“According to Make Lemonade, there are more than 44 million borrowers who collectively owe $1.5 trillion in student loan debt in the U.S. alone. The average student in the Class of 2016 has $37,172 in student loan debt,” sites a June 2018 Forbes article. Furthermore, check out the consumer debt picture (this is separate from student loan debt) in America from Business Insider: The debt issue is a problem on so many levels, but for employers, it is impacting thoughts and decisions about what a desirable benefits package looks like in order to recruit and retain employees. Is the savings piece of your benefits
“You want me to pick you up a biscuit for breakfast?” One colleague asked another on his way into the office one morning. “No, Mary Ila is coming today.” “Gotcha.” he replied back. The HR Manager I work with regularly was the one refusing the biscuit because she knew if I’m there for the day, I am going to take her (make her go) to lunch. This is such a given that now her collogues know when I’m there not to count on her to be there at lunch time. Her friend/co-worker with the biscuit didn’t need any further explanation
HR professionals know the War for Talent is real. So, what does that mean for individuals who are comfortable in their current jobs? It’s simple; don’t get too comfortable. I received a call from a colleague once who said a hiring manager had reached out to her about me. Apparently, she had seen our connection on LinkedIn and asked if she thought I might be interested in a job. I wasn’t even looking, but was offered an opportunity that turned out to be enjoyable contract work and nice supplemental income. Now more than ever, recruiters and hiring managers are seeking
Guest blog written by: Steve Graham The Commitment: Leaders set the tone for an organization. They must be agile in their responses to the ever-changing marketplace and business climate. Leaders are charged with growing organizations, and learning is a part of the growth process. Learning can take various shapes within an organization. It can be organic, formalized, personalized, or on-demand. Whatever the shape, learning needs to be part of a leader’s commitment to improve both personally and professionally. One big lesson of learning is how to use failure. The old saying, “Failure is not an option”, is not realistic. Even
After a particularly long doctor’s appointment with our seven-year-old, the topic of his prescription (he has epilepsy and takes a medicine to control his seizures) came up. The nurse practitioner came back in to say she had sent it to the pharmacy electronically. My husband said, “We need it written in 500mL increments.” She looked at him like who do you think you are, trying to tell me how to write a prescription. I looked at my husband and tried to telepathically tell him, “Explain to her why you are making that request.” I may or may not have also