Employers value older workers, but don't recruit them | 7 strategies for dealing with a difficult co-worker | Will work resorts get staff excited about the office?
Job candidates ages 45 to 64 are the least favored by hiring managers yet 89% of employers say older and midcareer employees outperform younger workers, according to a study by the Organisation for Economic Co-operation and Development and Generation. In a further example of the "age-performance paradox," 83% of employers say older workers learn as quickly, or more so, than younger employees. Full Story: HR Dive (10/11)
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According to a recent survey by FlexJobs, toxic bosses and co-workers are ubiquitous in the workplace, but it's possible to reduce the impact of difficult co-workers by managing your own behavior and serving as a positive example to others, writes sociologist and author Tracy Brower. Doing your best to be a strong and positive performer, following through on your commitments, accepting feedback gracefully and interacting with others with civility and respect are among the strategies that can benefit both you and your team, Brower writes. Full Story: Fast Company (tiered subscription model) (10/10)
US employers plan to increase their salary budgets for nonunionized employees by 3.9% next year, down from this year's 4.1%, and their 2024 budgets for merit pay increases by 3.5%, down from 3.8% in 2023, according to a Mercer survey, which points out the increases are still higher than they were before the pandemic. "If the labor market continues to stabilize and inflation cools further as we move toward the end of the year, compensation pressures are likely to continue to decline," says Lauren Mason, senior principal for career at Mercer. Full Story: Society for Human Resource Management (tiered subscription model) (10/9)
Technology
Why Microsoft's Skills in Viva system deserves a look Microsoft likely will disrupt the HR technology sector with its Skills in Viva system, which tracks the credentials of potential job seekers while offering them a path to mentorship, writes Josh Bersin. "The combination of Microsoft's design skills, AI infrastructure, ecosystem partners, and integration with LinkedIn make it a solution you cannot ignore." Full Story: Josh Bersin blog (10/10)
Only 29% of workers say their work gives them a sense of purpose, and only a quarter feel respected and valued by their company, according to the HP Work Relationship Index, which means, HP CEO Enrique Lores writes, leaders must rethink old ideas around productivity, company culture and how technology is used. "It's critical for companies to foster environments that allow people to excel in their careers while thriving in their lives," Lores writes. Full Story: Fast Company (tiered subscription model) (10/5)
SmartBreak: Question of the Day
The Washington Monument opened to the public in 1888, and there was a time when you could take the stairs, instead of the elevator, to the top. How many steps are there to the observation deck?
Yesterday’s Fast Company story about “resenteeism” made me think of two campus supervisors I know, Chet* and Marla*. They are part of a security team at a 3,000-student high school nearby. Marla and Chet are terrible at their work. Chet often shows up late and leaves early. He was recently suspended for smelling like alcohol at school. Marla complains frequently about her co-workers, and gets into arguments with them over silly issues (“I’ve been here 22 years, so I get first pick of the new carts.”). She has a surly, curt personality and students and staffers avoid her. The story suggests that employers extend an olive branch to these workers -- seeking out their feedback and creating open communication channels so they feel seen and heard. It also recommends providing these employees with professional development and training their managers on how to lead them. *eye roll, exasperated sigh* Gurl, please. The suggestions above work -- for good workers. For people who have character and work ethic. Marla and Chet have neither. They lack respect for the job. No amount of PD and communication will change that. They should move on but they won’t. They are lazy and unmotivated. So what’s a manager to do? Cut bait, if you can. Let them go, implement rigorous criteria and a salary to match, and recruit better talent. Toxins like Marla and Chet drain everyone. Have you had to deal with a Marla or Chet? How did you go it? Let me know! And if you enjoy this brief, tell others so they can benefit also. *Names changed to preserve privacy.
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