Some towns in Sweden decided to switch to a six-hour workday for their public employees. The results have been great. People are happier. Patients at a nursing home are getting much better care. Everyone has enough time for family and hobbies, and I can only imagine burnout will be a thing of a past. We should all adopt it!
Except for one big problem–these are public-sector employees. This means their employers don’t have to be concerned about, well, you know, money. Sure, they do have budget limits, but it’s not like the private sector, where you have to at least break even and preferably make a profit.
For example, a care home that switched to six-hour days for nurses found that the nurses loved it and the patients loved nurses who weren’t stressed out. But the home had to hire 14 extra employees. In the private sector, you can’t just up your budget and get the city council to allot it. You actually have to increase your income.
To keep reading, click here: Is the Six-Hour Workday the Key to Productivity?
My husband grew up in Rochester, NY, graduating from school in the early 1990s. You may be familiar with the big companies in Rochester-Xerox and Kodak. It seemed that everyone worked at one or the other. The pay was good, the benefits great, and my mother-in-law still talks about how she could set her clock by the coming and going of the men (and it was mostly men) in the neighborhood. Not only did many of them walk in the door by 5:15 every night, the work day was completely over by then. No email. No cell phones. Sure, the boss could call, but he’d reach the family phone and if someone was on it, or the family wasn’t home, it was a lost cause.
Compare that with today. I don’t know a single person in an office job that I can set my watch by. If I could, it certainly wouldn’t be because they walk in the door at 5:15. And, if that theoretical person was home by 5:15, you can pretty much count on this person checking email and taking calls later on in the evening.
To keep reading, click here: Why the Workplace Must Adapt Now (or Else)
When a college student needs counseling because he’s scored a B on a report card, or worse, calls the police because there’s a mouse roaming the apartment, we can kind of laugh about it. I mean, how ridiculous!
Those would be just good stories, except episodes like this are becoming more and more common. Peter Gray, PhD, a research professor at Boston College who studies how children learn and value play, writes aboutdeclining resilience in college students in Psychology Today. His thoughts are frightening for the workplace. If today’s college students lack resilience, what can we expect from tomorrow’s job applicants? You have to hire someone.
To keep reading, click here: Why You Should Be Terrified of the Rising Millennial and Gen Z Workforce
The UK offices of Ernst & Young have announced that they will stop requiring degrees, but instead will offer online testing and search out talented individuals regardless of background. Why? They say there is no correlation between success at the university and success in careers.
The Huffington Post quotes Maggie Stilwell, EY’s managing partner for talent as saying:
Academic qualifications will still be taken into account and indeed remain an important consideration when assessing candidates as a whole, but will no longer act as a barrier to getting a foot in the door.
Our own internal research of over 400 graduates found that screening students based on academic performance alone was too blunt an approach to recruitment.
It found no evidence to conclude that previous success in higher education correlated with future success in subsequent professional qualifications undertaken.
To keep reading, click here: Ernst & Young Stopped Requiring Degrees. Should You?
It would be totally awesome if you always worked with people you liked. People who you not only respect in the workplace but were happy to socialize with outside of work, too. Wouldn’t that be a dream come true?
Well, maybe, and maybe not. Some people like to have a complete separation between work and social life, but everyone wants to have a nice place to go to work. Unfortunately, sometimes you get stuck working with a coworker you not only don’t click with but whom you actively dislike.
To keep reading, click here: 6 Tips for Working with People You Dislike
When you’re looking for a new job, you spend a lot of time working with headhunters and recruiters. Sometimes these words are used interchangeably, but there is a difference.
A recruiter works for the company for which she’s hiring while a headhunter works independently. A business hires a headhunter to fill specific positions, and they only get paid when the position is filled. A recruiter gets paid no matter what. This distinction is very important when you’re looking for a job.
While most headhunters are awesome, there are a few bad apples in all professions. And there are a few things that the headhunter doesn’t have control over or even insight into. After all, they are independent professionals who contract with businesses. They aren’t privy to the day to day operations of the company you want to work for.
Here are 10 of the biggest lies you’ll hear from a headhunter.
Have you ever wondered why other people seem to climb the ladder to the corner office, but you’re stuck sitting on the bottom rung? Why a coworker you can’t stand keeps getting promoted and you keep getting passed over?
Well, there are probably some things you’re doing that stop you from reaching the level you’re capable of.
If you do any of these things, stop it right now and see your career blossom.
I work for a small, established company, and we don’t have policies in place for employee reviews. Actually, we don’t really do reviews at all. I find this odd. Is there a reason a company wouldn’t ask for or provide formal feedback? If I wanted to put a procedure in place for the people I manage in my department, what would I need?
To read the answer, click here: How to Implement Yearly Reviews
Football season has begun, and along with it football pools, fantasy football leagues and heated discussions about last night’s game. It can seem like a huge drain on performance and might all that betting be illegal? Maybe you should put a stop to the whole thing right away.
Or maybe not. Now, to be clear, as the boss, you can absolutely ban pools and fantasy leagues while at work (banning discussion is futile). But, people really enjoy these things and doing these kinds of activities can actually help unify your office–if you do it correctly. Here are some tips:
To keep reading, click here: How to Manage the Office Football Pool
1. There are an awful lot of plungers in the back of the HR office.
2. She doesn’t conduct investigations by talking, but by extracting brainwaves.
3. Her bumper sticker reads “I killed a bunch of Time-Lords and all I got was a lousy bumper sticker”.
4. She fights your FMLA and ADA claims by saying she doesn’t trust the Doctor.
To keep reading, click here: The Top 10 Signs Your HR Manager is Actually A Dalek