Guest blog post written by: Stephanie Seibel Have you ever noticed that your career looks nothing like Mom’s did? We’ve got a post-recession economy,technological advances resembling something from Gattaca, and a radically different generation of workers entering the labor force. It only takes one Google-second to realize that the entire world of work is changing. If the evolving work-world gives you a headache, here are 4 outdated career myths you can safely forget. 1) Get a Job “Jobs” are out but “gigs” are in. With the high costs of training and the short stay of workers, many employers now prefer independent
Quality products can’t be delivered without quality people, or at least that is Tara Manufacturing’s philosophy when it comes to being a leader in manufacturing pool liners and safety covers. By giving back to their employees and to their community, they have been able to grow a business through stewardship. Started by Marshall Richardson over 30 years ago the company began and continues to focus on customer satisfaction, high quality products and the shortest turnaround time for a vinyl liner in the industry. They create these outcomes by focusing their passion on creating wonderful quality of life for employees and
You all know I hate policies for the sake of policies. Rules follower I am not, so when I see that one of the potential trends in the way work is changing is a swing away from policies, I get excited. Now throwing policies out the window isn’t being adopted by all, case in point this experience I had recently but with the need for innovation and adaptability in order to attract and retain talent and therefore meet customer needs, trends are arising to simplify or scratch policies all together. For example, companies like Netflix have scratched vacation and sick
It Doesn’t Matter How and Where Work Gets Done. The Death of Office Space, Office Hours and the Employee-Employer Relationship.
My brother started a new job in business development for an international company about six months ago. His boss lives in Toronto. He lives in Memphis, TN. In fact, he didn’t meet his boss until after he was hired. He works from home, or his car, or an airplane, or a hotel room, a Starbucks or really anywhere as long as he has a WIFI connection and a cell phone, it doesn’t matter where he is. We at Horizon Point just finished a project on wage analysis. Neither I nor our other full-time employee did any of the number crunching for it.
In my eight years at Red Sage Communications, change has been the norm rather than the exception. When I started with the website and marketing firm, most of our customers came to us for a basic website, a logo, a brochure, or some other similar basic item. Now, it is a website that is search engine optimized and mobile friendly, a strategic online advertising and social media plan, and advice on how to reach their customers since many of the traditional advertising and marketing methods are no longer working as well as they did not so long ago. The hard
“An idea hit me: Why not create a for-profit business to help provide shoes for these children? Why not come up with a solution that guaranteed a constant flow of shoes rather than being dependent on kind people making donations? In other words, maybe the solution was entrepreneurship not charity.” Blake Mycoskie, TOMS Shoes Although Blake and his TOMS shoes have spurred the whole concept of one-for-one business models, he isn’t alone nor the first to consider how business can be a cause. With decreasing government funding for charitable causes (and I’m not saying this is necessarily a bad thing)
The world, and especially the world of work, is changing at a rapid pace. In fact, from a technological perspective,Moore’s Law postulates that the rate of change is exponential, doubling on itself approximately every 18 months. Many of the things that are driving the changes in work are due to technology, but some are not. This month we will be exploring on the blog some of the key changes we are seeing in the world of work and what those changes mean for us, more specifically what they mean for us in terms of possibility and opportunity for the individual
We had a great time and learned a lot at the Alabama SHRM Conference a couple of weeks ago. It’s always great to network with colleagues and learn from some of the best in our profession. We try to make this type of event part of our professional development game plan. In order to learn even more at the conference, we asked the professionals who stopped by our booth to complete a short survey where they identified their biggest pain points in HR. Here’s how the results shook out (subscribers click through to see chart): While there was no