Before we all get back to reality and the slow pace of the holiday season is nothing but a memory, let’s take some time to reflect on this past year and the topics you found most interesting on this blog.
Millennials, boomerang employees, and building transparency in the workplace were among the most popular posts here on The Workforce Institute blog in 2015. Looking at the list, a few things are clear: millennials are on the rise in the workplace (in fact now the single biggest cohort in the workplace), more employers are striving to create engaging and positive work environments for their employees, and companies are becoming increasingly more willing to rehire former workers.
As you enjoy your well-deserved downtime, we hope you’ll take a few minutes to read through the top 10 most popular posts we published in 2015. And if you have topics you’d like us to write about in 2016 – or even better, contribute to this blog yourself – please let us know by commenting on this post.
Thank you to our guest authors in 2015, and Happy New Year, everybody!
- Corporate Culture is Out, Corporate Community is In
- Podcast: Walk a Mile in Their Boots for Change Management Success
- Five Strategies for Building Transparency In The Workplace
- Millennials Rise Up To Management In 2015
- Employee Interviews Often a Missed Opportunity
- Want the Job? Leave Them Wanting More
- What happens when the Boomers are gone and the Millennials are in charge?
- Boomerang Employees – Can You Go Home Again?
- How to Build a Great Place to Work
- Employees – Assets or Liabilities?
One of the most important issues we help our clients address is the need to match their workforce to a changing workload. One way to do this is to use workforce analytics and scheduling technology to make data driven decisions about how to deploy talent. That talent often consists of a mix of full time, part time and contingent (temporary) workers. The chart here from Harvard Business Review notes that the different categories of temporary workers represent a significant portion (31%) of the US workforce.
The rise of the freelance economy has been predicted frequently in the last 15 years or so. When I worked at talent management vendor BrassRing (now IBM Kenexa) years ago, we frequently discussed whether the resume was dead, whether the internet would remove the role of the recruiter altogether, and whether the freelance economy would replace the traditional model of employer-employee. While the resume is still with us, social tools like LinkedIn have made it easier than ever for recruiters (yup, still with us) to find great talent. And yes, the freelancers continue to become a more important part of the overall workforce.
In a new blog post on Harvard Business Review, Workforce Institute board member David Creelman and his co-authors John Boudreau and Ravin Jesuthasan write about the emergence of talent platforms that help organizations hire and manage freelance workers. The examples in this article are focused on creative talent for project-based work at ad agencies. Read on to learn about how some of these new talent platforms are enabling the connection of freelancers and those who need their services in “Tongal, dLance, and Topcoder Will Change How You Compete”. The question the article raises is how easily this model could be extended to other types of freelance work.
What’s going on in your organization? Do you use a lot of freelancers? Do you use talent platforms like the ones mentioned in the HBR post to engage and manage them?
If you participate in facebook and/or other social media channels, you’ve probably seen this Time article that’s making the rounds. Entitled “America’s Mood Map: An Interactive Guide to the United States of Attitude” it profiles each of the 48 contiguous United States according to the OCEAN personality test. The profiles are based on a 13- year study by Jason Rentfrow of the University of Cambridge in the U.K. and included 1.6 million respondents.
Of course I had to take the test and see how well I fit with my beloved Commonwealth of Massachusetts. Imagine my surprise that the test revealed I was much better suited to life in the South; i.e. Georgia. It turns out that I’m way less neurotic than my fellow citizens of Red Sox nation. Still – I’m happy here in this lobster-eating, liberal, snow-loving state. I’m very happy with my Chelmsford, MA based employer.
It does make me wonder, though, how important these regional differences are in the workplace. As employees are increasingly working from home, and in some cases with colleagues around the globe, how much of an impact does the headquarters location have on the work climate in the diverse geographies in which an organization operates?
Take our poll and let us know what you think: