Profiles International - Victoria    eNewsletter   August 2010 

Juggling a Multi-Generational Workforce       

Currently the work world is juggling multiple generations that are trying to coexist in the workplace. Managers have to find ways of overcoming communication and work style obstacles. Forbes recently shared an article that identifies the different working styles that belong to three generational groups: The Baby Boomers, Gen X, and Millennials.

Each group shows significant differences in the way they conduct business, learning and communication. See Table below. How can you successfully manage all three groups with different work styles at the same time? Assessments can identify similarities and differences between workers, so that managers can better understand each employee's needs. Once a manager understands what each employee needs to be successful and how they differ from one another, simple programs can be installed to ensure that everyone co-exists peacefully.

According to the article "Why You Must Network With Your Younger Employees," managers should also stay on top of current trends exhibited by the millennial group. Millennials will be the primary generation in the workforce within the next decade. This generation's communication and business styles will greatly impact the way business is conducted worldwide.  For example the following table:
 
Skill AreaBoomersGenXMillennials
Problem-solvingHierarchicalIndependent, self-reliantCollaborative, rarely individually
Task focusOne task at a timeMulti-tasking is unfortunately necessaryMulti-modal multi-tasking is the daily/hourly routine
CommunicationGuarded, through hierarchical channelsHub and spoke, through specific channelsHyper-connected and transparent
Leading othersHierarchicalCoaching down several levelsPartnering with others regardless of location or position
Peer or Manager FeedbackAnnual, or biennialMonthly or WeeklyOn-demand as needed; engaging in ambient listening or mentoring


Making the Most of Your Investment   

"There is no knowledge that is not power."  -Ralph Waldo Emerson

I often hear positive feedback from our clients about individual products they have purchased from us. People are pleased by the accuracy of a particular product or the success they encounter when they use it. That being said, I want to encourage clients not only to look for success in one product, but also to consider the power of multiple assessments.

For example, the Profiles Performance Indicator (PPI) and the ProfileXT (PXT) are two of our most popular assessments. But did you know that you can maximise your results by combining the information that each product provides?

Many of our clients struggle with solutions for selecting and hiring new employees. The PPI reveals aspects of an individual's personality that could impact their fit with their manager, coworker, team, and job performance. The PXT measures how well an individual fits a particular job within an organisation. Imagine how you could improve your hiring process with all of this information in your hands at the same time.

Candidates would no longer be selected solely because of their resume or their one-on-one interview. Hiring managers could determine a person's capacity for a position before ever meeting them face-to-face, and upon meeting the candidate they could pose questions based on the individual's personality.
 
Combining products such as the PPI and PXT is simple and beneficial. Knowledge is power, and using multiple assessments for a single purpose ensures that you are gaining as much information as possible so you can make the most informed decision.

Interested in increasing your knowledge and improving your hiring power? Speak to us about other assessment combinations that can propel your business success!


FROM BUD HANEYS DESK: Bud Haney, President Profiles International

Did You Know?

91% of Best-in-Class organisations in Aberdeen's March 2010 study use assessments in recruiting.

55% of all organisations
surveyed indicated they use assessments in both the pre- and post-hire. -Aberdeen

Over 51% of all organisations surveyed report that they have a formal employee assessment strategy with clear process definition, documentation of test results, stakeholder buy-in and accountability across the organisation.- Aberdeen
 


The iPhone Wasn't Built in a Day

Simply put, innovation is the creation of a new idea, process or thing. It is undeniable that innovation played a major role in the creation of the new iPhone 4. The previous iPhone has dominated the smart phone market since its creation, and is second now only to iPhone 4.

What makes the new iPhone 4 so innovative? Attention to detail. Everything from the number of pixels on the screen to the size of the camera lens has been altered so that its "better" than the last model. This newest version boasts longer battery life, and incredible hardware that does more in less time. Each aspect of the already hottest piece of technology on the market has been improved or tweaked to the current standard of perfection.

What if your company could reinvent some of its practices? What if you went from a 2.0 to a 4.0 version because of your employee's innovation? Well, that's impossible isn't it? You don't have innovative employees, just dedicated ones, right? Wrong.

Companies all over the world are failing to realise the importance of encouraging innovation among employees to boost productivity and enhance outdated business practices. The excuse "but it's the way we have been doing it for years," won't hold any weight in the current market. What can you do to ensure that you are capitalising on employee's innovation? 
  • Promote open communication
  • Encourage innovative thinking
  • Deny failure, but promote trying until it's right
The most innovative employees know that they can communicate their ideas directly with a manager or business leader. This open communication ensures that the leaders at the top have an opportunity to understand every idea coming from those in non-managerial positions. Communication promotes a healthy system of checks and balances, and encourages employees to problem solve based on their own experiences.

Do not let employees fail. Simply tell them to try until they get it right. Defining an attempt as a failure will inhibit new ideas and solutions because it promotes the idea of "I can't." Don't let employees sell themselves short. Encourage them to try until the idea or process is effective.

The iPhone wasn't built in a day. And several new versions have been created since the original prototype hit the market. Encourage your employees to keep an open mind, to seek new solutions to old problems, and to communicate their ideas openly with people in management positions so that their ideas can become realities.


IN THIS ISSUE

Juggling a Multi-Generational Workforce


Making the Most of Your Investment



Did You Know?



The iPhone Wasn't Built in a Day










WHAT'S ON AT PROFILES

Partner Training:
Training scheduled for 24th August. 


Seminar:
There is no seminar scheduled for August.

 
































































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