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Did You Know It Was National Employ Older Workers Week?

Although this is the first time I’ve heard of it, I’m thrilled to learn that the US Department of Labor celebrates mature (>55) workers with an annual  National Employ Older Workers Week.

According to this new Adecco survey, hiring managers are three times more likely to hire a mature worker (60 percent) than a Millennial (20 percent).  “The rise of mature workers in today’s workforce is a direct result of economic and societal factors,” said Joyce Russell, president of Adecco Staffing U.S. “These are individuals who long ago paid their dues, and given their years of experience and work ethic, they make excellent job candidates and strong employees — and the results of this survey show how overwhelmingly appreciated and valued they are by hiring managers. National Employ Older Workers Week is a wonderful time to recognize the contributions these employees make to any organization.”

I don’t know if this is what Joyce Russell had in mind, but here’s how this 55-year -old “mature” worker would like to be  recognized (or not):

  • Don’t call me “Hon” or “Dear” – a phenomenon I’m experiencing since I let my hair go gray.
  • When you’re selling me something, don’t assume that technology is overwhelming for me.  I’ve been working in high tech for 30 years, and I’m kind of up to speed.
  • Don’t interpret my references to prior experiences as evidence of being out of touch – the products and settings may change, but human behavior is pretty constant.
  • Do thank me for my contributions to the business once in a while.  I know what I’m doing, but I still like to hear it.
  • And don’t assume that because I’m older, I’m not interested in new projects, products, or technology.  I am.

OK, now I need to go unplug my Volt.

Thinking back on the week that was…

I’ve decided to do a weekly round up on Fridays to pull together stuff that I’ve found interesting over the course of the week – with the help of my girl group, Laura and Jenna.  Our weekly cartoon here is really hitting home for me this week.  I am looking for opportunities to architect enhancements to our customer experience, and struggle with the same issues that plague most projects like this – a ton of information, but not enough actionable insight.  Our data is very current – from formal online surveys, customer advisory councils, support calls, social media, etc.  Our challenge is weaving all that information together in a way that makes our improvement efforts scalable.  I’m firmly committed to data-driven decisions, but it’s not for the faint of heart!

Here are some things we found interesting this week.  Enjoy!

What’s your perfect work temperature? Stay Warm This Winter and Your Workers WIll be More Productive via @TLNT_com

Companies turn to brain games to tackle work stress via @FortuneMagazine

Managing Others is About…You via @TrishMcFarlane

It’s The Customer, Stupid via @hrbartender

RT @williamtincup: RT Long Hours Linked To Health Problems And Lower Productivity @jongelman

Great advice for hiring the right people:

Everyone was talking about the replacement refs this week – this article does a nice job of linking this to the problem of hiring or promoting people who are “out of their league”

Kronos released some interesting research this week about inefficiencies in public safety:

Everyone wants to distance themselves from failure and/or pretend it didn’t happen – good reminder that failure is one of our greatest teachers:

With all the technology we have to distract ourselves with…is anyone ever going to do anything really creative ever again?

And if you have a couple more minutes, do check out what my Kronos friends have been blogging and tweeting about this week:

Don’t Drink the Cliché Kool-Aid via @SmarterCafe

Motherhood, Apple Pie and Upgrading via @SmarterCafe

Operations, meet Payroll, your new best friend when it comes to understanding labor spend via @GreggLean

Use 1970′s technology to improve your plant’s performance via @GreggLean

The Evolution of Workforce Management via @simonmacpherson

Enjoy your weekend!

Chatting About Valuing Your Workforce with David Creelman

I chatted last week with our board member David Creelman about how companies can maximize the contribution of their frontline workforce and how they might report that value to investors in the future.  David has been deeply involved in a SHRM-led effort to develop an ANSI standard for what human capital information should be reported to investors.  As it turns out, some controversy has arisen about this effort between SHRM and the  Human Resources Policy Association, a lobbying group that includes HR leaders from more than 300 of the largest US organizations.  The former are lobbying for more transparency for investors when it comes to valuing an organization’s workforce.  The latter argue that reporting these metrics would place an unecessary administrative burden on organizations.

As a special bonus, we also talked about David’s chapter in our book, Elements of Successful Organizations.  Here he talks about what organizations can do to embrace employees’ unique strengths to better their business, while balancing that against the needs for product, process and services standards needed for scale.

Listen to the podcast below and take our poll to let us know where you come down on the workforce metrics issue:

9.6.12 Chat with David Creelman

Are you in favor of requiring companies to report standard metrics concerning the value of their workforce to potential investors?

View Results

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