BlackRock, Commonwealth and other partners developed a systemic approach for helping employees set aside money for emergencies, write Commonwealth's Timothy Flacke and Peter Tufano, who describe how the initiative focused on making the challenge a workplace issue, reviewed consumer research to understand need and pushed for legislation that allows retirement plans to include emergency savings options. "In the last few years, we have helped over 10 million workers collectively put away $2 billion in emergency savings and set the stage, we hope, for a permanent tool to aid workers facing financial insecurity," they write. Full Story: Harvard Business Review (tiered subscription model) (5/14)
Give Your Teams a Better Break Give your employees an engaging breakroom experience that's visually captivating and convenient. Our self-checkout markets offer hundreds of products like healthy snacks, beverages, fresh salads and sandwiches, and even hot meal options. Learn more.
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Recruiting & Retention
How to make skills-based hiring a reality Many employers have eliminated college degree requirements in job postings, but few companies are actually hiring people who lack degrees, write Joseph Fuller, a faculty co-chair of the Project on Managing the Future of Work at Harvard Business School, and Matt Sigelman, president of the Burning Glass Institute. Embrace skills-based hiring by identifying necessary skills and determining meaningful certifications, providing programs to help new employees adapt to the workplace, focusing on promoting from within first and celebrating success stories, they write. Full Story: Harvard Business Review (tiered subscription model) (5/13)
18 states challenge feds' guidance on transgender workers The attorneys general of 18 states have filed a lawsuit arguing that the Equal Employment Opportunity Commission's guidance on federal workplace protections for transgender people improperly expands Title VII of the Civil Rights Act of 1964. The guidance allows employers to face liability if they purposely refer to workers by pronouns that do not align with their gender identity, fail to let workers use bathrooms in accordance with their gender identity, or harass a worker whose appearance is different from what is commonly "associated with that person's sex." Full Story: NBC News (5/14),The Tennessean (Nashville) (tiered subscription model) (5/14)
Path to Workforce
Entry-level job requirements exceed expectations Job-seekers are expressing frustration on social media over entry-level job listings seeking extensive qualifications, suggesting a shift towards skills-based hiring rather than an emphasis on formal education. Reports indicate a growing barrier to employment due to the lack of relevant skills or experience, prompting suggestions for alternative skill-building avenues like online training programs and freelance work. Full Story: CNBC (5/7)
The HR Leader
The biology of a safe workplace Company culture is similar to how the body's vagus nerve regulates our physiological and emotional responses, so leaders can create psychological safety with techniques such as active listening, empowerment, recognition and providing growth opportunities, write Randy Brazie and Geoffrey Vanderpal, the cofounders of NeuroConsulting Group LLC. Leaders must also be aware of danger signs such as micromanagement, poor communication and a culture of blame that can undermine safety and loyalty. Full Story: HR Daily Advisor (5/13)
SmartBreak: Question of the Day
Creole jazz bandleader King Oliver was often described as a cornetist. What instrument is associated with a cornetist?
Jim VandeHei, CEO of Axios, got the Malawi word “zotheka” tattooed on his shoulder after returning from a mission trip to the country. The word, which means “it’s possible,” struck a chord with VandeHei. It captured the essense of his personal journey. He used the word to open his new book, Just the Good Stuff: No-BS Secrets to Success (No Matter What Life Throws at You). “I start the book with zotheka because that really is my story. Had you met me at age 20, there was nothing about me that said, Hey, this guy is going to go on to cover the White House, interview presidents, start companies, make a lot of money, sell companies, and be a CEO two times over. There was nothing remarkable about my grades, my performance, or my extracurricular activities. It doesn’t matter if you grew up in Oshkosh, WI, (like me) or you come from great privilege. Anything is possible for everyone,” he writes in today’s Leadership & Development story from NextBigIdeaClub. I can relate to this. My upbringing was wonderful, but modest -- public school, extracurricular sports and college at a small private, liberal arts institution near my hometown. Nothing spectacular. So when I landed at SmartBrief and had to start traveling to DC and mixing with a new crowd, I was nervous. Like VandeHei, I thought everyone would be smarter, more cultured, better educated and more skilled than me at their job. I was right about the people -- they are intelligent, creative and extraordinary -- but wrong about how I would do among them. I’ve held my own. Turns out the values I was raised with -- toughness, integrity and hard work -- were all I needed to take me where I wanted to go. And so many wonderful places beyond that. This probably seems like a Leadership 101 lesson that we would preach to young people. Except that I’ve lived enough life to know that even seasoned professionals and experienced leaders benefit from being reminded about “zotheka.” As we age and face new chapters in our lives, we need to remember that “it’s possible.” Whatever “it” is -- a relationship, a career move, an education, or something else -- we can reach it. Over and over and over again. How can I serve you better with this brief? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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What do you value? What do you want to improve for others? The answers to these questions can be found in the present and will carry through a lifetime.
