Mar. 7, 2017 "Monday to Friday without a frown": I found this article by Sidneyeve Matrix in the Metro on Apr. 16, 2014:
One of the main reasons people switch jobs is a disconnect between their personal goals and the company values.
A professional position misfit leaves you feeling unappreciated and undervalued, every day.
This isn’t just about being in a mild state of discomfort.
Research shows being unhappy at work results in more stress, causes a hit to your self-esteem, and interferes with your professional competence.
According to a new report on job satisfaction, millennials (think 20- and 30-somethings) are particularly concerned with having a job that authentically fits who they are. But many people don’t find that perfect job right away.
Researchers at CreativeLive discovered that a third of currently employed Gen Y work- ers wish they could jump the corporate ship to find a workplace where they could be surrounded with more creative people. Another third would happily take a salary cut if they could find a job with the opportunities to do meaningful work that has a positive social impact.
At the younger end of the Gen Y cohort, a 2014 survey of 15,000 undergraduate students and new grads showed that finding one’s place in a company with the right “people and culture fit” is the number one consideration for millennial job seekers. So how to get the right custom career fit?
A yond happiness, working with friends may result in a productivity boost. Researchers at the London School of Economics found that employees worked harder and got 10 per cent more accomplished in jobs where they worked with friends, especially if those pals were industrious types.
A yond happiness, working with friends may result in a productivity boost. Researchers at the London School of Economics found that employees worked harder and got 10 per cent more accomplished in jobs where they worked with friends, especially if those pals were industrious types.
Creativity: Blog your career
“I think having a blog is a great way of showing employers what you can do before you even get to the interview stage,” said Rachel Davies, a new graphic design grad from Nottingham Trent University in the U.K. “I definitely think my blog helped me get my internship.”
Indeed, “you have to be willing to show who you are,” advises Shara Senderoff, founder of InternSushi. Having a blog focused on your industry (trends, news, debates, case studies) communicates volumes to a recruiter about your professional ambitions, creative thinking and skills.
Plus, “it shows them you’re more likely to understand their company’s values,” advises Lynn Finn, an HR pro from the University of Northampton.
In an era of social screening, recruiters will always Google you, and having a great blog can work to “stack the deck in your favour,” advises Liz Lynch, author of Smart Networking. “If you’re competing with someone who has equal skills and experience,” Lynch says, “a blog can be the tie-breaker.”
"Mommy, Daddy, welcome to my desk": I found this article in the Metro on Nov. 10, 2014:
Seta Whitford-Stark was dumbfounded last year when she found out her daughter Amy quit her job at an employee-recruiting agency to work for LinkedIn, an Internet company that Seta had never heard of. Amy tried to explain what the online professional networking service did, but Seta couldn’t quite grasp the concept or why the 29-year-old would want to work there.
“Oh my God, what has she gotten herself into?” Whitford-Stark, now 73, recalls muttering to herself.
Then she got to observe Amy and her colleagues in action at LinkedIn Corp.’s New York office and came away with a much better understanding of her daughter’s career.
Whitford-Stark participated in Bring In Your Parents Day, joining thousands of parents at companies around the globe in an event that gives workers a rare opportunity to showcase the cultural and technological changes that have trans formed the modern workplace.
Conceived by LinkedIn last year, more than 50 companies and other organizations in 16 countries are now embracing this generational spin on the take- the-kids-to-work craze that began a couple of decades ago.
Companies realize that some parents who once tried to enlighten their kids by letting them tag along at work may be confused about what their now-adult children do.
“The first reaction when you hear about this is, ‘Really, bring your parents to work? Is that really something you should be doing?” says LinkedIn Corp. CEO Jeff Weiner. But it makes sense, he says, once you have given it a try.
“Once you have done it and see how meaningful it is, it helps us all speak a common language in terms of how the world is working today.”
Joe Hirz, 65, was pleasantly surprised by how much freedom LinkedIn’s workers seemed to have while he accompanied his daughter, Jill Hirz-Jones, to LinkedIn’s inaugural parent’s day at the company’s Mountain View, Calif. headquarters.
It was a stark difference to his 45-year career as an auto mechanic, a job that required him to account for his whereabouts and activity virtually every minute of his shift.
Getting an inside glimpse of LinkedIn also gave Joe, who didn’t have a television set at home until he was 10 years old, a better understanding of how technology has changed the way people find jobs today.
More than 332 million people have set up profiles on LinkedIn pages where they share their career accomplishments, turning the service into a popular way to connect employers with talented workers.
“In my era, jobs came through word of mouth from your friends or in classified ads in newspapers,” Joe says. “Now, it seems like you can get information almost immediately on a phone, including finding a job just about anywhere in the world.”
Jill, 29, says it’s now much easier to discuss work with her dad after last year’s visit gave him a window into her corporate communications job.
“For him, working in a garage, communications meant speaking really loudly so everyone could hear him,” Jill says. “Now, it’s easier for him to understand when I am talking about a challenge on our communications team.”
Some companies participating in Bring In Your Parents Day may be motivated by more than enlightening parents, says Brad Sago, a Wheaton College professor of business and management who specializes in generation-gap issues.
“Getting parents on their team is another way for companies to build brand equity,” says Sago. “They are creating a company advocate, which is important because these parents are still influential in many children’s lives.”
As an advertising executive, Stoddart is unabashed in his desire to sell parents on the merits of working at Leo Burnett.
“We want our best employees to stay with us and parent advice is often involved in some of those big career decisions,” Stoddart says. “So, it’s OK with me if a parent says, ‘Gee, I love that place, Leo Burnett. Why are you looking around?’”
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