April HR News Roundup
Want Women Leaders? Be Flexible.Did you know that CEOs named John outnumber female CEOs altogether? While men and women technically have equal rights nowadays, the corporate leadership gap is still alive and kicking. New data cited in a recent Huffington Post article show dated workplace structures are the culprit; they don't support the modern, two-income family with the kind of flexibility that would keep women from dropping out. But instead of an exit, what women really want is flexibility. And while the support would help keep women in the workforce and provide opportunities for their growth, it would really be good for everyone. "Working towards corporate gender parity isn't just good for women," wrote the authors, "it's good for business and the economy, too."
Retention Ranks #1What's on employers' minds these days? A recent MetLife survey says: retention. "About a third of employees hope to be working for someone else in 12 months," MetLife SVP Randy Stram told SHRM. That means employers would be wise to meet employees' vocal pleas for things like work/life balance and flexibility. Give them a reason to stay!
Back to the Stone AgeOld-fashioned making a comeback? Say it isn't so. But a surprising study from Michigan showed that some of today's youngest Millennials are actually angling for the stay-at-home-wife family model. Why the throwback? The answer may lie in the struggle young people in this country witnessed in their youth; watching parents strive to balance two careers with no employer support. "Tellingly," wrote Stephanie Coontz in the New York Times, "support for gender equality has continued to rise among all age groups in Europe, where substantial public investments in affordable, high-quality child care and paid leave for fathers and mothers are the norm." Good food for thought.
The Hustle is RealAccording to NPR, the side-hustle - a second job in addition to one's full-time work ; is gaining popularity, especially among Millennials. They might simply be doing it to make ends meet!but it might also be a sign that they're bored with their work, which should raise a red flag for employers. Organizations can combat this boredom - and the potential distraction of a second job - by providing opportunities for advancement and professional development!after all, a recent EdAssist study says it's what Millennials really want.
Employee Burnout is a Company ProblemWhen it comes to employee burnout, HBR says the flame is fizzling due to three key organizational challenges: too much collaboration (yes, there is such a thing!), poor discipline in time management, and saddling valuable employees with too much work. Luckily, the same article says, you can reignite the fire by doing things like adjusting company structure and routine, analyzing the amount of time consumed by meetings and email, giving employees greater autonomy, and redesigning workflows. "Giving people back the time to do work that drives the company's success will pay huge dividends by raising productivity, increasing productive output and reducing burnout," wrote Eric Garton, a Bain Partner. "Everybody wins."
We couldn't agree more. Employees are valuable; set them up for success and they'll do the same for you.