraging the attrition of older workers, assuming they are expensive and less productive segments of their workforce.
Those who recognize the impact of the loss of Boomers to companies and potentially to the economy are probably asking, "What can we do to proactively address the needs of our workers over 50?" I offer these ideas both from my experiences over the last 35 years as a Human Resource professional as well as from my personal experience as a 54-year-old struggling with the same issues and questions as my peers.
Audit your policies, practices and benefit programs to determine those that will limit your ability to work with Boomers effectively long-term. Employee benefits and management practices have historically been designed with the assumption that older workers would seek leisure between the ages of 59 and 65, and that younger workers would have developed in sufficient numbers to replace the graying workforce. Clearly, there are not sufficient numbers,
I always find it sad when I bump into someone and find out that they just lost their job. That is always unsettling. I can't help but empathize with their situation. However, what I don't get are the folks that tell me there is nothing out there. Nothing out there for whom? Are they truly out there looking for business opportunity leads, or have they just given up? You see, when it comes to searching for jobs and gigs, the entire market has changed.Have you evolved with the times? It's fairly easy to tell whether you have or not. In fact, one simple word says it all. The Internet. The World-Wide-Web is where you should be browsing. In my opinion, this is the only way to scout out work now days. That whole business of searching through newspapers and looking h
Those who recognize the impact of the loss of Boomers to companies and potentially to the economy are probably asking, "What can we do to proactively address the needs of our workers over 50?" I offer these ideas both from my experiences over the last 35 years as a Human Resource professional as well as from my personal experience as a 54-year-old struggling with the same issues and questions as my peers.
Audit your policies, practices and benefit programs to determine those that will limit your ability to work with Boomers effectively long-term. Employee benefits and management practices have historically been designed with the assumption that older workers would seek leisure between the ages of 59 and 65, and that younger workers would have developed in sufficient numbers to replace the graying workforce. Clearly, there are not sufficient numbers,
As a webmaster, good writing skills are important to your online business. Unless you're involved in a get-rich-quick scheme a serious webmaster knows that running an online business involves a variety of written content for his site including, sales letters, press releases, articles, newsletters, blogs and more.Since writing is crucial to your online image, you need to ensure that your content is not only unique, but is also grammatically correct and interesting. If your vocabulary is limited or you're writing in a second language or you have difficulty expressing your self in written form, you need to hire a ghostwriter to write your website content for you. offer these ideas both from my experiences over the last 35 years as a Human Resource professional as well as from my personal experience as a 54-year-old struggling with the same issues and questions as my peers.
Audit your policies, practices and benefit programs to determine those that will limit your ability to work with Boomers effectively long-term. Employee benefits and management practices have historically been designed with the assumption that older workers would seek leisure between the ages of 59 and 65, and that younger workers would have developed in sufficient numbers to replace the graying workforce. Clearly, there are not sufficient numbers,
If you didn’t know better, you’d think today’s business world was one big Monopoly game.Lots of corporate leaders – those inclined to be the battleship or cannon when they sit down in front of the big board – run their businesses with a cutthroat attitude and play with the company’s earnings like it’s, well, Monopoly money. This take-every-Chance-Card approach can sometimes produce short-term success, but it doesn’t guarantee against having to mortgage your Park Place and Boardwalk properties. Or going directly to jail, for that matter.In recent years, there’ve been more than a few high profile business leaders trading in their pinstripe suits for pinstripe prison uniforms, leaving the corporate landscape littered with bankrupt companies. Enron, Tyco,
Therefore, consider creating part-time benefit programs or alternative work arrangements, rethinking mandatory and early retirement programs, and opening time-off programs to uses beyond vacation and illness. Identify and modify programs and practices that may inadvertently preclude management from shaping arrangements to individual situations.
Offer flexibility. All employees are juggling multiple priorities, including family and work. If employers could re-examine how and where their work can be done, it provides a great start for a dialogue around flexibility. But a dialogue around results could produce the most productive solutions. The more clearly you can define the business outcomes you need and when, you provide employees the clear direction of how to rebalance their time to focus on the right things at the right time.
Give employees the gift of time. This could take the form of organized sabbaticals or programs and practices that give employees permission to step away from the day-to-day pace to open up new ways of thinking about old work, research and development and new products and services.
Provide professional planning services. Most people think about their preparation for retirement and the years before and aft
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