The Boardroom Podcast in conversation with Anita Ziemer, Managing Director of Slade Group, about young people entering the workforce and the future of industries with the presence of automation.
The Boardroom Podcast is a series of engaging podcasts discussing the journey of and lessons learnt from many insightful industry leaders guests with a focus on having real and authentic conversations.
While the world @work has evolved significantly over the last 30 or so years, some of the quirks of the office remain pervasive. Here is my take on some of the Most Hated Office Traditions as surveyed by CV Library and reported by HRD Editor Australia. You can read the full list here.
Survey says…
9-5 working hours (53%)
I once worked in hospitality and despite the unsociable hours, early mornings, late nights and ever-changing shifts that included weekend work, it was never boring or predictable. Many organisations now offer flexibility, with core hours that allow employees to manage their own start and finish times whilst working the same number of hours over a week.
Long meetings (34.6%)
When you work on projects, meetings can be useful for sharing ideas, setting strategy, technical problem solving and quick decision-making. However, they can also be disruptive to workflow, unproductive and eat into the time available for the tasks required for delivery. Schedule meetings on the same day(s) where possible and allocate blocks of time in your schedule for focused work on specific projects.
Professional dress codes (30.6%)
I’m split on corporate attire. As a guy, I find it’s like wearing a school uniform: An easy decision process when getting ready for work, but it can be pretty uninspiring wearing suits every day. On the other hand, the call centre workers in our building take relaxed to the extreme. You never know what they’ll be wearing when you see them in the lift, but you certainly know where they work! Our workplace has casual Fridays once per month, some professional services firms do them weekly, while other businesses have redefined the dress code altogether. For men, this could mean chinos, polo shirts or jeans and a smart jacket.
Having to work in the office every day (29.7%)
If you’re regular reader of this blog you’ll know we’ve written plenty about flexible work – currently the top response on a candidate’s wish list. If you have the option to work from home or another office, use it as I do to focus on those steps in a project where you need to work without distraction, then come back to the office during the collaborative phases.
Set lunch hours (17.8%)
While many workers don’t take lunch breaks (you should) or eat properly (ditto) during the day, others are constrained by set hours that don’t suit them. If the operational needs of the business don’t allow you to set your own schedule, try mixing it up by arranging swaps with colleagues. Personally I’m not a big coffee drinker (only one per day), but I don’t mind doing a tea round (7.7%). It’s an opportunity to take a short break, walk away from my desk and get some fresh air.
I will be taking this question to my colleagues Family Feud style at our next team meeting, survey responses to be provided on notice.
What aspects of your workplace work well for you? Which ones do you love to hate?
For your interest, we’ve collated a snapshot of current headline employment data. It may help us to all make better sense of some unusual pressures you may be seeing regarding attraction and retention of high performers and why supplementary contract specialists are the new norm.
The world of construction and engineering in Melbourne is booming, which means skilled professionals are in high demand. And in turn, they’re always being tapped on the shoulder by people like me telling them there’s a better opportunity elsewhere. The truth is, there usually is.
With companies desperate to employ good people, they often over pay and price out the person’s current employer. Other factors play into why people move, but if you were offered a 25%+ pay increase, I’m sure you would find it hard (as I would) not to take it.
I think people entering the workforce now look at employment as a lifestyle rather than a job. It’s not enough to be financially rewarded for their work, they want to learn new skills, make new friends, have fun and experience fulfillment whilst being environmentally sustainable! So that’s what employers have to give them, if they want the person to stay at the company for many years.
So how can employers retain talent?
Your people are your biggest asset (not your clients or your projects), they’ll spend more time working for you than doing anything else.
What’s working for you in your world @work?
It’s out there on social, online, for the whole world to see, but surprisingly only a handful of people call my direct phone number. If only they knew how much difference a phone call can make!
“Hey, I just met you…”
I recently placed a candidate in his first professional job, and it’s a fantastic role with a promising career. Having only just completed his studies, with no industry experience, you can imagine the challenge for him to get a foot in the door in the corporate sector, where graduates are competing with experienced candidates, as well as each other, at this time of year.
“…and this is crazy”
Applying for a graduate position in Food Science when you’ve studied Finance is daring. If this guy had simply responded to the role I had advertised, his application probably wouldn’t have stood out amongst others that were a closer to match to the ideal educational background and technical knowledge for that position.
But he went a step further, introducing himself via email with a note to follow-up on his application. No stalking required, I’m like a real estate agent – my email address (and photograph) is all over our website, LinkedIn, below this article – you get the picture. People aren’t hard to track down these days. I responded by thanking him for the contact and letting him know that I would be reviewing his application within the next few days.
“But here’s my number, so call me maybe.”
A couple of days later, this same candidate did in fact call me; his phone manners, his attitude, his energy, were remarkable. Unfortunately he hadn’t progressed to interview for the graduate job he applied for – it’s disappointing for me too when a candidate with good potential is unsuccessful. Nevertheless he politely thanked me for my time and asked me to keep him in mind if anything else suitable should come up.
I did. And a couple of weeks later, when I was considering suitable applicants for another graduate job with a different organisation, I thought of him immediately. Why did I remember of him? Not for his resume, even though I had thoroughly screened it. It was the phone call.
Long story short… the candidate was successful, started work last month, loves his new job and the company I placed him with agrees he has a promising career.
So my advice, when you see a phone number on a job add, take the opportunity to stand out and grab the phone. Introduce yourself with enthusiasm and energy and most importantly have a smart question to ask. Maybe that’s not so crazy, after all.
Trust (noun) firm belief in the reliability, truth, or ability of someone or something; (verb) to believe that someone is good and honest and will not harm you, or that something is safe and reliable.
Does it ever cross your mind when you are ordering lunch that it may not be made with the freshest ingredients, or that the strictest hygiene may not be observed behind the kitchen doors? I suppose it depends where you buy your lunch, but generally you don’t question these things unless you see a warning sign… is that a cockroach scurrying around to its next hiding place?!
We put trust in people in both our personal and work lives – sometimes without realising that we are doing it.
It may come as no surprise that the following professions were the most trusted in a 2017 Roy Morgan survey: Nurses, Doctors, Pharmacists, Dentists, School Teachers and Engineers. We put trust in these professions because our health, education and city’s infrastructure depend upon them, and all are very important to us.
Individually we may rate them well, but collectively and of concern, the least trusted professionals work in Car Sales, Advertising, Real Estate, Insurance and Politics.
Why should we be concerned? Well, think about what these professions represent – some of the biggest purchases you make – a house, car, insurance, home/personal loans, and our democracy and general amenity. It’s unfortunate that the reputations of some professionals have been tainted by others in their industries, and typically it’s been tough for those who are reputable to change public perception. The big banks and aged care operators will have some tough PR challenges to overcome well after the Royal Commissions are done.
And where do recruiters sit on the continuum of most to least trusted?
Recruitment is an industry which has no technical barriers to entry. After 12 years in recruitment, working across New Zealand, Japan and Australia, I’ve seen a broad array of styles, commitment to service, due diligence and adherence to process within our industry.
As employees or employers, career moves and hiring new team members are big decisions. You’ll need information about the job market, someone to help you design a robust recruitment process, guide you through the legal requirements, make an independent assessment of your shortlisted candidates, or job offers, and assist with final negotiations and onboarding once you have made, or have been made an offer. HR Business Partners and Recruitment Consultants (whether internal or external) are those trusted advisors.
It’s in our nature to trust each other, but you usually only get one shot at it. At Slade Group we are experienced consultants who have either been working in recruitment for a number of years or we have gained consulting experience from the industries we recruit in, often both. Every day we ask clients and candidates to trust us, and we don’t take that trust lightly. No matter what it is in life, don’t let one person ruin your experience or the reputation of that profession, brand or service.
Who do you most trust?
With responsibility for three major zoos, 5000 animals, 2.5 million visitors annually and 600 permanent and casual employees, you might think that Jenny Gray, the CEO of Zoos Victoria and the current President of WAZA (World Association of Zoos and Aquariums), has enough on her plate.
Instead, as a leader with a PhD in ethics, she’s unstitched the silver lining of the Harvey Weinstein disaster and galvanised a group leading Australian CEOs to turn a negative into a positive. Whilst most of us have been appalled and many have shared personal stories of workplace harassment, Jenny Gray is one of the CEOs, Senior Executives, Chairs and Board Directors from across private, not-for-profit and public sectors making a stand to bring about change. The result? notinmyworkplace.org
You can join Not In My Workplace and you can also be part of the conversation and action plan at the first major summit taking place next February.
The Not In My Workplace SUMMIT. What’s it all about?
The plan for this high impact, highly affordable summit on February 21st, 2019 is to move from awareness to action. In one afternoon from 12:00 noon – 5:30pm at the Melbourne Convention & Exhibition Centre influential leaders and dynamic thinkers will talk about the extent and impact of sexual harassment in the workplace.
The aim is to have 1000 people together at a point in time, all who want to make a difference. And it’s clear from the stated outcomes for the summit, that the plans for the Summit are real and achievable:
Please share the invitation below with your network. NIMW is very grateful to their early sponsors the Victorian Government and Public Transport Victoria.
You can also book for a group. What a great way to start the discussions about sexual harassment in your own organisation! At only $100 per delegate, this is probably the best value Professional Development you will be able to offer your leadership team. (Not in My Workplace is incorporated under the Incorporated Associations Act in September 2018 and you are invited to join and take part in the networking, workshops and events.)
At Slade Group and the Interchange Bench we have zero tolerance for sexual harassment and continually build on our respectful culture for all employees, candidates and clients. But we can do more. By sharing this blog more people can be part of the action oriented major summit taking place next February.
What have you done in your world @work to stamp out sexual harassment?
