Eighty percent of workers who handed in their resignation during the pandemic now regret the decision, according to a Paychex survey, and that figure rises to 96% among workers born after 1996. In addition, 68% attempted to return to former roles, but just 27% of employers gave them a second chance. Full Story: The Washington Times (2/14)
Learn how to build age inclusion at work 83% of employers say a multigenerational workforce drives success and growth. Help your employees thrive in every phase of their careers. Download the free Employee Resource Group Toolkit from AARP that can help everyone work better together. Get the free toolkit.
Embedding learning and development programs that allow employees to enhance their skills and put them to immediate use can boost employee engagement, which will create long-term benefits for the company, writes Kathy Gersch, chief commercial officer at Kotter. "When people are doing things they are interested in and equipped to do well, the confidence and autonomy to produce great work can spark a movement that drives innovation every day and unleashes new energy across the organization," Gersch writes. Full Story: SmartBrief/Leadership (2/13)
Self-funded coverage can help employers hire, retain Large employers and government contractors often make use of self-funded insurance plans, which can allow for benefit customization based on workers' needs and help manage rising health care costs, and other employers can reap benefits from them as well, writes Beth Robertson of NFP. Under a self-funded plan, the employer covers the cost of staff members' claims instead of paying premiums to an insurance carrier, and the opportunity for benefit customization can be used as a selling point in hiring and retention. Full Story: BenefitsPRO (free registration) (2/10)
High-school students in an Iowa district are preparing for careers as firefighters through a career and technical education program. Students participating in the career academy program gain hands-on experience working with local fire departments. Full Story: KSCJ-AM/FM (Sioux City, Iowa) (2/9),Radio Iowa (2/13)
USA head coach Cheryl Reeve (right) talks to Kelsey Plum (left) of the United States during the 2022 FIBA Women's Basketball World Cup Group A match between USA and Bosnia & Herzegovina. (Mark Metcalfe/Getty Images)
Female basketball head coaches Janice Washington and Cheryl Reeve talk about how communication, trust and building relationships are the keys to effective leadership and the importance of mentoring. "The goal for us is to constantly be able to provide good, positive, effective leadership for the people that we want to see be successful," Washington says. Full Story: The New York Times (2/13)
SmartBreak: Question of the Day
POLL QUESTION: Happy birthday, Matt Groening! Who inspired his Bart Simpson cartoon creation? Check your answer here.
“Royce! You gotta get up the floor and run! You gotta run! Sprint!” Coach Ray roars. Royce nods acknowledgement but continues his slow pace. Annoyed, Ray calls for a sub. Royce jogs off the court, nonplussed and chewing on the mouthguard hanging from his mouth. He appears unaware of his coach’s frustration. Ray steps to him. “Bro!” he says sternly, staring into the freshman forward’s eyes. “You need to run harder. Look at the score! You gotta hustle!” Royce stops chewing on the mouthguard and bobs his head at his coach, making his dreadlocks dance. He gets it. Ray waves him to the bench and he sits down. I asked Ray about the exchange after the game. I knew it was necessary, but I also noticed that he didn’t correct other players the same way. Correction depends on the player, Ray told me. With some, brief instruction and a calm tone works. With others, like Royce, he has to yell. “I have to. It’s the only thing that gets through. And I’m not mean. I don’t make it personal. Royce knows I love him. Ask him. But he literally doesn’t understand unless I get in his face.” One size does not fit all when it comes to managing different personalities on a team, as we see in today’s HR Leader story. Janice Washington, head coach of Lincoln University’s women’s basketball team, knows she needs to treat her players like individuals and adjust her direction accordingly. “[Y]ou learn that each player is going to be different. What motivates them is going to be different,” she says. “When you’re approaching your point guards, you might be able to be all on them. But the second you do that to one of your bigs [bigger players], they might be teary-eyed. How do you love on ’em?” I like the way she put that -- “How do you love on ‘em?” Effective managers use this as their compass as they navigate instruction and guidance. Coming from a place of respect helps them find the right way to connect with their team members and communicate in a way that each person will understand. What do you think? How do you manage the varied personalities on your teams? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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