We work in a contemporary world. A world where things are changing — whether it's when and where employees are working, how employers are handling their human resources or the constantly changing trends — the world of work is moving and shifting. And as wacky as that world can be sometimes, it's also fascinating if you have the right guide.

This blog is designed to be just that — a companion on your journey through the changing world of work. Here you'll find tips, tools and information on topics as diverse as the workforce itself: the aging workforce, working women, professional etiquette, generational diversity, the talent crunch, and more. So whether you're an employer or an employee, and whether you're beginning or close to finishing your career, I hope you find the information here useful for navigating the contemporary world of work.

Thanks for reading and have fun!

Melanie

… when you grow up?

My answer is, “Just like my Hannah.”  No, I don’t want to be a dog, but she has qualities I admire:

• She is gorgeous!
• She is serene.
• She is fit.
• She is independent, yet
• She is obedient.
• She is very happy ‘in her skin.’
• She loves unconditionally.
• She accepts everyone (even the postal carrier) without judgment.

If I keep working at it… maybe someday!

You’ve probably heard about the book The No A**hole Rule: Building a Civilized Workplace and Surviving One That Isn’t by Bob Sutton. I find his “Dirty Dozen” list particularly interesting.  It highlights the actions that workplace jerks commonly employ to make others feel bad.

The last one on the list is “Treating people as if they are invisble.”  I’ll admit that I’ve tried to sit still and be invisible when I know someone (or my dogs) want something from me, but that doesn’t make the other person feel bad — it just makes me look silly.  But truly, isn’t this one of the worst things you can experience?  Someone (a jerk) intentionally making you feel like you don’t exist?  Aren’t we all grown-ups here?

And with more and more diversity in the workplace — be it gender, race, age or anything else — there is added potential for jerks to rear their heads and cause conflict.  Those jerks may want to start changing their ways.  Not only is no one invisible, but as books like Sutton’s demonstrate, there is an ever-heightening sense of the issue.  Companies won’t tolerate jerks because they are bad for business.

On Sutton’s blog, he lists his Latest Tips for Surviving Workplace A**holes.  Note the first bit of advice:  escape if you possibly can.  There is a talent crunch facing employers in many industries, so what company in its right mind wants to lose the talented many for the sake of one (even if he or she is talented, too)?  Jerks take note:  you are neither invincible nor indispensable.

Non-jerks, please speak out.  What do you think are some of the worst offenses of workplace bullies?

I’m still surprised that my favorite MBA classes were finance and economics.  Before Kellogg, I neither liked nor understood much of anything to do with numbers.  But a better understanding of finance, as well as the corresponding economic theories and accounting practices helped me understand the drivers that impact businesses and workers.  That experience reminds me that when we take the time to stretch and learn something new, we’re able to make connections that we didn’t see before.

Understanding labor trends is like that.  Supply and demand — skilled workers and meaningful jobs — impact many labor-related areas, from business growth to personal satisfaction and from crime rates to teen pregnancy. 

It’s all about jobs! 

After thinking about the subject for a while, these connections became clear to me.  That’s why I care about the world of work.  The posts on this blog will talk about some of the reasons you might care, too.

Will the market take care of itself and pre-empt the predicted labor shortage? 

It’s a question of supply and demand.  If we decrease demand — through technology, job redesign, outsourcing, offshoring — will it be enough?

Demographics aside, many say it won’t.  Technology has changed the skill-sets required to do even the simplest of jobs (or it has eliminated them!). 

So…

• if our education system isn’t keeping up,
• or if businesses don’t reskill and upskill their existing employees,
• or if we aren’t taking personal responsibility to keep our skills up-to-date

…will we run out of the people we need to get the work done?

Once you get to a certain age, things may happen to you in the workplace that you attribute to the fact that you’re ‘old.’

According to a survey conducted by RetirementJobs.com, age bias is subtle, but is a fact of life in the workplace. They categorize it as:

• A failure to acknowledge an application or resume
• Early retirement bias
• Training, development and advancement bias
• “Sorry, you’re overqualified”
• Older workers laid off first
• Recruiting practices and recruiter demeanor
• The general corporate culture

I like fresh thinking. What are your suggestions for reducing bias so everyone feels included?