It’s time to say hello to Generation Z and the workforce should get ready to welcome us! For the last several years, there’s been more than enough talk about millennials and their place in the workforce. It’s time to shift the focus to the new wave of employees – Generation Z.
I was recently talking with our summer intern about her experience as a tour guide. As tour guides they experience extensive training to memorize routes, statistics, and attraction facts. But what really stood out about their training is that they’re instructed to emphasize why they continue to return to the college. It’s not as important to say why you picked the school, but explain why you stayed. It’s that moment that lets the heart of the university shine through and people can (hopefully) better imagine themselves or their children as part of that community.
What if this same tactic was applied to improving employee engagement?
Often the intersection between HR and payroll lies in the fact that they’re housed within the same department, led by a CHRO or HR director. It is obvious why they are together – they are “cost centers” tasked with employee needs. Makes sense, but running payroll requires a significantly different set of skills than HR leaders typically have.
Obviously HR holds a valuable role in the organization’s business functions, acting as a resource and strategic business partner to the entire company. So too does payroll – making sure everyone gets paid smoothly and that benefits are covered. Everyone assumes that payroll just works…until it doesn’t, and you’re sure to have an HR nightmare on your hands if it doesn’t.
The word “goodbye” is dubious as there’s typically nothing inherently ‘good’ associated with it. This is also true when it’s time to say goodbye to one of your employees who has chosen to move on. Whether it’s an all-star manager or your sub-par administrative assistant, losing an employee can be disruptive and cause significant and unexpected change within your company.
We all know the common trope – the one where a frazzled-looking HR professional is surrounded by piles of paperwork and filing cabinets. It would probably be funny if all of us hadn’t seen or experienced it at some point in our careers. However, by creating a culture of sustainability that image can be replaced by a superhero; one who champions both Mother Nature and employee integrity.
We’ve heard it… have you? If you believe the experts (and we do), we’re currently amid the worst talent shortage since 2007. In 2007 the Blackberry was still the premier smart phone as the iPhone wasn’t introduced until mid-2007. If you and your colleagues don’t remember that you, then you probably don’t recall that talent shortage either.
Can you believe it was 20 years ago that Tiger Woods won his first green jacket by winning the 1997 Masters by twelve strokes, less than a year after going pro. It launched a worldwide phenom and a significant increase in popularity for the sport. People saw golf as a more accessible game – it was no longer dominated by the richest and solely white golfers. Additionally, Tiger’s youth and exuberance infused energy into the game and its coverage.
There are over 2,000 employee engagement services in the market today – so if you think employee engagement is a fad you should reconsider. Pick up any human resource publication or search for hundreds of blogs to find articles on this topic. Employee engagement is here to stay. With the right planning, you can build up your organization and your career.
You’re not in sales, right? You don’t want to make cold calls or knock on doors. You also aren’t in marketing – who wants that hassle – plus as a HR or payroll person, you know how they’re paid. You chose HR and payroll because it’s what fit with your personality – but like it or not, you still have sales and marketing responsibilities. Each time you talk with someone who has shown interest in your organization you’re given a chance to further your organization’s reputation and understanding in the marketplace.