Archive for Talent Management

Working, Post COVID

May 8th, 2020

How do we deal with work-from-home post COVID?  While there are people who can work from home and do so effectively, actually most are not wired to do so.  Look around you at work.  How many people struggle to pay attention, keep looking at their cell phones, may already dislike their work but can’t seem to move on, and/or pop up their Facebook pages and home shopping on the work computer?  How many people do you see that need people interaction, not just a Chatty Kathy, but those that truly enjoy in-person communication with others?  That only leaves about two out of every 10 people to work from home successfully. 

Most individuals are too easily distracted, already struggle to “do work” at the workplace, are actually workaholics and being in a business environment helps control that problem, and/or need the in-person interaction of others to maintain their sanity.  The COVID crisis, and so many struggling to work from home has made this quite apparent.  It isn’t just about working with your spouse or children in the same room.  Besides, can you really call it a home office if it is your kitchen table or couch.

I have had more than one colleague who worked from home and quit doing so due to time management, distraction and interpersonal engagement issues.  Additionally, I have had numerous clients fail in a business while working from home, hate doing so for an employer, or had their spouse experience the same, because of identical issues.  This doesn’t make you a bad employee – it makes you human, and a person who either wants or needs to be in a traditional work environment.  Knowing that you need a conventional office atmosphere, makes you a good employee! 

But Karen, we have video chat, IM’s, and email, etc.  Yes, we do, and this type of technology actually means more time wasting for many employees than it ever creates.  Look at those who can’t even manage their cell phone texting or emails. Understanding this fact gives us power and control, a huge benefit to our career.

Interaction, not just in the periphery, in social distancing, or via Zoom, is necessary for human beings.  From hugs during tough times to just sitting close to another human being, we ARE wired to do these things!  Certainly, our current environment has changed things, but this to shall pass. Precautions can be taken at work to mitigate risk and keep you safe. Admit it if you can’t really work from home, it will be of value to both your career and personal life.

Karen Silins is a multi-certified, award winning resume writer, career, business and personal branding coach working with individuals and small businesses. After graduating with degrees in education and vocal performance, she made her own career transition into the Human Resources realm. Karen left Human Resources to become an entrepreneur and help jobseekers, executives and fellow entrepreneurs achieve their goals. She keeps current regarding trends in the resume writing, coaching, HR, small business and marketing industries by working daily with individual clients on resume development and career coaching, executive/career management coaching, consulting for small businesses in marketing, blogging, hiring and overall HR processes, and providing 20-50+ seminars and workshops annually to a variety of organizations in the greater Kansas City area. She can be reached via her website at www.careerandresume.com.

Categories Business Coaching, Career Coaching, Career Management, Careers, Human Resources, Life Coaching, Opinion, Talent Management
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Get a Clue Corporate America!

October 4th, 2018

With the recent spate of executives merging, acquiring, downsizing and closing companies for their own financial benefit, and often under the guise of “cost savings synergies,” it’s quite apparent that ethical leadership training is more necessary than ever. Justifying their behavior because they think that “those lowly employees we have on staff” will find a job since it is a good economy is ridiculous and foolhardy. Their lack of compassion and foresight will ultimately mean more dissatisfied employees and an increase in those thinking Corporate America is devoid of any principles. No wonder our workforce is overworked and over-stressed!

While the economy is indeed in good shape, replacing a high-paying job isn’t always that easy. The more the salary, typically the fewer of those jobs that exist. The worry that goes along with the constantly unsettled environment in many companies merely makes everything worse. Companies are actually complaining because attrition rates are so high due to the stress and uncertainty, but offer nothing to stop the bleeding. According to many a recent article, employees are actually up and quitting jobs now without another one ready in the wings due to the anxiety-ridden atmosphere of so many organizations. Additionally, those over 40 years of age continue to be a target, since they often “make too much.” The real discrimination in age comes from the downsizing of so many that are inherently valuable to a company due to their experience and mentoring of younger employees. Yet, that very value is seen as too expensive or “bad for the bottom line.”

Get a Clue Corporate America

Many a high paid corporate executive has sold their soul and become like the Robber Barron’s of the 1890’s, using questionable methods, nepotism, and creating monopolies to accumulate wealth while leaving staff members miserable or unemployed.  We, as a society, have passively acquiesced to this treatment and it is time we stop putting up with the abuse. Certainly ample ethical leadership training will help those who are starting on their leadership journey. However, making sure those that are currently causing these problems have a bright light of shame shone on them will be necessary to curb the issues in the here and now. Get a clue Corporate America or you won’t have a glowing financial report to fret over anymore, talented employees will just leave you and your company in the dust, and ultimately to fail.

Karen Silins is a multi-certified, award winning resume writer, career, business and personal branding coach working with individuals and small businesses. After graduating with degrees in education and vocal performance, she made her own career transition into the Human Resources realm. Karen left Human Resources to become an entrepreneur and help jobseekers, executives and fellow entrepreneurs achieve their goals. She keeps current regarding trends in the resume writing, coaching, HR, small business and marketing industries by working daily with individual clients on resume development and career coaching, executive/career management coaching, consulting for small businesses in business plan development, marketing, blogging, hiring and overall HR processes, and providing 30-70+ seminars and workshops annually to a variety of organizations in the greater Kansas City area. She can be reached via her website at www.careerandresume.com.

Categories Career Management, Careers, Human Resources, Job Search, Opinion, Talent Management
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Millennials: The Generation Bringing Meaningful Change to the Workplace

January 15th, 2018

Millennials: The Generation Bringing Meaningful Change to the Workplace

Millennials are a different breed of worker, and overall, I am here to tell you that is a positive for our future work environment. The Millennial generation has watched their parents dedicate their “lives” to companies at the expense of their health, watching children grow up, attending children’s events, marriages, and many other negative trade-offs. All of this for organizations to overwork them, have zero loyalty to their workforce, while expecting complete allegiance from their staff, then downsizing the most dedicated employees.

Millennials aren’t about to put up with it, and I say AMEN! Oh, but they complain too much, or are entitled, you say. Yes, there are a few that are entitled or don’t quite get it, yet, but if you listen to most of them, they want to work, but don’t want to give up a personal life to do so. Working 70 hours a week just won’t cut it, and neither will day-to-day drudgery. This generation and I believe Generation Z as well, will be willing to take less money to have work-life balance, see their children grow up, maintain their personal relationships, and live a more stable life. This trend has been evident in many of my millennial clients.

The day of the stockholder ruling how a company does things and executives and owners who constantly treat their employees as indentured servants and call them “resources” will soon lose its appeal. The up and coming generations won’t put up with being treated poorly, they will quit a job in a heartbeat to get another one, knowing the company wasn’t going to be loyal to them anyway.

Companies must change how they do things if they want to retain and grow employees, particularly Millennials and Generation Z.  Work-life balance will become key, inclusive of flexible work schedules, enhanced employee benefits to reduce out-of-pocket costs and save time, and an effort to make the work environment itself a more enjoyable place. Wellness initiatives, volunteer opportunities for community involvement, and a true open-door policy for ideas must become commonplace.  Furthermore, companies will need to significantly expand training offerings, not just offer sexual harassment and compliance webinars, but a combination of in-classroom, teleconference, web-based, and even gamification training. The workplace of today will be changing. Get on board Corporate America or you will find yourself without anyone wanting the jobs you post!

Karen Silins is a multi-certified, award winning resume writer, career, business and personal branding coach working with individuals and small businesses. After graduating with degrees in education and vocal performance, she made her own career transition into the Human Resources realm. Karen left Human Resources to become an entrepreneur and help jobseekers and fellow entrepreneurs achieve their goals. She keeps current regarding trends in the resume writing, coaching, HR, small business and marketing industries by working daily with individual clients on resume development and career coaching, consulting for small businesses in business plan development, marketing, blogging, hiring and overall HR processes, and providing 30-70+ seminars and workshops annually to a variety of organizations in the greater Kansas City area. She can be reached via her website at www.careerandresume.com.

Categories Career Management, Human Resources, Opinion, Talent Management
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What Experts Wish Their Bosses Had Known About Talent Management

August 20th, 2017

What Experts Wish Their Bosses Had Known About Talent Management

Recently MarTechExec contacted me about a Talent Management article they were preparing concerning development of leaders in an organization.  Below you will find my answer for the article and a link to it as well with other experts chiming in on their thoughts.

“The very first thing I tell client companies and executive coaching clientele is that the best ‘doers’ in a given job aren’t necessarily the best managers and leaders for their organization. Many an employee has been promoted to their level of incompetence, creating more problems for organizations and employees, than benefits. Additionally, most managers are promoted, but don’t receive any real training until reaching an executive level on how to do their job effectively.

Therefore, training in management and leadership skills are vital. Early and ongoing instruction should encompass a combination of traditional operational management areas, including the basics of business writing, employment law, reading and understanding company financials, process analysis (metrics/benchmarks/KPI’s), and client relationship management.

Likewise, to grow a leader, assignment of a seasoned mentor should be combined with education in communication and active listening, how to motivate (up and down the chain of the command), dealing with diverse personality types, and the importance of integrity in all business and professional-related interactions. Mastery of these relationship-based skills along with operational excellence is what elevates a manager to a truly great leader. Subpar training and mentorship anywhere during a manager’s career development, in the end, will result in a sub-par executive.”

Link to experts article:  https://martechexec.com/article/talent-management-experts.html#KarenSilins

Categories Career Management, Careers, Human Resources, Talent Management
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