Nine Tips to Make the Most of Your Trip

If you often find yourself in a new location for work, you might feel like a travel pro. However, it’s all too easy to become bored with business trips and fall into a rut of monotony. We’ve compiled nine tips on how you can break up your routine and have some fun along the way.

 

1    Plan ahead – If you’re driving to your destination, know your general route ahead of time! Look up construction along the way to predict which areas will be backed up. If you’re flying, be sure to get to the airport at least two hours early for international flights or even for domestic flights at large airports like LAX. For smaller airports, arriving one hour early is probably okay, unless you’re traveling during a peak time like during the Christmas holidays.

2   Don’t be rigid It’s okay to be flexible, so long as you get to your destination on time! Especially if you’re driving, there are sure to be side stops along the way. It’s not every day you get to see the world’s largest ball of yarn or the place where Abraham Lincoln is buried. If you have the time, don’t be afraid to make a stop at something interesting along the way, just to shake up your routine, give you a short break from the road, and give you the chance to see something new.

3    Eat Local Don’t eat at chain fast food restaurants for every meal. Not only does your body deserve better, but you might as well experience the local cuisine. Use websites like Yelp, TripAdvisor, or Zomato to find local favorites. If a place looks particularly popular, make a reservation to ensure you have the opportunity to give it a try! Sometimes it can even be fun to ask the waiter for suggestions to try.

4   Take advantage of new places If you’re in a city to which you’ve never been before, go exploring! Even if you often find yourself in the same pattern of towns, there’s sure to be something exciting you haven’t yet discovered. If you’re in a large city, find time to visit local museums, stores, or parks. You’ll be rewarded with a breath of fresh air that is well worth it!

5    Don’t be afraid to relaxMaybe you’ve had a long day of work and want nothing more than to climb into bed. If that’s what your body is telling you to do, listen to it! Of course, exploring new places can be very fun, but it can also be exhausting. Sometimes it’s nice to stay in and order takeout.

6   Take a piece of home with you Especially if you’re traveling for extended periods of time, bring a piece of home with you. Cozy blankets are a good option, as you can always snuggle up in them on your night-in. Pictures are also good options for a smaller suitcase. Being away from home can be hard, so bring a reminder to make it easier.

7   Bring extra cordsIt happens all the time: your phone charger is still plugged into the wall even after you’ve left the building, leaving you hoping that your battery will make it through the day. Pack extra chargers so when you leave them plugged in somewhere, you’re not left without a backup. Try to carry a charger cord on you at all times – because you never know when you’re really going to need it.

8   Be prepared for the weatherDepending on the location, it can be cold, hot, rainy, and snowing all in one day. Look at the forecast beforehand, and wherever you go, always make sure to bring at least one light jacket and an umbrella. It’s always better to be over-prepared than underprepared.

9   Pack a water bottle or travel mugYou never know where your day will take you, or how long you’ll be on the move. Always have a drink with you. Invest in a trusty insulated water bottle or travel mug – preferably for water, but even for coffee – to keep your thirst quenched no matter where you are.

 

Keep these tips in mind, and even the most tedious of trips can turn into an enjoyable experience!

Promoting Employee Retention in Start-ups

In October’s episode of our HR Insider Podcast, we had the opportunity to interview Zoraida Castillo, an HR consultant around Dallas, Texas. Zoraida has worked with a number of start-up companies in the oil and gas business and has experienced rapid growth firsthand. She has three key areas of advice for anyone trying to increase the retention rate of employees

Hire Right

If a startup grows quickly enough, there are sure to be many positions that need to be filled. While it’s tempting to hire immediately, Zoraida cautions this approach. She explains, “Don’t hire out of desperation because you really want to take your time screening resumes, doing phone interviews and coordinating visits with the people like the managers and supervisors.” Even though you need more people, it’s important to make sure they’re the right people. Because as Zoraida explains, “Sometimes you just want to hire the first person who walks in the door, but that can hurt you later if you find out they don’t have the skillset or don’t fit the culture.” Go through the hiring process the proper step-by-step way, even if it feels slow.

Sometimes growth is unpredicted, but other times a startup likely knows beforehand that new people will be needed soon. Don’t wait until the need arises; start early. Zoraida explains her company’s method to do just that: “We started partnering with some recruiters and some staffing agencies to be proactive. We’d explain that in the next few months we would need so and so position to be filled. What can you do before-hand? Do you have any candidates lined up that would fit this position? Please send him to us.” A big point if you take this route: make sure to stick to the deadline you give the job candidate. Not everyone is willing to wait around after delays, and if your candidate gets hired by someone else that means double the work for you.

Build Up

Zoraida explains that your company culture is important from the very beginning. Many start-ups will have the mentality that “‘No, we’ll put this on hold. The funds aren’t there. It’s not within our budget.’ But before you know it, your employees start leaving because you didn’t develop them. They no longer see the need to stay with this company” and go someplace else. Don’t wait to create a rewarding culture until it’s too late. Prioritize creating a strong culture, even if you don’t have an abundance of funds.

Just as important to the culture are the employees themselves. When an employee feels valued, he or she is going to be more likely to stay. One tactic Zoraida uses to increase appreciation is promoting from within the company. She points out that “It might be just a lateral move or within the same department, but just change the title around. It makes the employees feel good because it feels like a promotion.” A change in title creates a clear way to see that the employee has moved up in the ranks. Obviously, this tactic cannot be used all the time or employees will wonder why there is no pay raise to accompany their new title. However, a title change can be a great method to increase employee morale.

Engage

A huge part of retention is about how engaged the employee feels at work. Zoraida explains it well when she says, “Those employees you have hired, don’t let them stop learning and being challenged. Don’t let them get bored. Encourage them to do their best. Offer conferences or seminars they can attend on the employer’s dime, and have them find time to sign up.” If your employee is bored, he will hate coming to work. And if he hates coming to work, he’ll likely find some other place to be.

Benefits are also a great motivator – not just package benefits like a 401(k) or dental insurance. Instead, Zoraida explains that rewarding employees for work well done is another great retention device. “We started appreciating our employees for their hard work by giving out gift cards. If we knew an employee would be traveling, we gave a spa package to him and his wife and surprised them with a nice hotel stay.” Paying for a one-time benefit such as this will show the employee he is valued by the company, and it will linger in his mind for a long time.

An even simpler benefit comes with having a strong culture: don’t be afraid to engage in social outings. Within Zoraida’s company, “Once a month, there was a team gathering off-site whether it was Topgolf or whether it was just attending a baseball game.” If the employees are friends, it will be more difficult for one employee to make the decision to leave. Putting in simple measures to engage employees creates stronger retention and happier workers – the perfect win-win. Later, if your company grows to the point that it can offer more benefits and a reward bonus structure, that’s even better. But offering simple benefits in the meantime can still engage employees and promote company retention.

If you’d like to reach out or have any specific questions for Zoraida, feel free to send her an email at tzcast03@gmail.com.

An HR Perspective of Millennials in the Workplace

Millennials in the Workplace

On last week’s podcast, we had the chance to meet with Mike McGuiness. Mike is a consultant for the HR Policy Association and spends a good amount of his time working with the nonprofit, jobipedia.org. Jobipedia is a free website that provides career and internship advice to recent graduates and current college students. Anyone can submit a question that will then be answered by top professionals inside the HR departments of a variety of Fortune 500 Companies.

As much as anyone can be, Mike is practically an expert in the ways of millennials. He shared with us his views on how millennials positively impact today’s world of business.

 

Establishing Roots

A common idea about millennials is that they tend to job-hop, never staying in one place for more than about two years. Whether it’s for higher pay or to take on new challenges, this does seem to be the case. However, Mike didn’t think of this as a bad thing. Instead, he pointed out that the continual job-hopping pushes employers to rethink their policies. The question has shifted away from “how do I do what’s best for the company?” to “how do I hire the best people and retain them?” Mike explains that millennials are “forcing employers to look externally in terms of, ‘how can I attract the best talent?’ Does that mean offering a flexible schedule or a remote work environment? Or, maybe a more attractive work environment to make sure that people come in and enjoy where they work on a day-to-day basis — so that they can interact positively and efficiently with their peers.”

Because millennials are craving more from their jobs than just a way to get paid, the industry is having to make a change. In the process, every employee is benefitting from the crafted new environment.

 

Attitudinal Variations

Although many view millennials as lazy, Mike points out that “taking an entire generation and generalizing them in broad strokes” will never be true for everyone. Of course there will always be outliers, in both directions. But that doesn’t mean all millennials are lazy, nor should they be viewed as such.

In fact, one noticeable positive difference in the attitudes of millennials and older generations is the way they receive feedback. Mike notes that many older individuals fear negative feedback, especially on a performance review. Millennials, on the other hand, run towards that. They say things like, “Tell me what I’ve done wrong, I want constant information feedback.”

While a constant outsourcing of feedback might be difficult for an employer, the attitude it creates is beneficial for the company as a whole. It signifies the desire for growth, on a personal and professional level. Mike says, “Frankly, if somebody is approaching my workforce like that, I’d love to have them on board because I know that they’re trying to make our world better.”

 

Driving the Business Forward

Along with the rise of millennials entering the workforce comes a unique element previous generations haven’t dealt with: technology.

Technology is racing through business, and who better to install new versions than the very people who grew up with it? Especially in the field of HR, technology is making impacts on efficiency and progress. Mike points out that in the past two years, HR has begun to take “a more quantitative approach as opposed to a qualitative approach,” largely spurred on by technological advances. As more millennials come in, new strategies arise. “Let’s look at performance data, let’s look at some of this hiring data. Who’s truly successful and why? They’re now accessing that in a much more intelligent way and utilizing it to make better decisions.”

One of the key reasons for this shift is the millennials’ new way of approaching things. Raised in the generation of Steve Jobs and Jeff Bezos, millennials don’t believe any idea is impossible. And perhaps that truly is the key to driving business into the future.

HR For Startups

Recently on HR Insider, we had the chance to speak with Emma Leeds. Emma is the Senior HR Director at Canvs, a startup tech firm in New York that specializes in emotional analysis. Through the years, Emma has worked in the HR department of several startup businesses, accumulating unique knowledge specific to this niche. Today, she shared with us some of the expertise she’s gained from these positions.

 

Building a Solid Foundation

For any new and growing business, creating a solid foundation is crucial to its survival. That foundation begins by hiring competent members in the HR department. As Emma points out, “You need to be able to trust that [the person you’ve hired] is going to be able to handle the compliance, changing laws, the payroll, the benefits, all of the pieces that you really can’t mess up. When you mess that stuff up, then you have nothing, you have no foundation.”

Without trust that your HR department is running as it should, your employees will be more upset if any problem with payroll or benefits occurs. They will doubt that the department will be able to correct any errors. Additionally, if the foundation is laid incorrectly, future HR employees will have a much more difficult task in building employee trust.


Examining Turnover

It’s a natural part of any growing company for employees to come and go. However, there is a difference between healthy and unhealthy turnover. Not everyone will stay with a company as it ages — some people will outgrow the roles they occupied when they began, and that’s normal. The problem comes when multiple people begin to leave at the same time. As Emma puts it, “when you are a 30-person company and three people leave, that’s 10% of your organization!”

If several people begin to leave around the same point, there’s probably a reason for it. Many companies make the mistake of examining the recent past in search for an answer, when instead, they should be looking farther back. Emma explains that “turnover is a lagging indicator of how engaged people are . . . You can’t look at right now, you have to look six to twelve months ago because that’s when the seed is planted in someone’s head. That’s when they start to get disengaged.”

A tool that Emma has found particularly helpful in diagnosing engagement is Culture Amp. It utilizes an anonymous survey to target questions about employee happiness. It also looks at specific data of individual groups or teams and compares that to the company as a whole, creating a diagnosis as to what can be done to help improve team engagement — leading to less unhealthy turnover.

 

Managing Company Culture

Because of the quickly-changing nature of most startups, there is often room for employees to quickly climb the ladder into higher positions. While this is great for the individual, it can be a deterrent to the company. With so much escalation, it may happen that all leadership positions come to be filled by people who have never held those positions before. How can a startup compete with a much larger, established firm if all of its leaders are inexperienced?

If a startup finds itself in this situation, it’s probably time to consider hiring outsiders to fill important positions. Emma explains that while qualifications are important in a job candidate, so is fitting in within the established company culture. Moreover, current employees need to buy in to the idea that someone with outside knowledge is coming in, and it will benefit the team as a whole.

Salary requirements of an experienced outsider can be especially difficult to navigate. Emma suggests determining salary by “experience, external experience, and then experience potentially in the tenure of the company, by education level, by skills” so that there isn’t too large of a disparity between a new and incoming employee.


Using Additional Resources

Starting from scratch on anything is difficult, and as a business, it can be overwhelming. There are so many facets to a company that it becomes impossible for one or two people to run everything. For many, it’s helpful to use a professional employer organization (PEO) as a framework to shape the HR department. Especially if the company has 50 employees or less, a PEO can be a great way to not have to reinvent the wheel and start completely from the beginning on structuring a company. A PEO will provide access to a network of people as well as information necessary for running a business smoothly.

Additionally, hiring a benefits broker for compliance issues can significantly ease the burden of your HR Director. Because compliance laws are constantly changing, it is very difficult for a general HR Director to continually keep track of such revisions, but it is much easier for a person whose entire job consists of being informed about compliance. By hiring a separate employee other than the HR Director for this position, your company can streamline information and make sure that everything remains legal.

How to Beat the Business Travel Blues

 

How to beat the business travel blues


If you equate work with frequent traveling or being away from home for extended stretches, at some point in your career you’ve probably experienced the Business Travel Blues. You know, the feeling of being stuck in yet another hotel for an indefinite length of time, missing out on the benefits of being in your own home. At PC Housing, we understand the Business Travel Blues, and we know how to fight it.

 

Comfort

The first step to taking down the Business Travel Blues comes with combating genericism. Sure, hotels can be nice, but they often come in the exact same model: generic patterned hallway carpet that is somehow both busy and boring, uninteresting pieces of art haunting the walls, and a sad morning breakfast featuring off-brand cereal that immediately reminds you that you are in a hotel and away from home. We hate that too.

Rather than a generic hotel space, PC Housing acquires premium apartments. We accent every apartment with our own signature touches, including a DVD player for your favorite movies and a kitchen fully stocked with dishes and cookware, ready for you to serve up your own signature dish.

 

Convenience

We understand that arrival can be a whirlwind, which is why you are free to check-in any time, as it is convenient for you. Upon arrival, we provide each apartment with a complimentary welcome package of groceries and any other items you mentioned needing during the reservation process. Our mission is to remove the stress of business travel and make your stay as smooth as possible. If any issues or needs arise, our guest service support team is available 24/7 to assist you. The convenience of our excellent customer service is a quick cure for the frustrations of being away from home.

 

Location

Location is a key factor for how happy you’ll be in your temporary home, and our prime locations provide an excellent way to beat the Business Travel Blues. Instead of existing just off a highway on the edge of town, our apartments feature prime locations: near schools, shopping centers, nightlife, and your work. We at PC Housing don’t push you to commit to one of our open properties simply to fill a vacancy; we find you the best temporary housing solution where you need it, when you need it, and within a budget. To top it off, we will provide you with the best housing options to meet your needs within two hours of contacting us!

With so many benefits, it’s easy to imagine a PC Housing property as your own, unique space. We know how to make you comfortable, and we’ll comfortably help out the company budget, too. Our rates are typically 30-50% less than that of a hotel, and if you’re not happy with your stay, we’ll give you a refund. Not that you’ll need it, because when you stay with PC Housing, the Business Travel Blues don’t stand a chance.

Go ahead, make yourself at home.

Sexual Harassment In The Digital Age

Recently, we sat down with Mallory Basore, a Human Resources Manager at Staff One, Inc. who specializes in sexual harassment training. During our conversation, she shared with us some of her best advice for HR managers dealing with sexual harassment prevention and training in their workplace.

Social Media

Of course, one of the most obvious features of the digital age is social media, and sites like Facebook and Instagram can mean a new channel for sexual harassment. Mallory explains, “I’m seeing a lot more complaints that stem from social media. Things are happening away from the workplace, after hours but between colleagues via Facebook Messenger or over Instagram, so a lot of employers’ and employees’ first assumption is that it’s not sexual harassment since they’re not at work and it’s their own personal social media. While that might be true, you still can’t harass your coworkers.” This can lead to difficult situations for both HR managers and employees alike; the best way to avoid them is to provide clear training to employees that stresses the fact that harassment can happen both during and after work.

Workplace Relationships

Office romances certainly aren’t new to the digital age, but with the advent of dating apps and social media, it can become even more complicated for HR managers. Mallory offers her advice for handling these situations, saying, “It is natural for employees to develop friendships and relationships with people that they work with. You spend a lot of time with the people that you work with and sometimes that can turn into something romantic. In that case, it’s not going to meet the definition of harassment since it is welcomed, so I encourage people that find themselves in that situation to come forward and let somebody in management know. That way, it doesn’t come back to bite them later if there’s a breakup and somebody comes forward saying, ‘Look at all these messages I’ve received. They were harassing me that whole time.’ ” Teaching your employees how to protect themselves in these situations can save all parties involved any stress or headache later on.

Update Your Policies

With all the changes that accompany technology, as well as the increased attention on sexual harassment in the workplace as a result of the #metoo movement, an HR manager would be remiss not to update the company policies regarding sexual harassment. Mallory says, “I would recommend that companies update their handbook to ensure that they have a policy related to harassment. I write handbooks all the time, and to be totally honest, I’m aware that no one wants to read those. But having a meeting to go over those really key policies, things like harassment and workplace violence can ensure everybody knows that you take it very seriously.” Mallory also suggests implementing a zero-tolerance policy when updating handbooks, so that if a sexual harassment claim can be substantiated, that employee can be terminated. This will show all employees just how seriously your company takes this issue.

While sexual harassment is certainly not a topic anyone, especially an HR manager, likes to discuss, it is increasingly important as companies step into the digital age. By combining well-written policies with strong and clear communication with all employees, you can do your best to ensure it doesn’t happen in your office.

Introducing Our New Business Development Manager, Noelle Brown


We are pleased to announce that corporate housing specialist, Noelle Brown, has joined our PC Housing team as our Business Development Manager!

Noelle is a familiar name and face to many within the corporate housing industry. She is an experienced sales professional with more than 20 years of experience and knowledge in global mobility, relocation and contract negotiation. In her new role, Noelle will build strategic partnerships with organization leaders and effectively align and support key business initiatives while working towards improving the temporary housing experience for both temporary and transferee needs, and identify innovative and cost-effective solutions for PC Housing’s valued clients.

Noelle will represent PC Housing at the 2018 Worldwide ERC® Americas Mobility Conference (AMC) in Dallas, Texas, May 16 – 18. Recognized as the largest mobility meeting in the Americas, it brings together innovative corporate, government, and mobility leaders in the industry.

Prior to joining PC Housing, Noelle was most recently the Global Sales Representative for MyKey Global Accommodations and Senior National Account Manager for Oasis Corporate Housing. Noelle is a member of the Worldwide ERC, Corporate Housing Providers Association (CHPA), and the National Apartment Association (NAA).

When asked about her experience with our company, Noelle said, “I am happy and proud to have joined PC Housing, an industry leader within the temporary corporate housing industry. Guided and driven by PC Values, our service delivery model focuses on personalization and effectiveness so that guests are guaranteed a stress-free temporary living solution. PC Housing is a breath of fresh air for the corporate housing industry created by a dedicated, fun-loving positive corporate culture!”

“At PC Housing we seek out team members who are passionate about their career and those we serve. Noelle is truly committed to our by-line of ‘Delivering Personalized Housing Solutions with HEART,’ said PC Housing President Alex Shahabe. “Noelle is a consummate professional whose knowledge, drive, and enthusiasm parallel our goals for continued growth and expansion. We welcome Noelle to our family!”

 

3 Hottest Topics Within Employee Compensation


On a recent episode of HR Insider, we had the chance to sit down with Kimer Moore, owner of Capriccio HR. Capriccio is a human resources consulting firm that specializes in strategic HR and Total Rewards services and solutions for small and medium-sized organizations. Having spent much of her 19-year career in compensation, Kimer shared with us some of the hottest topics in compensation that she is seeing today.

 

Topic #1: Keeping Up With Legal Changes

There’s a lot going on in our country related to employee compensation, and helping companies stay on top of everything is more important than ever. One trending topic, of course, is the shifting legal landscape of benefits as dictated by the Affordable Care Act. Laws are changing, and companies must ensure they remain compliant.

In addition to the ACA, Kimer explains, “FLSA, which is your Fair Labor Standards Act, also has some legal changes that we’re trying to kind of keep on top of, making sure that people are compliant. But everything is bouncing back and forth. Do we do it? Do we not do it? So a big trend in compensation and benefits right now is just keeping an eye on what’s going on in the legal universe and making sure that the company is compliant with that.”

Topic #2: Equal Pay

The topic of equal treatment in the workplace has garnered more attention in the mainstream than ever before; this means that companies must ensure they aren’t in violation of any laws. Kimer says, “There is a lot going on around equal pay and equal rights. That’s another thing we’re trying to keep an eye on, making sure companies are paying people for the work that they do and not based on any other factor like gender. Some states have even started to implement rules stating that you cannot ask a candidate what their prior salary was at a company. You can only ask what they’re looking for.” Ultimately, companies need to take a step back and make sure they are paying every employee consistently with the market.


Topic #3: Total Compensation Packages

The last hot topic Kimer shared with us is the importance of the total compensation packages, beyond base salary. While potential and current employees alike often get caught up in the salary alone, it is important for employers to communicate the total value of the entire package. Kimer adds, “I think somewhere a company could get a little bit more bang for its buck, if you will, is offering good benefits packages to the employees in order to attract and retain people. When you give employees good benefits at your company, those are things that make it harder to leave because they’ve become used to the comfort of those benefits, and other companies may not necessarily have it as good. So benefits are another option for companies to attract talent and add value.”

While compensation is certainly not a new topic, it is an ever-evolving one. There are always new laws and policies being put in place and it is important for companies to be aware of these.

5 Myths About Millennials in the Workplace

On a recent episode of HR Insider, we had the chance to talk with Mary Larocca, Vice President of Global Business Development at Cornerstone Relocation Group. She debunked five common myths about millennials and shared insight into how best to approach this generation from an HR and Relocation perspective.

Myth #1: All Millennials Are Alike

A big mistake companies make is overlooking the individual needs of millennial employees because they assume certain likes and dislikes about their generation. “Everyone is unique and everybody has different things that contribute to who they are,” says Mary. “So try to find what’s individual about the person and what’s going to make things important for them. I think that’s a big thing that can be done even from the recruiting stage over to the HR stage.”

A great way to avoid the pitfall of generalizing the wants of a generation is to acknowledge people’s different needs by offering choices to your employees. It is unrealistic to individualize each policy, but your company can offer a set of options that employees can choose from. This is especially important when it comes to relocation. Mary suggests, “Give someone three or four choices that your company is okay with providing, then whoever is making the choice will feel like they’re invested in [what they have chosen] … Remember that somebody might want to just pack themselves up and move and one might want to have an option to use that money towards pet sitting or some other thing.” Millennials are not a “one size fits all” generation. Acknowledge the individual needs of your employees by offering options.

 

Myth #2: Millennials Have Social Interaction Issues

A big stereotype about millennials is that they are more comfortable with sitting behind a computer and chatting online than they are with talking on the phone or face-to-face. While it is true that the former is a more common way for millennials to communicate, it doesn’t mean they are anti-social. The fact that this generation communicates and shares their interests online can be a real asset to HR professionals because it can give them insight into what their employees like and need.

Mary recommends using the internet to HR’s advantage with a little online research to help form connections between employees. Identify some of your employees’ interests by searching online and find a way to bridge those interests with team building activities. She says, “When you’re having a relocation program, maybe think about things like shared housing or doing social outings that have a purpose. We recently, here in Arizona, went out to a food bank and handled giving out food to people who needed it in the Phoenix community. Things like that help people feel connected and make our world feel a little smaller.” Though it may seem like millennials prefer to stay behind their computer screen, they still need connection and purpose. Motivate them with meaningful causes and opportunities to spend time with their team.

Myth #3: Millennials Have No Loyalty

The millennial generation has gained a reputation of having no loyalty because it is much more common for them to work at multiple companies throughout their career compared to previous generations. While it is true that changing employers is much more common for millennials, this doesn’t necessarily mean that there is a lack of loyalty. Mary points out that millennials have loyalty to themselves. “Being loyal to yourself, to the process, and making yourself happy is much different than loyalty to a big company or a manager,” she explains. This commonality among millennials is beneficial for companies to know. Mary says, “From an HR perspective, think about what’s important to the person that you are managing or the person that you’re bringing on.” By listening to what your employee wants, you will know how to keep them at your company.

Therefore, it is more about companies adapting to a generation that has different desires and wants to be loyal to themselves. In knowing this, companies can retain millennials by allowing them opportunities to do something that they love. Mary points out how critical it is for the HR community to ask each person on their team or each person that they are moving what’s important to them. She says, “Sometimes [managers] just don’t want to ask the question and I think they’re missing out on an opportunity to really make someone feel loyal and connected, and [millenials] do that by being passionate about things.”

 

Myth 4: Millennials Can’t Take Ownership

A common trait in millennials is that they are about a shared economy. Mary points out that “[Millennials] want to have things, but only when it makes sense. [They] don’t want to spend hundreds of dollars on a purse, for example, when [they] can rent one and just use it for the season or an afternoon.” There is a shift in the mindset of ownership in which millennials want to use objects when needed and let others enjoy their use when they are not needed, rather than just sitting unused.

To expand upon this myth, Mary highlights how experiences are more valuable to millennials than accumulating material goods. From an HR perspective, she suggests, “Think about the experience you can give an employee… Is there an experience that you can give that employee that might make them be able to stay with the company longer? Is there an assignment overseas that they could go for three months because they don’t have all the things that can tie them back home in the U.S.?” Use the new perspective on ownership to help motivate your millennial employees by providing them with the option to collect new experiences through your company.

Myth #5: Millenials Can’t Make Decisions

The myth that millennials are indecisive has evolved from the ability to research and comparison shop. Millennials make decisions, but they tend to research ahead of time online before making those decisions. The common practice of online research is an important factor for businesses to consider when recruiting millennials. Mary suggests, “Research yourself and see what impression you are giving…  If you’re trying to portray something, make sure that’s really what’s coming across from a technology standpoint because that’s where everyone’s going to go first to look.” Having the insight that millennials do make decisions, but they shop around first, will help ensure that your online presence is properly representing your business and attracting your desired candidates.

When it comes to stereotypes about generations, it’s helpful to have an idea of what to expect and how to handle interactions; yet, in the end, we are talking about individual human beings, and no one person is the same. Mary sums it up perfectly when she says, “You really can find real connections and real loyalty when you find out what’s important to a person and what makes them an individual.”

 

3 HR Trends to Watch


Recently, we sat down with Dr. Stevie Dawn, the owner and founder of Orange Compass, who works with human resources departments across the country implementing emotional intelligence-based training. She shed some light on three of the most talked-about topics in HR today: Talent acquisition, millennials in the workplace, and succession training.

 

Talent Acquisition

Dr. Dawn:  “At this point, companies can’t afford to make [hiring] mistakes anymore. They have to hire the right people at the right time and that means having people who are specialists in that talent field, so I think [we’re] seeing a lot of HR professionals start to divide into regular, strategic, tactical HR, and talent acquisition. It’s a different mode. You have to be able to read people differently and look at different assessment tools and things like that in the talent field. One of the biggest hot-button issues right now is just finding good talent.”

Dr. Dawn makes a great point: hiring people is much more difficult today than it was 20 years ago. You are looking for talented people that will be a good fit for your organization, and finding the right person means looking at all the individual pieces and putting them together.

 

Millennials in the Workplace

Dr. Dawn:There are millennials coming through the ranks that have the skill set, as far as they’ve got the knowledge. They’ve gone to college. We’re making college something more and more people can do, which is awesome. So more and more people are getting a college education and they have those skill sets, but they’re not getting any work experience along the way, which then falls to HR because once they’re hired, who has to train them? The HR department is now having to do more on the job training than they’ve ever had to do before, especially in things like soft skills and how to be a good employee. If they’ve never had a job, they’ve never learned that skill.”

Millennials in the workplace is certainly a hot topic today, and they are entering the workforce in droves. Companies are being forced to adjust to these new employees who are more different from their predecessors than any other generation before them. Empowering millennials with soft skills training is an excellent way to bridge the gap.


 

Succession Training

Dr. Dawn:What we’re seeing is a lot of the top level executives at companies are leaving and moving on to another stage of their life and therefore, there are openings at the top but we don’t have a lot of people trained within to handle those kinds of positions. We’ve trained them to do very specific jobs, but we have not trained them to have strategic vision. We have not trained them in critical thinking. And so, can they really manage a huge organization if they’ve only ever managed their one department of 10 people? As organizations, we’ve got to start thinking about succession planning.”

Unprepared successors are an issue businesses have begun to run into as executives retire. To bypass this problem, Dr. Dawn points out that companies need to train the upcoming generation to lead at a larger scale. Empowering employees with a strategic and big picture skill set will make for a much more effective transition to leadership down the line.

To hear Dr. Stevie Dawn’s entire interview and more bits of wisdom, you can listen here.