How to work with Millennials?

Last article, we talked about who is Generation Z, the future workforce?  Have you ever wondered that which name for current workforce?

Millennials or Generation Y is current labor, that born from 1980 to 2000, before Gen Z. How to wok with the Millennials effectively? are they completely same to their parents at workplace?

Below are some helpful tips for you:

1. Offer More Flexibility: 
Work-life balance is one of the most significant drivers of employee retention among Millennials. This tech-savvy generation is essentially able to work anytime from anywhere with an Internet connection. Thus, seemingly arbitrary work hours or having to sit at a desk all day is less appealing to them.

2. Explain The Company Vision: 
Millennial workers are more likely to look for meaning and impact in their work and aren’t satisfied simply punching a clock. Helping them understand their role in a larger plan gives them a clearer sense of purpose.

3. Provide Education And Professional Development: 
Most Millennials are hungry and want to advance. Assigning stretch projects, bringing in speakers or sending employees to leadership conferences will be especially helpful for those millennial workers interested in learning and growing their skills.

4. Prioritize Community Service: 
Millennials place a higher priority on helping people in need than having a high-paying career. Allowing employees to form committees and use company resources or time to organize their causes meets their desire for social consciousness.

5. Give Them Time For Personal Projects:
Offer employees time to work on a project of their choosing. This will help Millennials feel more engaged and in control and also can boost innovation within the company

6. Give Encouragement And Regular Feedback: 
This generation responds well to encouragement and immediate feedback. Make it clear from the beginning that you reward good work, and then keep an open line of communication to let them know how they’re doing and how they can improve.

7. Develop In-Between Steps And Titles:
Millennials are especially eager to progress in their careers and less willing to wait three to five years for a promotion. By developing in-between steps and titles, managers can meet their desire for career progression.
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Generation Z - the next workforce

Generation Z or Gen Z is generation born between 1995 and 2009, who goes by many nickname such as The Silent Generation, The Internet generation, The iGeneration, Generation Now, The Google Generation.

Here are a few of the habits of Generation Z: 

Daily life 
They want everything, everywhere and immediately. They surf on two screens simultaneously. They don't mind paying through the nose for the latest smart phone but turn up their nose at paying for a film or a song when you can get that for free online.
Aged 13 to 20, they get all the latest trends from social media and find the morals of their elders out-of-date.
Their fashions are those found worldwide over the web: they watch American blockbusters like "Hunger Games" or "Divergent", listen to Korean K-pop and, when they dance, they "twerk".
When they speak, their vocabulary is peppered with acronyms, incomprehensible to those not in the know. "Swag" is the new "cool".
And their new idols are Internet stars, like PewDiePie, who has the world's most subscribed YouTube channel.

What they know
Even as young as they are, they have already seen so many technologies become obsolete. For this reason, they have become the ultimate "self-educators", learning how to use new stuff via self-help videos on YouTube.
As for the web, violence, porn, they've already seen it all.

Friends
People from Generation Z find it easier to talk online than in person. Their friends on social media are as important to them as their friends in real life but sometimes they do actually meet up in person with these "virtual" pals.
More than eight out of 10 are hooked on social networks and more than half of them think that this is where their real social life takes place.
They are on dating websites from the age of 16 -- sometimes before.

Generation Z at work 
This is a generation that wants to create their own company -- between 50 percent and 72 percent want to run their own start-up.
The idea of "business" brings up negative responses: "complicated", "brutal", "a jungle".
They believe success comes from their "network" rather than from qualifications and they prefer a flat organization to a hierarchy at work.
They want to succeed and achieve, with 76 percent aiming to make their hobby their job.

What they watch 
According to US consultancy Sparks and Honey, the average Generation Z-er spends more than three hours a day in front of a screen.
They live in constant "FOMO", fear of missing out. They can't stand the idea of not being in the loop when something new and exciting comes out.
Facebook is their main poison, despite its flagging popularity among some Americans. Photos on Instagram, quick messages on Snapchat. Twitter and Tumblr are omnipresent.
But it's not all passive: Generation Z are also putting themselves out there on YouTube or "Vlogging" (video blogging), hoping to become the next "Fred" (Lucas Cruikshank), who made his name at the grand old age of 13.
Everyone surfs the web while watching the TV and they think that everything is possible with technology. But, they have a short attention span and tend to skim-read rather than read properly, which can lead to difficulty at school.

The future of Generation Z 
These are children of the crisis and it shows in their outlook. Most of them say they are "stressed out" by what they see as a bleak future, especially in terms of economy and environment.
Given the same pay, 25 percent of the Generation Z in France would choose the most "fun" company, 22 percent the most innovative and 21 percent the most ethical.
But like any idealistic generation, they want to change the world and love the idea of volunteer work, which a quarter of Americans in their late teens are already doing.

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5 steps to have an effective online job posting

It’s time to say goodbye to “post and pray”. Remember that job postings like a sales opportunity.
The job is the product. Your candidates are the customer. And you’re selling an opportunity.
So how do you get more customers, other hand, how do you have more potential manpower?
Below are 5 steps to help you to write an effective online job posting:

• See more: 3 rules to hire a right candidate at first

1. Clear job titles
Studies show that job seekers only spend 47 seconds to scan one page of search results.
That means the opportunity to reach the best candidates before your competitors happen within seconds.

What can I do to win?
The first:  be clear and concise (effective to administrative assistant or receptionist)
Use common terms your job seeker would use
Ineffective director of first impressions
The second: avoid keyword overload
Keep the length to around five words or less
The third: Don’t use shortcuts
Avoid only using acronyms or abbreviations

2. Concise job descriptions
It’s clear that candidates will never read an entire job description.
That means you need to get to the critical parts of the job role and you need to get there fast.
How can I do?
First – Summarize the role
Drill down to the most important job functions
Then – List job responsibilities
Choose the five most relevant daily tasks to highlight
Now – Make it easy to read
Use down-to-earth language and keep it concise.

3. Compelling company story
When a job seeker finds multiple postings for the same position, they rely on the company description to choose what’s right for them.
That means you should use your company story to sell the job seeker on why he or she should work for you instead of your competition.

How can I do?
Include a brief history of your company:
List when and why you were founded
Detail what your company does:
Who you serve and what products/ services you offer
Share the size of your company:
Through the numbers of employees, locations or clients
Incorporate your company’s ethos:
Choose a writing style and word that match your culture

4. Optimized ads
The most common starting point for job seekers is searching via a search engine like google or yahoo.
That means it’s critical to understand how to optimize posting so they have better placement in search results.

How can I get searched and found?
Pay attention to keywords:
Include common words or phrases job seekers use into the title & body
Location, location, location:
Always include the city and state of your open position
Use search optimized URLs:
Rely on postings that incorporate the actual job title into the URL
Incorporate video:
Videos are more likely than text pages to show up in search results

5. Post away
Follow these simple strategies next time you’re writing a new job posting or revisiting an old one.
Simple tweaks can help boost your candidate response and effectively entice the right candidates to apply to your open position.

• See more: 9 steps to manage manpower effectively

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3 rules to hire a right candidate at first

Rule 1: Hire for Today’s Need and Tomorrow’s Vision
Be a good employer, you always have to remember this first rule: “hire for today’s need and tomorrow’s vision”.
Don’t count on your conversational skills to choose between candidates. The employees will be trained so before recruiting. You have to be sure that the employees have qualifies for today works, especially they have skill for improving future business

Rule 2: Understanding the Job
Ask yourself what kinds of people do the best in this job? If you’re lucky enough to have a top performer already in the job, learn from them.
Observe their behavior, ask them questions and talk with their peers to get a clear understanding what characteristics make them effective in their job. This kind of job analysis drives your selection standards, do a good job at this first step and the rest of the hiring process will be faster, easier and yield a better match.

Rule 3: Writing an effective job posting
In fact, everyone is attracted by profit.
You should realize that how much obligation you want from your employees, how much interest you have to give them.
So your job posting is more specific, is better.

Finally, you have all material for a good recruitment campaign. Now just put you job offer at your website, your social network and some website relating to recruitment.
In other hand, if you are so busy, you can hire a recruitment agency for selecting resume that meet you requirement and all you work is just interviewing and pick up the most potential candidates.

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9 steps to manage manpower effectively

Managing manpower involves an innate understanding of different work and communication styles, as well as different personality types. A manager who cannot garner the respect of his workers runs the risk of receiving poor attitude and performance. Some time they are out of control and hire an agency supplying manpower services. So how to help managers to get control their workers?

Step 1: Smart Recruitment. 

• See more: how to have a effective recruitment

Select the most appropriate forms of manpower for the project in question. This means reviewing work credentials, asking for references and following up with previous employers. Conduct in-person interviews to get a better sense of the applicant’s knowledge in the field, his work ethic and his personality.

Step 2: Orient New Workers. 
To make sure that, new workers realize about the company, its products, services, policies, procedures; especially their role, their responsibilities and the expectations of the job, every new hire should have an orientation.

Step 3: Organized Action Plan.
Create an organized action plan in which each worker knows his or her specific responsibilities for every project. Besides, an organized action plan lets manpower know which abilities complement need at work.

Step 4: Full tools and resources.
Provide workers with all of the tools and resources they need to be successful and maintain safe working conditions at all times.

Step 5: Develop goals and measurements.
As part of your operating plan, a goal will let manpower know where they have to come. If a problem arises, evaluate it immediately and take corrective action to rectify the situation.

Step 6: Address conflict.
If there are problems among team members, conduct a conflict resolution session in which each person is able to air his or her grievances. Take the matter under consideration, reference corporate policy for addressing the issue at hand and follow up with the employees about how the issue will be rectified.
Remember that address conflict as soon as it arises.

Step 7: Salary.
Make sure employees are paid in full and on time for services rendered.

Step 8: Be Accessible to Workers.
To make sure that manpower can reach you if they have questions or concerns about their jobs or their coworkers.

Step 9: Recognize & Reward
Recognize and reward superior levels of performance. This approach can motivate your manpower to perform at optimum levels and raise morale throughout the ranks.

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How to have a modern workplace?

A good manager not only knows manage his/ her workers but also they should to know how to change their traditional workplace. Below there are some impacts that managers should to change in mordern wworkplace

Working hours
By law, flexi time has to be offered by many employers if a worker can provide a good final result. With the increase in enabling technologies, the traditional office is becoming redundant as increasingly worker distribution and home working becomes ever more realisable. Some companies are even going so far as to allow workers the freedom to set the length of their own holidays.

Sustainable office
A watchword for every business these days as consumers and workers become increasingly aware of their environment, greener workplaces are becoming the norm, with ride to work and recycling schemes and carpools only the tip of the iceberg as companies realize the benefits of allowing staffs to work in a more sustainable, life enhancing way.

Cultural shift
With a relaxed attitude towards working hours comes a more relaxed management style, where staff are no longer micromanaged but are trusted to set their own agendas and to work in the way they find the most productive. Linear managerial structures and democratic workplaces are replacing the hierarchical management style of old, where each individual, whether young or old is valued rather than subject to superiority or inferiority. Instead, more experienced workers will mentor inexperienced co-workers, leading by showing rather than telling.

Wellness to work
With a shift to a healthy work life balance has come the idea that healthy employees are happy employees, and the success of workplace wellness schemes is borne out by the productivity increases as days lost to absenteeism and ill health fall. The trend looks set to continue as company gym membership, health insurance or even in-house massage and free fruit schemes become increasingly commonplace.

Social networks
As the location of staff becomes increasingly fragmented, some companies are setting up their own social networks to allow socialization between staff who may rarely meet face to face. The awareness that down time among work colleagues is important for developing relationships and encouraging collaboration is increasing among forward thinking businesses who believe staff happiness is the key to productivity.

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Top 10 trends for SME in 2015

Every year brings new opportunities for growth, but not without its fair share of peaks and troughs. While we can’t fully predict the future, we can definitely identify trends that will impact the business environment and endeavour to prepare ourselves to maximise their benefits. Here, there are a  listing of ten top trends that stand to leave a lasting impression in 2015…

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