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Casual Articles - Make Work Cultures Fit The Needs And Aspirations Of Young Adults, And They Will Stay Here
Interview with Julia Apple-Smith, Manager of Employee Development at Sauer-Danfoss Ames, Iowa about Facilitation Skills:Q: Would you tell me a little bit about the culture at Sauer-Danfoss?Julia: About nine years ago, Dave Pfeifle, President and CEO had a vision for us to change our culture. We, at one time, were part of the Sundstrand Corporation, and as such, over time, had evolved into a company that was fairly autocratic and not very customer focused. It was not only Dave’s vision for that to change, but it was also a time when our customers were beginning to let us know that if that was the way we were going to do business, they were going to need to find other companies to provide the same type of product that we provide. Dave’s vision then became what is now known as Reaching for Excellence. It is not a program. It is our company’s vision statement. It represents our philosophy of who we are. There was not a training program here at that time. Part of Dave’s vision was to have a le
At Highmark, all employees have the option of free use of its fitness centers and participation in its clinically based health and wellness programs. Employees who live in areas not accessible to the fitness centers receive incentives to join health clubs where they live. This effort, combined with other benefits and work-life programs, has helped Highmark to keep employee turnover to a low rate, between 8 percent and 10 percent.
Gen Xers and Gen Yers want to know that corporat
The printing industry is notoriously bad for the environment, right? Noxious chemicals dripping into rivers, forests cut down to produce monumental amounts of useless direct mail, not to mention wasteful graphic designers twatting about in their 4x4's and SUVs, there is however an alternative...Think about pdfs or html e-mails instead of Junkmail The next time somebody suggests carpet bombing a town with a deluge of trifold a4 brochures, think about the money you would save getting a web designer or family friend with some design skill to put together a targeted html e-mail campaign or a visual pdf that can be sent out to people by e-mail. At the end of the day its all destined for the wastebin so you might as well try and save a tree along the wayRepair, Reuse, Recycle those designs In the esteemed words of Bob the Builder, why chuck away something when it can be reused or recycled? The same dictum applies to graphic design. Instead of carelessly discarding a logo design you submitted for a client a co
The Coro Report of April 2003 showed that between 1980 and 2000, the population of 20- to 34-year-olds in the 10-county Pittsburgh region dropped by more than 200,000 for a 32 percent decline from 1980 levels. Between 1990 and 2000, the region experienced another 6 percent drop.
Of the solutions offered to this dilemma, few, if any, have focused on the need for Pittsburgh companies to restructure traditional corporate culture to make it more acceptable to younger employees.
In the past 25-plus years, I have consulted with corporate leaders throughout the United States and in more than 30 countries around the globe. I have seen them create corporate environments that attract the most talented, younger people while freeing and nurturing the "inner entrepreneur" among all their employees. I believe more Pittsburgh companies can do the same.
Technology and outsourcing have leveled the playing field in the global marketplace. As a result, corporate culture is now the single, competitive differentiating factor that can neither be copied nor taken away. A corporate culture attractive to younger employees and more mature employees can give our companies a key competitive edge at home and abroad.
Companies that renew their cultures share the big picture with employees. Transparency is the rule, and there are no secrets. This openness empowers people to take risks to advance the corporate vision and hold themselves accountable. They know where their companies are now, where they are headed and the values that will take them there. What better way to support increased return on investment in employees and profitability!
With the loyalty of yesteryear fading, corporate leaders can exemplify a new face of loyalty by addressing the needs of younger employees who want more than a place to go to put in their time and collect a paycheck. These leaders challenge, inspire and create ways for people to use their individual skills and talents. They help employees with resources and support to accomplish their goals. And they provide opportunities for employees to grow, develop and become more marketable.
For example, through its corporate university, Highmark Blue Cross Blue Shield has established a nationally recognized training program that continually educates its employees. For IT staff, employees are trained in state-of-the-art technology. They complete 37.5 hours of training each year, adding substance to their education and resumes.
Leaders of enlightened companies support high productivity but minimize stress. Downsizing and scarce resources have created stressful and fragmented workplaces. Employees seem to work at almost superhuman speed and intensity. Such business may seem like a good thing, but it is harmful. As stress rises, mistakes increase, opportunities are lost and productivity can actually decline. Employees become physically ill and start missing days. The result: a counterproductive environment, unsuited for the quick response times needed in today's global environment.
Young people are eager to make contributions, own their solutions and hold themselves accountable. But if they are forced into a rigid mold, they will hold corporate leaders accountable for outcomes instead of themselves. Younger employees feel especially connected with companies that view them as complete human beings. A healthy, work-life balance means as much, if not more, to some of them than salary.
At Highmark, all employees have the option of free use of its fitness centers and participation in its clinically based health and wellness programs. Employees who live in areas not accessible to the fitness centers receive incentives to join health clubs where they live. This effort, combined with other benefits and work-life programs, has helped Highmark to keep employee turnover to a low rate, between 8 percent and 10 percent.
Gen Xers and Gen Yers want to know that corporate
Michael Gerber, in his book the e-Myth, talks about the importance of working ON your business, rather than IN your business. In one case you're doing the planning, creating the vision, leading your organization (regardless of the size). In the other, you're doing the actual work of the business - the details.As entrepreneurs our tendency is to take on all the detailed work in our business. Primarily because it's what we know how to do. And secondarily because we're sure no one else can it as well as we can.But what role should you be playing in your online business?There are three major functional areas in online success:- Decision making - things that only you, the business owner can do- Marketing activities - which you can hire out- Technical activities - which you can hire outYou need to understand what each role does, but not necessarily how it is done.Let's use designing a web site as an example.One of the biggest mistakes I see is people who are expe
Technology and outsourcing have leveled the playing field in the global marketplace. As a result, corporate culture is now the single, competitive differentiating factor that can neither be copied nor taken away. A corporate culture attractive to younger employees and more mature employees can give our companies a key competitive edge at home and abroad.
Companies that renew their cultures share the big picture with employees. Transparency is the rule, and there are no secrets. This openness empowers people to take risks to advance the corporate vision and hold themselves accountable. They know where their companies are now, where they are headed and the values that will take them there. What better way to support increased return on investment in employees and profitability!
With the loyalty of yesteryear fading, corporate leaders can exemplify a new face of loyalty by addressing the needs of younger employees who want more than a place to go to put in their time and collect a paycheck. These leaders challenge, inspire and create ways for people to use their individual skills and talents. They help employees with resources and support to accomplish their goals. And they provide opportunities for employees to grow, develop and become more marketable.
For example, through its corporate university, Highmark Blue Cross Blue Shield has established a nationally recognized training program that continually educates its employees. For IT staff, employees are trained in state-of-the-art technology. They complete 37.5 hours of training each year, adding substance to their education and resumes.
Leaders of enlightened companies support high productivity but minimize stress. Downsizing and scarce resources have created stressful and fragmented workplaces. Employees seem to work at almost superhuman speed and intensity. Such business may seem like a good thing, but it is harmful. As stress rises, mistakes increase, opportunities are lost and productivity can actually decline. Employees become physically ill and start missing days. The result: a counterproductive environment, unsuited for the quick response times needed in today's global environment.
Young people are eager to make contributions, own their solutions and hold themselves accountable. But if they are forced into a rigid mold, they will hold corporate leaders accountable for outcomes instead of themselves. Younger employees feel especially connected with companies that view them as complete human beings. A healthy, work-life balance means as much, if not more, to some of them than salary.
At Highmark, all employees have the option of free use of its fitness centers and participation in its clinically based health and wellness programs. Employees who live in areas not accessible to the fitness centers receive incentives to join health clubs where they live. This effort, combined with other benefits and work-life programs, has helped Highmark to keep employee turnover to a low rate, between 8 percent and 10 percent.
Gen Xers and Gen Yers want to know that corporat
Almost everyone these days wants to be the next Richard Branson or Donald Trump but not everyone has the entrepreneurial spirit it takes. Let's face it, it's kind of un-cool to say that your ambition is to win 'Employee of the month'. It's much more socially acceptable to say you want to run your own business or become an entrepreneur -- but are you really made of the right stuff?Are you willing to take risks? Are you confident in yourself? Do you have the skills you need to compete successfully? Do you inspire confidence and are others willing to invest in you? Do they really believe you are as good as you say you are? How well do you manage money and cash flow? Will you be able to get your price right so you can make a profit and stay in business? If you answer 'no' to any of these questions, and you don't know how to price yourself right, don't go into business on your own. Go get a job instead!Here are 7 reasons to thank your employer today:Your employer takes ultimate responsibility fo
With the loyalty of yesteryear fading, corporate leaders can exemplify a new face of loyalty by addressing the needs of younger employees who want more than a place to go to put in their time and collect a paycheck. These leaders challenge, inspire and create ways for people to use their individual skills and talents. They help employees with resources and support to accomplish their goals. And they provide opportunities for employees to grow, develop and become more marketable.
For example, through its corporate university, Highmark Blue Cross Blue Shield has established a nationally recognized training program that continually educates its employees. For IT staff, employees are trained in state-of-the-art technology. They complete 37.5 hours of training each year, adding substance to their education and resumes.
Leaders of enlightened companies support high productivity but minimize stress. Downsizing and scarce resources have created stressful and fragmented workplaces. Employees seem to work at almost superhuman speed and intensity. Such business may seem like a good thing, but it is harmful. As stress rises, mistakes increase, opportunities are lost and productivity can actually decline. Employees become physically ill and start missing days. The result: a counterproductive environment, unsuited for the quick response times needed in today's global environment.
Young people are eager to make contributions, own their solutions and hold themselves accountable. But if they are forced into a rigid mold, they will hold corporate leaders accountable for outcomes instead of themselves. Younger employees feel especially connected with companies that view them as complete human beings. A healthy, work-life balance means as much, if not more, to some of them than salary.
At Highmark, all employees have the option of free use of its fitness centers and participation in its clinically based health and wellness programs. Employees who live in areas not accessible to the fitness centers receive incentives to join health clubs where they live. This effort, combined with other benefits and work-life programs, has helped Highmark to keep employee turnover to a low rate, between 8 percent and 10 percent.
Gen Xers and Gen Yers want to know that corporat
Do you suspect that you have black mold in your Los Angeles home? Black mold is most commonly a greenish black color. In most cases, you can tell right away whether or not the mold in your home is black mold or not. While it is always advised that you get mold removed and taken care of, there are some types of mold that you should have removed right away. One of those types of mold is black mold.One of the many reasons why Los Angeles black mold removal is so important is because of the health risks. Black mold is sometimes considered the most toxic of all molds. It has been known to cause serious health problems, particularly concerning one’s ability to breathe property. In some cases, particularly with infants or the elderly, black mold has contributed to death. That is why it is extremely important that your home undergo a Los Angeles black model removal project if it needs to be done.Although the health dangers associated with black mold are the most important reason why your home should underg
Leaders of enlightened companies support high productivity but minimize stress. Downsizing and scarce resources have created stressful and fragmented workplaces. Employees seem to work at almost superhuman speed and intensity. Such business may seem like a good thing, but it is harmful. As stress rises, mistakes increase, opportunities are lost and productivity can actually decline. Employees become physically ill and start missing days. The result: a counterproductive environment, unsuited for the quick response times needed in today's global environment.
Young people are eager to make contributions, own their solutions and hold themselves accountable. But if they are forced into a rigid mold, they will hold corporate leaders accountable for outcomes instead of themselves. Younger employees feel especially connected with companies that view them as complete human beings. A healthy, work-life balance means as much, if not more, to some of them than salary.
At Highmark, all employees have the option of free use of its fitness centers and participation in its clinically based health and wellness programs. Employees who live in areas not accessible to the fitness centers receive incentives to join health clubs where they live. This effort, combined with other benefits and work-life programs, has helped Highmark to keep employee turnover to a low rate, between 8 percent and 10 percent.
Gen Xers and Gen Yers want to know that corporat
Many individuals and that includes organizations which are just groups of individuals united to achieve specific goals continually seek new answers to this centuries old question: How do I change?With today's generation having more change in one year than their grandparent's experienced in their entire lifetime, learning how to deal with change is critical to personal and organizational success. This is called change management. Yet, change is still a challenge even for those who think that they have open minds.For example, can you explain the logic of these numbers?8 5 4 9 7 6 3 2 0What is going through your mind? Are you adding, subtracting, multiplying to determine the logical sequence? As a business coach and change management consultant, this is one of most favorite activities that I use with my clients from young people to executive board members.What this activity quickly demonstrates is that the paradigms we use to solve problems with an an individual or as an
Federated Investors actively recruits from local colleges and in one program, Federated recruits recent college graduates to work as associate research analysts. These positions, which last for two to three years, provide an opportunity for an analyst to learn the investment management business from one of the largest investment management companies in the country. Participants sample the business and use the experience to prepare them for an MBA program. Federate has enjoyed success with this program, which provides opportunities to highly desirable young professionals in Pittsburgh.
Whatever the company and industry, companies that retain younger and more mature employees alike elevate communication to an art form. This goes beyond sending out e-mails or holding employees forums on critical issues, although these tools may well be valuable. It means that corporate leaders ensure that employees understand major change initiatives and can make their voices clearly heard. People on both sides of the leadership desk need to care enough to share their heartfelt viewpoints, not just exchange information.
No matter how brilliant an idea or innovation may be, if employees lack the drive, the commitment and the dedication to nurture it to fruition, it will not be worth the bother. There will always be a competitor who can take the idea and do it cheaper, faster, better. What
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