For companies to gain and retain talent today, they must shift their focus on how to ensure comfort and productivity among their staff, regardless of where and when they work.COVID-19 has shifted the state of the workplace – perhaps for good in some cases. Over the past year and a half, organizations and employees have learned that, in many situations, jobs can be done efficiently regardless of one’s physical location. This has led a number of companies to adopt a hybrid or remote work setup as their new normal, especially after observing impressive productivity rates and high employee satisfaction. According to ManpowerGroup’s 2021 Employment Outlook Survey, over half (59%) of employers are planning to offer flexible work options for the long-term, with 20% offering the option to work remotely 100% of the time and 39% planning to support remote work some of the time. How can companies continue to evolve in this new normal to attract and retain workers in both the short and long term? One of the most important factors is for organizations to understand the unique motivations of employees and ensure that they feel seen and heard when it comes to how, when and where they want to work. From Roamers to Homers – new work personalities emerge Seven new workforce personas are emerging post-pandemic, each with different needs that range across a spectrum of management, physical space, technology and socialization issues,  according to Grantley Morgan, Global Practice Lead and Vice President of Talent Solutions Consulting at ManpowerGroup. Understanding more about these personas can help organizations better adapt to create a more collaborative and productive work environment. The RoamersThe Roamers are typically in leadership or field-based roles that require frequent travel. Hence their name, many Roamers split their time drifting between the office, various client locations and third spaces (e.g., coffee shops). Balancing work with health, well-being and family is important to them and especially so post-pandemic. What they want: Companies can help Roamers feel a sense of security as they constantly settle into new locations to get their jobs done efficiently. This can be done by helping them manage traveling between workplaces by providing club-based access to flexible workspaces as well as creative options like Marriott’s work-from-anywhere day pass that enables employees to find quiet workspaces in destinations around the world. The NomadsThe Nomads have a goal of balancing their life and work goals while having fulfilling experiences and meeting new people. Nomads tend to thrive in environments that help fuel their extroverted personalities, and they feel more productive simply by being in the presence of others. What they want: Nomads prefer a more flexible, work-from-anywhere set-up such as hubs and third spaces akin to Spotify's new model which allows workers to first choose a remote, hybrid or office-based model, then select which country and region they want as their base with support available for relocation and paid co-working members. The InventorsThe Inventors appreciate in-person collaboration done safely. While technology has proven itself to be a useful workaround for client communication and team collaboration, especially during these times, Inventors are more likely to miss the office as a creative social hub. They would rather stick to the traditional methods of work rather than solely rely on their digital devices. They also appreciate spaces that encourage serendipitous innovation, learning and team-building in a way that technology can’t replicate for the majority of us. What they want: Companies can cater to Inventors by offering a “hoteling” approach, a reservation-based seating where employees reserve a workspace before they come to work in an office. This enables small group meetings to occur safely. The First-TimersThe First-Timers are those who have very recently entered the workforce or feel like they have missed out on important parts of the onboarding process due to remote working. They believe that real, person-to-person connection is vital to kicking off a successful career. What they want: To make First-Timers feel more at ease and confident in their careers, even for the time being, companies can designate physical spaces for in-person training and other learning opportunities. The CommutersThe Commuters, previously committed to a traditional five-day work week, now expect greater flexibility in the workplace from their companies – particularly upper management and key decision makers. What they want: Satisfy Commuters by adding satellite office spaces close to where your employees live, i.e., decreasing the amount of time they need to commute to and from work each day. Another solution is to adopt a more versatile model that allows workers to travel to the office only a few days a week instead of every day. Telecommunications company Vodafone created a zonal approach to workspace design that features dedicated spaces for different types of work. The Front-linersThe Front-liners, considered “pandemic heroes” by many, include those who work in supply chain, manufacturing, healthcare and other essential services. While their lines of work may involve advanced technologies, people in these industries must still perform their jobs in-person rather than solely behind a screen. What they want: Since they’ve been on the frontlines throughout the pandemic, Front-liners desire technologies such as bespoke apps like Beekeeper which enable workers to give and receive information without needing direct access to corporate systems. These tools improve the workplace experience and help alleviate health concerns as workers reacclimate to public transit and crowded places. The HomersThe Homers are masters of routine who prefer a fixed work location that provides them with better control of their schedules, productivity levels and deliverables – like a static home office. Homer's keen focus is a result of minimal disruption and having the ability to remain in the same place. What they want: Companies can consider offering workplace benefits packages to Homers with state-of-the-art equipment and tools to make the at-home workspace comfortable and efficient. No matter where one falls on the employee persona spectrum, it’s the responsibility of businesses to respond to their workers’ needs. Small companies and large corporations alike can benefit from embracing a more fluid workplace structure, as it helps provide an even balance and greater satisfaction among workers without negatively affecting the bottom line – especially in today's fluctuating economy. Read Working Anywhere, Anytime during the Big Resurgence by Grantley Morgan for additional insights on these workplace personas. To learn more about how ManpowerGroup can help your organization adapt to the remodeled global work environment and to read more on this topic, visit the Future of Work.References https://go.manpowergroup.com/meos#%20 https://preview.shorthand.com/nHPktdq8cpI1z6WQ\ https://workanywhere.marriott.com/?scid=96b2ed49-30d6-4226-8f75-bf5c04343308&dclid=CKOK44nNhfACFVQAiwodOioJ8A https://www.linkedin.com/pulse/future-ready-reimagining-our-office-spaces-leanne-wood/
7 Post-Pandemic Work Personas and How to Win Them Over
Protect Yourself from Job Scams: Do the SCC
Job scam cases are on the rise. In Singapore, job scams were the most common scam type with 4,554 reported cases last year, skyrocketing from only 132 reported cases in 2020.In the event that you receive a job advertisement message or email from an unknown sender, stay safe by doing the SCC: Stop. Check. Contact. Read below to learn more. If you have been contacted by someone claiming to be a recruiter for Manpower Singapore, you can verify the person's identity by using the Ministry of Manpower EA Directory or by contacting us at 6232 8811/ email@example.com.
Tips for Job Searching in 2022
If you are currently looking for work, what are your expectations for your next job? If you find yourself weighted down from the pressure of the past year, here’s how to start making progress and expect more in your job search as you look ahead in 2022.Seek Out a SponsorYou don’t need to go it alone –– look for help in your next steps. According to ManpowerGroup research, women are more likely to say that relationships rather than overt self-promotion will help them get ahead. In this regard, women can be helped through sponsors or those in higher levels who move beyond mentorship and actively help promote female colleagues. Find someone who can help boost you up, and you can do the same for others.Recognize Your Transferable SkillsIf you’ve been out of work, if may feel like you are falling behind on your skills. In fact, you may be practicing transferrable skills that help in the next role. If you find yourself teaching from home or volunteering, these are skills that you can bring up in a job interview that shows your continued growth. Of all transferable skills, learnability is the foundation. Learnability is the desire and ability to continually learn and grow throughout careers, and it still applies even –– and sometimes especially –– outside of work.Gain an Outside PerspectiveYou may feel like you know yourself better than anyone else, but you’re not necessarily the most objective evaluator of your own skills. Instead, you can hire a professional skill or personality assessment and leverage the results to identify your strengths. Similarly, you can find a career coach to help you better understand your value to employers. Finally, ask a mentor, coach trusted friend to provide you with feedback on your progress and what steps you need to take next.Don’t Get DiscouragedIn any job search, setbacks are inevitable. Expect that to happen, and don’t get discouraged when it does. Psychologists demonstrate that Three P’s can stunt recovery: Thinking a “failure” is personal (“It’s my fault”), pervasive (“I’m unqualified for any role”) and permanent (“I’ll never find a job.”) If you find these thoughts creeping in, reframe and view it from another perspective – it’s just a single job, it wasn’t the right fit this time, and the right job is still out there. Don’t give up, and keep expecting more.Remembering where your true talent lies will help nurture and grow where you have the most potential, and where you can thrive. Keep using your goals as a north star even in the face of setbacks, and your next step could land the perfect fit.
How to Help Workers Manage Chronic Stress
The chronic stress of facing uncertainty day after day is taking a mental toll, and 2020 is set to be one of the most stressful years in history. Workers are suffering from burnout and loneliness as they manage remote work, affecting morale and productivity. In fact, a recent survey by Oracle found that the pandemic has propelled workplace stress, anxiety and burnout. ManpowerGroup Chief Talent Scientist, Tomas Chamorro-Premuzic, shares his top leadership tips around how managers can better support their teams. Check-in regularly with the teamMake an effort to schedule time in your colleague’s schedules that includes time for asking “how are you feeling?” A 21st-century leader needs to act as an employee coach and be willing to proactively reach out to employees to check on their emotional well-being. “A leader needs to act as an employee coach and be willing to have open and honest conversations where they can check in with their employees to see what their stress levels are and help support them manage these.”Be aware of manager stress levels Self-awareness helps managers understand how their own stress levels can impact the team. When someone is stressed, they tend to focus on themselves and are unable to care for or support others. Managers need to see themselves in the eyes of others, so to help grow self-awareness, make it easier for the team to provide managers with constructive feedback in a structured way.Practice self-care outside of workSleep well, eat well and exercise. If managers put their own well-being at the center of their daily routine, it will not only help manage their own stress levels but better support the team and their struggles during this pandemic. The goal should be not eliminating stress, but learning how to manage it with a balanced and supported environment. “And while it’s important to have a solid culture, creating a totally stress-free environment with no problems won’t help build a resilient team,” Chamorro-Premuzic said. The silver lining is that stress itself isn’t the enemy, if understood and managed effectively. As Chamorro-Premuzic said, “Some people see stress as a negative, but actually it can lead to many successes. In the workplace, resilience is often built through some form of stress or hardship.” In 2020, this rule is being put to the test like no other time in recent history, but it can be used to come together as stronger teams in the future.
How To Network Effectively When Working Remotely
Networking doesn’t need to be only in person with coffee, lunches or mixers. With creativity and resolve, connecting meaningfully with others can be done remotely and across geographic and time zone differences. If you’re stuck at home, here are ways to expand and network effectively. Be mindful when selecting a mentorFor many in the next generation, mentorship is key to gaining a foothold for their career and life. A mentor could be someone in proximity in the workplace or at a professional organization. But if the relationship starts out through a digital connection, more thought can be put into the right match, rather than simply convenience. A university alma mater, your current workplace or a professional organization can help match with a mentor that aligns with your interests, needs and personality. Spend time planning who could be your best mentor during this time. Connect with “loose ties” Research has shown that while we rely on our strong ties in our everyday lives, but it’s our weak ties (also called an “open network”) that help make leaps when it comes to finding new roles. Because weak ties are farther removed, they know about opportunities we aren’t likely to know about. By identifying and reaching out to valuable connections that you don’t know as well, you can extend your open network dramatically. Join social groups at workIf the only time you interact with colleagues is on projects and conference calls in meetings, it’s going to be hard to build friendships. Instead, carve out niches for friendship at work by joining social groups, which can also take the form of Teams / Zoom happy hours, Facebook groups for hobbies and other shared interests. Use reconnection as networking Networking doesn’t always have to take place in person or with people you don’t know. In fact, networking is often more powerful when it’s cumulative, and not just a one-off encounter the first time you meet someone. Networking can also mean reconnecting with former colleagues and sending notes of appreciation, congratulations on work anniversaries, or other virtual ways to stay in touch. Start writing on a blog or LinkedIn article One of the most effective ways to build a network beyond your immediate contacts is to start a professional blog on a topic of your expertise, make connections, show thought leadership and get feedback. Here are tips on how to launch a blog and grow your following.It’s less overwhelming when you start to break down the end goal into smaller, individual parts of a routine. Tackle the above categories one by one, and you’ll be able to build on the momentum of each to accelerate the size of your network.
How to Organize Your Home Workspace For Productivity
As COVID-19 recovery continues, those who are still working from home are best served by making some upgrades or changes to their routines.For many workers suddenly shifting from home, any space from the kitchen table to a spare bedroom would do. Now as the pandemic-induced spike in working remotely goes beyond temporary, here is how to organize a home workspace to optimize productivity. Speed up your wifiHas your internet speed slowed to a crawl with the stress of Teams calls, multiple devices and virtual learning happening at the same time? There are steps you can take so you won’t have to wait painfully like the days of dial-up. Talk to your organization about helping make investments in a home office, which could include upgrading and customizing your network.Set up boundariesWhen you work from home, it can sometimes feel like you live at work. Having ready access to work can provide flexibility, but it can also create an always-on mentality that can lead to burn out. Remember to set up boundaries to designate a workspace with a living space, whether that’s a physical environment or a set time to step away from a workspace. You can even put up a sign or a post-it reminder at a boundary that outside these parameters, you are off duty. Designate work devicesWhile working from home, it can help create a more work-like environment with specific devices that are devoted to only to work. For example, an author might have a low-cost Chromebook that only includes the files to their book without web browsers or other apps that have distractions. Especially for bigger assignments, this can help put everything in one place while minimizing the digital distractions of what else might be on your laptop or phone. Go on the gridThere’s no way we could do our work without interacting with others, but sometimes that interaction in person or virtually can be detrimental to productivity. This is especially true if it’s a significant other or family member that needs something. When you need to really focus, put an in-the-office message on your chair or workspace to let others know you are unavailable -- the WFH equivalent of an out-of-office responder. Any home office is a balance between flexibility and productivity. Give yourself permission to adjust that equation as needed, and your workspace will benefit you in the long term.
Searching for Jobs After College
Moving from college to the workplace traditionally requires major adjustments, including acquiring new skills on the job and learning to balance independent projects. Right now, economic and public health uncertainty only adds to the stress on college graduates. But stepping back, slowing down and taking concrete steps can help mitigate anxieties and improve your outlook. Here are ways to help navigate the unchartered waters. Build a mentor relationship In college, students can easily stop by a professor’s office hours or book an appointment with your academic advisor or job counselor. The same principles of mentorship are just as important to getting started in the workplace. After you graduate, you have to be more proactive about securing your own mentor. Having a mentor will enable you to learn what employers expect from new grads and you can use the information to make yourself job ready, and also help find new opportunities in sectors that are hiring. Take a skills inventory Does your resume reflect all that you are capable of accomplishing? Make sure that you reflect not just your major and hard skills, but also soft skills like learnability that shows you can make adjustments during turbulent periods. Research from ManpowerGroup has concluded that 65% of the jobs Generation Z will perform do not even exist yet, and right now is certainly a time of disruption and change. Show how your past has prepared you for a future that is evolving and being invented in front of us. Be open to new forms of work Look beyond the full-time permanent roles. In some sectors, hiring is ramping up right now for temporary or short-term work. Taking a temporary job to help meet demand may provide an in to a company, or an end in itself. Today, nearly 9 in 10 workers are open to NextGen work– part-time, contingent, contract, freelance or temporary. As younger workers bring tech-savvy skills to the workplace, new graduates can turn to flexible employment opportunities where it is needed most. Reach out to help others Right now, it’s easy to develop tunnel vision with respect to your own needs. No one will blame you for that. But many others are going through the same uncertainty, and seeking ways to help is not a zero-sum game. Over time, how you treat others builds a reputation. Recognizing others need assistance, offering to be of service through small acts like proofing someone else’s resume or sending an email with encouragement will become an extension of your resume. Do it for its own reward, and it’s likely to help deepen and expand your network as well. After years of being in the school system, it will take new grads time to transition to a new world –– and that’s never been true more than now. For college graduates, it’s important to be patient, keep being productive where you can be, and keep the faith.
Four Ways to Build a Data-Driven Team
In our new COVID-19 reality, the world is experiencing a level of rapid change never seen before. One thing that’s clear is that digital-minded organizations with the ability to quickly assess and make insightful workforce decisions will be more likely to not only survive the crisis, but thrive. However, this will be challenging for many businesses as 72% of global organizations experienced a reality check and found themselves not fully prepared from a technology perspective.  Now these companies are scrambling to play catch up in migrating operations and workforce to a virtual environment. With the majority of employers planning to offer flexible work options for the long-term , there’s no turning back the clock to pre-pandemic work styles. Here’s four ways that your organization can leverage data to build a stronger team: Use data to predict talent potential Wouldn’t it be nice if there were a crystal ball that could ensure your next hire is a win for the company? Predictive analytics gets close by helping Human Resource professionals assess individuals with skills profiles that help determine who is most likely to succeed in a particular role. That’s crucial when the cost of a bad hire can mean up to $240,000 in expenses for companies. Remember the movie Moneyball where analytics helped the Oakland A’s select the right players to spur the team to 20 consecutive victories over a month’s time? That success has translated to the business world with global companies such as Google, Marriott Hotels and Credit Suisse Banks. Credit Suisse deployed predictive analytics to identify employee churn and this information was anonymously shared with line managers to help them reduce turnover risk factors and retain talent. The bank saved an estimated $70,000,000 a year in recruiting and onboarding costs as a result of this initiative. Make data your company's decision-making anchor When the world stopped, the hospitality industry suffered a significant impact, but take-out and delivery service saw a massive uptick in activity. Domino’s CEO Ritch Allison noted that their team had to take 60 years of standard operating procedures and transform them for digital in a matter of 6 weeks. By making a commitment to digital strategies as their new centerpiece of decision-making, Allison was able to shift the pizza giant to a contactless delivery model across the country. The key was carefully creating a unified data-driven vision for the company’s technology, innovation and supply chain teams while still making the training of Domino’s delivery experts a priority. “As we look at digital capabilities that we’re putting in place today, it’s not just to be competitive in the next couple of months. It really is to set ourselves up in what may end up being the new normal in our industry,” says Allison. So far, it’s paying off as nearly a year later, Domino’s digital sales are up 75% and they have been able to keep most of their retail locations open. Upskill Teams to Leverage TechnologyEven before the pandemic, companies were navigating changing technologies and the new skills that employees would need to manage them. COVID-19 has amplified the urgency for workers to develop these new ‘skill muscles’ to strengthen them and prepare the organization for future disruptions. The U.K. healthcare system, for example, had to retrain their staff within weeks to manage virtual appointments, something that occurred less than 1% of the time prior to 2020. Now doctors assess nearly 100% of patients by phone or video, with only about 7% requiring a face-to-face appointment. This has required medical staff to learn how to do safe and effective diagnosis remotely. Something that will now continue even after the crisis has passed. As organizations determine which strategies encompass the future of their business, leaders should quickly identify skills that are crucial to business recovery and focus first on those that will drive a disproportionate amount of value to the organization. Foster a data cultureOrganizations who ingrain data into their culture are well-positioned to create ‘SuperTeams’ - the next step in technology’s integration into the world of work. “These SuperTeams are powered by increasingly sophisticated artificial intelligence blended with the best in human skills – all working together to solve problems, gain insights and create new value for both workers and organizations,” says Dave Mancl, manager of Talent Analytics for ManpowerGroup. Creating SuperTeams involves a concerted effort to upskill employees on how to leverage these new tools and processes. That can be a challenge considering that only 21 percent of workers are confident in their data literacy skills, including understanding, questioning, and working with data.3 But Human Resources can play a role during recruiting by including data and metrics language in job descriptions to attract the right candidates. Employers should also improve success by reinforcing skills development through group training or one-on-one coaching and then hold employees accountable to measurable data-driven goals. Organizations who integrate data to better assess, upskill and build SuperTeams will be well-positioned for future growth. For more insights on these and other workforce data trends, tune in to The Transform Talent Podcast.Sources: https://www.news.xerox.com/news/global-Xerox-Future-of-Work-Survey-results ManpowerGroup Q4 2020 Employment Outlook Survey https://www.apollotechnical.com/cost-of-a-bad-hire/#:~:text=The%20average%20cost%20of%20a,hiring%2C%20retention%2C%20and%20pay. https://techhq.com/2020/01/mind-the-skills-gap-between-big-data-and-employees/
Top Communication Skills Employers Seek From College Grads
If you are a recent graduate, now is the time to work on refining certain skills to help your transition to the workplace.This summer, a new group of ambitious college graduates will hit the job market. Along with their energy and enthusiasm also comes inexperience. Here are the top communication skills that employers want to see from new grads. Listen, listen, listenWhen you are just starting out, you should listen more than you talk. Really hear what the other person is saying, instead of formulating your response. Ask for clarification to avoid misunderstandings. The person speaking to you should be the most important person. Don’t multitask. This means that if you are speaking to someone on the phone, do not respond to an email, or send a text at the same time. Be clear and concise Maybe every once in a while, on occasion it could be said that a college student filled a 20-page paper will a few filler words to meet a minimum word count. In the business setting, however, time is money. Getting to the point in a presentation or meeting is a premium communication skill. Work on clearly articulating your point in a concise and direct manner.Project management skills In college, a big project rarely lasted longer than a semester, and usually were much shorter. But in the workplace, you are often expected to juggle multiple projects that can last six months, a year or longer. Set several milestone goals, check in on progress regularly, get feedback, and use the resources of others around you. Practice the art of meetings Meetings in an office are also different than the group meetings or the dorms at college. To respect others’ time, always send out an agenda before the meeting, giving participants enough time to prepare. At the start of the meeting, establish the ground rules for communicating, and any other expectations. Finally, send meeting minutes to those who participated or who will be affected by what was discussed. Organizations know that it will take time for new graduates to get acclimated to their new work environment. That’s also a two-way street. Spend time getting up to speed in your communication practices, and the transition will be smoother for everyone.
How To Combat Burnout and the Pandemic Wall
Working over the last year can feel like hitting a series of walls –– each one bigger than the last. If you’re feeling that way, rest assured you are not alone and there are steps to combat the stressors. Here are ways to fight off burnout. Ask for the help you needManagers and organizations can support you if they know what you need. Different situations may require different intervention strategies. For example, struggling to meet caretaker responsibilities with childcare when kids are learning from home could be alleviated with a schedule change, including working nights instead of days. For someone who feels immersed in the “always-on” digital workplace, requesting vacation days off could also help. Make sure to discuss openly your needs so they can be addressed. Enlist the buddy or mentor systemWorkplace relationships are extremely important for well-being, but they can be more difficult to maintain when everyone is remote. It may take intentionally reaching out for virtually “grabbing coffee” or checking in with a colleague, mentor or supervisor who can help provide mental, logistical or emotional support. Don’t overlook the simple power of connecting, even if that means a virtual hangout. Proactively help othersIf you are struggling, that means others are no doubt feeling the same way. Reaching out and providing a compliment, offering to help with a workload or sending someone a lunch delivery will help them and has the added benefit of giving you an emotional boost. Research has shown that kindness is one of the fastest ways to elevate mood and boost resiliency. Set boundaries and know when to turn offEven the highest performer can only run on adrenaline so long. The body and mind need downtime and regular rest periods. Intersperse periods of intense focus with downtime and recovery. The rhythms of hard work and rest need to balance over time. Set time with boundaries to unplug with peace of mind and come back rejuvenated. Finally, remember the basics: Take a lunch break in your day, walk around your neighborhood and get the recommended 7-9 hours of sleep to help make sure you’re on the top of your game. Work will still be there when you return, more rested, motivated and focused to keep moving forward.