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

I was recently interviewed by the local Business Journal.  The original story was about how HR departments have changed since recruiting and retention have slowed down due to the poor economy.  Slowed down?  I didn’t think so!  I told the reporter that while recruiting might be a bit easier in today’s economy, the role of HR is more important than ever before.

In Don’t Forget About Existing Employees  we talk about the importance of keeping existing employees — particularly critical employees — engaged.  Recall a few posts ago in Get Engaged I talked about a Right Management survey that indicates that over 80% of existing employees are at risk when the economy turns.

So read the Business Journal article to understand the importance of engagement. 

P.S.  And you’ll get to see a picture of me bald!

Yes.  Even though I’m a baby boomer, I do know what LOL means — laugh out loud.  And that’s what my Wilson makes me do every single day.

• He has goofy eyes that look at me from different angles.  I call them his ‘goo-goo-googly’ eyes.
• His legs can’t get traction on my hardwood floors so he’ll start out sitting very smartly and end up flat on the floor with his back legs splayed out behind him. 
• When his big sister Hannah has a rawhide, he doesn’t bark or growl — he sits in front of her and talks.  I can almost understand him whining, “It’s not fair that you get the rawhide.  I know you’re older, wiser and much bigger, but I want something to chew on, too.”
• When I walk toward the treat jar, he follows me doing 360 degree twirls until he gets his treat.
• And when he settles down in my lap after a long day of play, he sighs with utter contentment.
• I could go on and on…

…but my point is I’m lucky to have the opportunity for a healthy belly laugh every day.  Never underestimate the power of laughter and humor — whether you’re at home or at work.

And if you don’t have a dog (or cat) to laugh at, try laughing at yourself every once in a while.

BTW:  Wilson laughs at me sometimes, too!

What makes you laugh?

… 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!

__________________________________________________

This post may look familiar to you — it’s one of my very favorites from 2007.  And I think it’s a good way to lead into the holiday season.

I just read some good advice on Forbes.com in an article titled Three Tips For Starting the New Year With a New Job.  The tips are sound and won’t cost you anything.

I’ll add one more tip.  You might not feel it is the best career move for you,  but I strongly recommend registering with a temporary help service (Manpower, of course!).  I believe there are lots of good reasons why:

• Staffing services have access to most of the employers in your area — registering with one gives your skills and abilities visibility at many potential places to work.
• The staff at temporary help services want the best for you and they’ll work hard to find the right job.
• You’ll be earning some money — maybe not what you were making prior to being laid off, but you will be making something.
• One of the best ways to get hired permanently is to start as a temporary employee.  The company gets to know you, sees your skills and experiences your work ethic first hand.

That’s how I started at Manpower over 28 years ago — during a recession that kept my resume from being noticed.  And, as they say, the rest is history.

Some might call it confusing.  Others might say the employment picture continues to be dire.  Still others might hope there is a chance that there is some good news for a change.  Whatever your opinion…

Manpower released its first quarter 2010 Employment Outlook Survey this morning.  On a national basis, 12% of the 28,000 employers we interviewed plan to increase their workforce early next year while 12% plan to reduce their payrolls.  A whopping 73% expect no change.  And one more number — when we make seasonal adjustments it turns out that 6% of those we surveyed plan to add employees.  So what does it all mean?

• That 73% is the highest number of employers who plan to keep their workforce steady in the history of the survey — since 1962.  That’s good news for those of us who are employed, but not necessarily positive for job seekers.
• At +6%, our seasonally adjusted net employment number points toward the positive.  That may mean expanding opportunities for those looking for work.
• And more about that +6%.  Traditionally the first quarter is a slow hiring month and it is very unusual for our survey to show an improvement from the 4th quarter to the 1st.  Good news?

To read more detail on the Q1 2010 numbers go to us.manpower.com.

My colleagues at Right Management completed an interesting survey recently.  The results might shock some employers — but my hunch is they won’t shock too many employees.

• According to their survey, 60% of employees intend to leave their current jobs when the economy turns.
• And an additional 27% are either actively networking or have updated their resumes.

Add that up.  87% of employees — your employees — are unhappy enough to want to move on when things get better.  What would happen to your organization if 87% walked out?

But more important, of those 87% which ones are your critical employees — the ones who drive a disproportionate share of your companies’ business performance and generate greater-than-average value for customers and shareholders.  Probably a bunch, so my advice to you is to step up your efforts to engage these critical folks to motivate them to stick around.

How?  The answers are simple, but not easy to pull off.  Talent-savvy organizations support their key people on the issues they care about the most:

• Give them — or allow them to do — work that engages them
• Help them learn how to do their jobs even better
• Provide ongoing fresh challenges
• Give them opportunities to interact with people — at all levels — in positive ways

I’m not suggesting that anyone should dread the recovery (hurry up, recovery!), but I am suggesting that smart companies are preparing for that recovery right now.  Develop those strategies to insure your best people stay put!

You know how I feel about my pups and I found out today that my little Wilson is Doggy Day Care’s December Dog of the Month — big title for a little guy.  Please click on the link to see his picture and read about how he spends his days.

While I’m on the subject, I’d like to tell you how both of my dogs (Hannah is Wilson’s sister) have handled my “new normal.”  It doesn’t seem fair that their lives should be changed because I’m sick, but the fact is I haven’t always felt perfect, my energy is less than usual and I’ve had house guests in and out for the past five months.  They’ve handled all this disruption with nearly perfect composure.

I am one of those who believe dogs can pick up on what’s going on with their human parents — so I believe they have been a bit more gentle, more patient and a lot more loving since I learned of my metastasis.  What great dogs!

But back to Wilson’s honor — it makes me feel good that the guys at Day Care really care about him.  And it might sound very silly, but I really am proud.  And how cute is he?

P.S.  His honor has gone to his head a bit!

I was interviewed a few weeks ago on an interesting topic:  are you committing career suicide by taking a job for which you are grossly overqualified.  You’ll see if you read the article on CNNMoney.com that I don’t believe it’s career suicide.  Rather, I think it’s survival.

I’ve been thinking about this issue for a while and I have a few more opinions and bits of advice:

• I agree with the article that in today’s economy and with current unemployment rates, employers will not penalize job seekers for taking a job to put food on the table.
• I’ll repeat what I said about finding a job.  Registering with a temporary help service is a great way to get your name and skills out there.  Consider taking a temporary position to get your foot in the door.  That’s how I started with Manpower 28 years ago!

And these didn’t make it into the article… 

• Be honest on your resume and when interviewing for subsequent positions.  Don’t hide anything because gaps in employment will raise a red flag.
• Actually, be more than honest.  Discuss what you learned in these jobs.  If you’ve been a cashier at McDonalds, talk about how your customer service skills have improved.  If you’ve been cleaning offices at night, be explicit about the fact that you’ve gained an appreciation for the hard work that goes on behind the scenes.  Whatever you’re doing, you’re learning something that will make you a better employee and a better person.

So don’t be shy.  Be honest.  And use your experiences during this recession to show potential employers that you’d make a superb addition to their staff.

Today’s guest blogger is Allan McKisson, Vice President of Human Resources for Manpower U.S.  To learn more about Allan, see his biography.  Here’s what he has to say…

______________________________________________________________

About a month ago, my daughter Maggie was a guest blogger on Contemporary Working.  Check out what she wrote in Find a Job.  It was about her year long job search.

I was supposed to follow up the next week with parenting words of wisdom… about patience, support and encouragement.  I waited for a few weeks and then things began to heat up.  Maggie had a few interviews and was invited back for second looks.  The stars were aligning  — I felt something good was about to happen so I waited a bit longer. 

Well, it happened.  Last Friday she received the call and was offered the “perfect job.”  (I thought I had that!)  She’s working for a recognized organization in downtown Chicago.  Besides exposure to some really nice, smart people who work hard (my model for top talent), she’ll be part of delivering a customer experience that reinforces the organization’s brand.  She’s with a group that thrives on learning and innovation.  What could be better for a recent college grad?  I’m elated and proud of Maggie. 

She’s learned a lot this last year and it’s all applicable to her new career. 

• Persistence — she kept on looking, knowing that opening one door would lead to other doors.
• Never give up — ever.
• Patience — sometimes you can’t force things or make things happen on your timetable.
• Learning as a way of life — she volunteered, researched, interviewed and wrote about her areas of interest… progressive not-for-profits and social entrepreneurship.
• Networking — meeting new people, asking questions and following up.

Interestingly, these behaviors and characteristics will serve anyone well and probably will separate the successful candidate from the rest of the pack.  They seem similar to my parents’ advice.  I must’ve listened and passed on these behaviors to Maggie.

Good advice is timeless!

From Mark Toth, guest blogger:

The answer to yesterday’s question is the one hiding modestly at the end of the list . . . humility.

That may seem 100% counterintuitive when you picture today’s stereotypical CEO.  But according to various workplace gurus (including the research team behind the landmark business book Good to Great), it’s true. In short, leaders who are truly (1) servant-hearted, (2) able to put others and the organization first and (3) willing to listen with humility to other points of view are the ones that people will follow.

So, I humbly suggest that you ask yourself this question today:  Do others see humility in me? If you want to be a truly great leader, the answer should be a resounding “YES.”