#How Millennials Can Succeed in the Workplace | Explore Tumblr posts and blogs

costasblogsect662 · 1 month ago

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Bridging the generational gap in businesses "_Sect662"

Age disparity in the workplace is a very important aspect to pay attention to when looking at a business. It is important because for businesses to succeed and strive, they must insure to build a diverse, inclusive, and effective environment for everyone. Embracing everyone’s strengths and unique experiences is very important because businesses will have more chances of building success this way. This blog will explore how different generations for example Baby Boomers, Gen X, Millennials, and Gen Z interact within a business settings by examining they’re challenges, opportunities, and best ways to build team collaboration. As workplaces become more diverse in age, understanding how different generations interact is essential. This topic is highly relevant to so many aspects like business studies, human resource management, and leadership development. Age disparity affects things like productivity, teamwork, innovation, and workplace culture, making it a crucial thing to look at for business owners, business students and professionals. This blog will focus on how we can embrace age disparity and realize that working together is better. It will also show the obvious problems that age disparity can bring to a business and how to solve them by having an opened mind and embracing different generation opinions and values instead of rejecting them. This will create a work friendly, loving, caring, environment team, which will improve the work atmosphere and lead to the business’s overall success. In my blog, I will also be looking at the different challenges each generations face, and really focus on why generations are different in the first place to solve and evolve future generations and prove that working together is the only way to build a strong and effective workplace.

Common Challenges in Managing an Age-Diverse Workforce:

Having a team with people from different generations is great because it brings a variety of skills, experiences, and perspectives. But at the same time, managing a multigenerational workforce comes with challenges that businesses need to recognize to keep the team running smoothly.

Communication Barriers:

One of the biggest challenges we face in the workforce with different generations is communication. Different generations have different communication styles, which can lead to misunderstandings. For example, people that are Baby Boomers or Gen X often prefer face-to-face conversations, phone calls, overall, more hands-on communication. Gen Z employees are usually more comfortable with texting, emails, or messaging apps. A small difference like this can create separation and frustration for the older generations because imagine a younger employee sending a quick thumbs-up emoji as a response to their older boss, who expects a full email response or something more formal. I think we can all understand how frustrating this can be for older generations because they are most likely to take it the wrong way and mistake it as unprofessionalism or maybe even as disrespect. This causes separation between generations in the workforce and is a main factor why different generation don’t get along which results into the overall business being affected.

Stereotypes and Biases:

Because of theses communication differences. Different generations develop stereotypes and biases over other generations leading to more separation which is not good in a workforce setting. We often hear things like “millennials are too entitled” or “Boomers can’t adapt to change”, and like it or not every generation thinks they are better than the rest. Whether it be that the older generation is dumb and can’t adapt to change or that the newer generation is immature and losing their way. These stereotypes on both sides, hinder teamwork because it causes separation and indirect competition which will negatively affect the workforce. Although there are exceptions and not everyone see’s generational gap’s the same. It is still a very present and real problem that people face in their everyday lives and people need to come together in the workforce and set aside their defences because the perception of differences can be more damaging than the actual differences.

Technology Gaps

Another big challenge in a multigenerational workforce is the gap in how different generations use technology. Older employees, like Baby Boomers and some Gen Xers, might be slower to adopt new technology, while Millennials and Gen Z grew up with technology and expect the other generations to keep up. This can cause frustration for older generation because imagine a younger employee trying to introduce an AI-powered system to automate repetitive tasks, but their older manager insists on sticking to outdated manual processes because “it’s always been done this way.” Or maybe a Gen Z employee is frustrated because their company still relies on printed paperwork instead of digital files. These gaps don’t just slow down efficiency, they also create unnecessary tension. Instead of resisting change, businesses need to bridge this gap by encouraging collaboration and crushing the differences. Older employees can share their experiences, while younger employees can bring fresh tech skills to the table and both sides can work together bettering each other and this way the whole workforce can benefit.

The benefits of a Multigenerational Workforce: In my last blog post, I spoke about how having a team of many different generations can cause many problems and how it can negatively impact the workforce. Today’s blog post will be about how multigenerational workforces can bring benefits to the workplace when a business chose embraces the mix of experiences, perspectives, and skills that come with age diversity. And how this can lead to create stronger and more driven teams to improve their overall success. Knowledge and Experience Sharing

When a multigenerational workforce sets aside their pride and decide to work together, they can create one of the biggest advantages in the workforce which is the ability to share different knowledge and experiences. For example, older employees like Baby Boomers and Gen X have years of experience and have most likely learned many different industry’s which is knowledge younger generation can’t learn overnight. Older generations also have failed many more times and have learned from their mistakes. There is no doubt, that older generations bring valuable wisdom that can help younger employees avoid costly errors and make better decisions. On the other hand, younger employees, like Millennials and Gen Z, can bring fresh ideas and new ways of thinking which are more in tune with the latest trends and technology. This can help an older employee get more familiar, faster and have more confidence with technology which would be very beneficial for the business. When these generations work together, it creates a perfect learning environment where everyone benefits. For example, a younger employee might teach an older colleague how to use social media for marketing, while the older employee can offer advice on business strategy or problem-solving based on years of experience. When companies encourage this kind of knowledge-sharing, the workforce becomes more well-rounded, and employees feel valued for what they bring to the table. Companies that encourage this type of sharing of knowledge help to create a more varied workforce and give employees value for what they offer. Workers of all ages will feel more involved and valued since they realize their abilities and points of view count. Businesses also gain from having a more well-rounded staff able to approach problems from several viewpoints. This creates better decision-making, more creative organizational culture, and more teamwork. Studies have also indicated that because employees of organizations with a multigenerational workforce feel involved and valued, these businesses often see better employee satisfaction and more hard work. One good example of this is when a corporation starts a mentoring program matching younger and older workers together. For example, a corporation might inspire junior staff members to assist senior staff members to remain up to date with software trends while senior staff members educate younger members in leadership and corporate strategy. Having a mix of generations guarantees that companies will succeed in many industries including manufacturing, banking, and healthcare where experience and innovation must coexist and can keep efficiency while changing with contemporary developments. Companies that build a work environment which promotes ongoing development and flexibility by supporting different cultural will always have a better success rate. When generations collaborate, ultimately the result is a more balanced. While older workers add experience, wisdom, and strategic thinking, younger workers bring vitality, creativity, and tech skills. Businesses who acknowledge and support this kind of teamwork position themselves for long-term success. A business that welcomes a multigenerational workforce are more likely to appeal to a larger clientele since various generations can connect to various audiences. Having workers from many age groups collaborating in a fast-paced, competitive environment which help a business to be innovative, flexible, and successful.

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How Culture Affects Generational Attitudes and Workplace Interactions: Workplaces are more diverse than ever before, with various generations collaborating. While generational differences are discussed, what is often overlooked is how culture affects these differences. Cultural values, norms, and traditions play a big role in how older and younger generations perceive each other and how they interact in the workplace.

Generational Respect & HierarchyIn collectivist cultures such as Japan, China, and Greece, research shows that there is a high level of respect for age. The older generation is viewed as wise, mentors, and the younger generationnormally gives way to the senior employees to talk first before they speak. On the other hand, in individualistic cultures such as the U.S., Canada, and the Netherlands, research shows that younger employees are free to ask questions therefore they suggest fresh ideas as a standard and get more respect than the other generation do. This influence can lead to workplace tension in multinational corporations. For instance, to show this, A young American employee is likely to become frustrated when their creative suggestions are overlooked in a bureaucratic work environment, while an older Japanese manager will perceive their directness as disrespectful.

Work Ethic & Career ExpectationsWork attitudes and work cultures vary extremely across the world. Long hours of work may be a sign of dedication in some countries. In Japan and South Korea, for example, employees are expected to remain behind to work late as a demonstration of commitment. But in Denmark and Sweden in Scandinavian countries, a good work-life balance is quite important, and timeliness and leaving at closing time show more signs of efficiency than laziness. Past generations in most societies look for security, often having the same boss for years and younger workers, particularly in Western societies, approve of job-hopping, being motivated by more money, packages, and better work environments. This may lead to conflict, with elders viewing theyounger generations as being unfaithful and this cultural difference can create tension.

Attitudes Towards Change & Innovation Generational attitudes towards technology and work innovation also vary between cultures. Younger generations in globalized cultures are quick to adopt new trends, favouring digitalization and remote work but in more traditional cultures, older employees may be resistant to rapid changes, perceiving them as disrespectful. For instance, in technologically progressive economies like America or South Korea, we see how younger colleagues can push for remote work and automation, while older colleagues will demand face-to-face meetings and traditional business protocols. This cultural and generational gap can negatively affect workplace innovation unless managed in a correct and respectful way. Bridging the Generational & Cultural Gap Through embracing an awareness of how culture affects generations perspective, organizations can create more diverse workforces. Through open communication, mentorship programs, and cross-generational collaboration, companies can bridge cultural and generational gaps. Rather than viewing differences among generations as obstacles, organizations can leverage each generation's specific talents to create more innovative, adaptable, and diversified teams which will improve the success rate of their company.

The Impact of Religion on Generational Differences in the Workplace:

The last time I wrote about the issues of having an employee variety with many different generations and how this can be a problem and affect the workplace negatively. I then went on to discuss how, when embraced, multigenerational staff can bring tremendous benefits through the combination of experience and knowledge. Today's blog post will explore another deep area of generational disparity that's often overlooked which is religion. Religious beliefs, values, and practices may vary across generations and can impact the way people think, behave, and perform. If not addressed effectively, this can generate difference but if embraced, it can build a more respectful, down-to-earth, and value-driven workforce.

Religious Values and Generational Mindsets

There have been generations brought up in comparatively disparate times with regards to religion. Baby Boomers and Gen X, for example, were often raised in more conservative environments where religion played a powerful part in day-to-day life, impacting such things as work ethic and codes of morality. Such generations may value discipline, loyalty, and duty based on those religious premises. Meanwhile, generations like the Millennials and Gen Z are being raised in an increasingly secular context. Although many of them possess religious beliefs, they approach religion more personally with a focus on inclusiveness, self-expression, and pushing back against conventional norms. As a result, religious values sometimes become a source of misunderstanding or even conflict in the workplace. The older workers perceive that the younger generations are disrespecting tradition and common values, while the younger workers feel judged or restricted by beliefs they do not share. But when both sides decide to listen and learn from one another, this religious difference can become a strength.

Respect, Viewpoint, and a Value-Driven Culture

Likewise, in a multigenerational workforce where experience and knowledge are shared, diverse religious perspectives can expand minds and foster understanding. For example, older employees can share how their religion influenced their leadership style, work ethic, or sense of integrity, whereas younger employees can carry with them broader views of diversity, social justice, and inclusion informed by modern spiritual movements. When a workplace respects different beliefs and leaves space for open conversations, people can be themselves. A young employee can learn from how an older employee practices patience and understanding because of their beliefs, and an older employee can learn how keeping an open mind to other spiritual thought processes results in better teams and company culture. Companies that support and encourage religious awareness build upon the inclusive potential of a work environment where cooperation and tolerance thrive. Employees who are visible, valued, and understood not just for what they can do but also for what they believe will be more dedicated to the company's purpose, more motivated, and more loyal. This also enables teams to approach challenges from multiple angles, incorporating values and creativity.

Creating a Culture of Faith and Flexibility

One of the powerful means of bridging religious differences across generations is inclusive policies. Companies that respect religious holidays of different faiths, offer flexible work hours for prayer or fasting, and establish open forum discussions for different beliefs show their employees that all individuals matter. For instance, a Gen Z worker might feel valued when their company respects their own individual spiritual path, while a Baby Boomer worker might feel valued when their life-long convictions are respected. Careers like healthcare, education, or even finance can all benefit from the depth of faith and the diversity of generations. Religious principles are more likely to encourage honesty, care for others, and perseverance all of which can contribute to making any team great when combined with a modern mind-set of being open and adaptable.

Faith, Generations, and the Future

Ultimately, religion as with age is what makes a workforce human. Older generations may provide structure and pragmatic values based in tradition, but younger generations contribute curiosity, religious diversity, and a desire for inclusion. When businesses embrace and foster both, they create a more cohesive, stronger workplace. Those organizations that embrace religious and generational diversity are not just checking boxes they’re creating cultures where all people can thrive. And that's the kind of workforce that doesn't just survive change but propels it.

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How Communication Styles Differ Across Generations in the Workplace:

I mentioned in my last blog how religion can be at play in the intergenerational workplace and how embracing those differences can serve to strengthen teams. Now, I'd like to discuss another broad category where generations would also differ communication styles. Whether it's the tone of an email, the platform used, or how often someone checks in, generations are likely to have communication styles that are quite different at work. This can be frustrating, but it can also create more productive collaboration if we make the effort to learn from one another.

Old-School vs. New-School Communication

Generations before, like Baby Boomers and Gen X, want straightforward, formal communication. They matured during the time when face-to-face encounters, telephone calls, and long emails were the rules. Formality and hierarchy are often present in the way they communicate and write. Millennials and Gen Z, on the other hand, are digital natives. They prefer fast-paced, informal communication think texts, DMs, and Slack. For them, communication is fast, fluid, and less formal. They'll use emojis, abbreviations, or even gifs to make their point more frequently. This can be really confusing because a Boomer might think that a Gen Z employee is not acting professionally or being too relaxed. Meanwhile, a younger employee might sense that an older co-worker is cold, formal, or behind the times. These are areas of friction unless we realize them for what they are: generational expectations, not judgments.

Bridging the Communication Gap

As with religion or other things of generational difference, the answer is empathy. Everyone does things differently based on their different experiences shaping the way they communicate. A Gen X supervisor can slow down and discuss why professional emails are necessary in some situations. Meanwhile, a Gen Z worker can help others learn how to utilize sites like Slack or Notion to create processes that are more streamlined.

The office runs so much better when people don't assume other people's communication style. Instead of rolling one's eyes at a five-paragraph email or a one-word answer, we can start to wonder: Why does this person prefer to communicate in this manner? That is where real progress is achieved.

Creating a Balance That Works for Everyone

The best teams can mix the new with the old. Some things require face time or a phone call. Others are perfect for a nice voice note. Most importantly, it's not necessarily how we're communicating, but rather that we understand one another.

Leaders play a big part. They can set the tone by fostering flexible communication styles and a culture where everyone's voice is heard however they communicate. Training sessions, feedback mechanisms, and even small details like "communication preferences" in bio-team can make all the difference.

Different Styles, Shared Goals

In the end, communication is how we touch base, share thoughts, and accomplish work. Generational variation should never be an obstacle it should be a bridge. When we open ourselves up to learning from one another, not only do we avoid trouble, but we also build a smarter, more engaged, and better-equipped team well-suited to the future of work.

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concentrix · 4 months ago

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Why Millennials and Gen Z Are Flocking to Customer Care Jobs

In recent years, customer care jobs have gained remarkable popularity, especially among Millennials and Gen Z. These positions, often viewed as stepping stones to lucrative careers, offer an appealing combination of growth, skill development, and stability. Companies like Concentrix, a global leader in customer experience (CX) solutions, have played a pivotal role in attracting young talent to this dynamic field.

Why Customer Care Jobs Are Trending Among Millennials and Gen Z

1. Flexible Work Environments

Young professionals value work-life balance, and customer care roles often provide flexible work schedules. Concentrix, for instance, is known for offering work-from-home opportunities and hybrid models, allowing employees to balance their personal and professional lives effectively.

2. Skill Development Opportunities

Customer care jobs are a breeding ground for essential skills such as communication, problem-solving, and emotional intelligence. At Concentrix, employees receive comprehensive training that equips them with the tools needed to excel in customer interactions and beyond.

3. Diverse Career Paths

Customer care roles are no longer just entry-level jobs; they are gateways to various career paths. Concentrix employees can transition into management, analytics, or even global roles, thanks to the company’s emphasis on internal growth and promotions.

4. Attractive Compensation Packages

Competitive salaries, performance-based incentives, and additional perks make customer care roles financially rewarding. Companies like Concentrix enhance the appeal by offering health benefits, wellness programs, and educational assistance.

5. Purpose-Driven Work

Millennials and Gen Z crave purpose in their professional lives. In customer care roles, they have the opportunity to make a tangible impact by solving real-world problems and delivering excellent service.

Why Choose Concentrix for Your Customer Care Career?

Concentrix stands out as a top choice for those seeking a rewarding career in customer care. Here’s why:

A Global Leader in CX Solutions

Concentrix serves some of the world’s most well-known brands, offering employees exposure to diverse industries and cutting-edge technologies.

Commitment to Employee Growth

The company invests heavily in professional development, providing training programs, leadership development opportunities, and mentorship to help employees succeed.

Inclusive and Supportive Culture

Concentrix fosters an inclusive workplace where employees feel valued and empowered. The company celebrates diversity and encourages innovation.

Opportunities to Work with Big Brands

A role at Concentrix allows you to interact with global brands, building experience and credibility that will benefit your career in the long term.

How to Apply for Customer Care Jobs at Concentrix

Applying for a customer care role at Concentrix is simple:

Visit Their Career Page: Head over to Concentrix Careers to explore available opportunities.

Create a Standout Resume: Highlight your communication skills, problem-solving abilities, and any relevant experience.

Submit Your Application: Follow the instructions on the job listing and apply online.

Ace the Interview: Be prepared to demonstrate your enthusiasm for helping others and your ability to handle customer queries efficiently.

Final Thoughts

The demand for customer care professionals is rising, and Millennials and Gen Z are seizing the opportunity to build meaningful and dynamic careers. Companies like Concentrix are at the forefront of this revolution, offering the perfect environment for young professionals to thrive.

So, if you’re looking for a role that combines growth, flexibility, and purpose, consider joining Concentrix. Your next big career move is just a click away!

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nadiaglobal · 11 months ago

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Why Personal Development Courses Are Essential in Today’s World

Today’s workforce consists mostly of millennials, and 94% of employees from that generation understand the importance of committing to making personal improvements. Additionally, younger workers who have just entered the workforce after graduation might need a boost to develop their strengths and confidence and enhance self-awareness. Personal development courses can help.

Most people believe personal development is just for individual growth, but in reality, it can contribute to workplace success, too. When workers are confident about their life goals and personal vision, they become more effective at working harder towards their objectives. This, in turn,improves their productivity and motivation to contribute and help others succeed. So, if you believe your employees need some help in that area, consider enrolling them in personal development courses offered by established training institutes in Dubai or Abu Dhabi in the UAE.

How training can help

A comprehensive self-development course provides everything an employee should know to support their personal and professional growth. It empowers individuals to become the best version of themselves by teaching the following things:

Creating a positive and inspiring atmosphere

How to boost self-confidence and motivation

Emotional management and decision-making

Communication skills

Becoming an effective team player

Stress and anger management

The importance of personality development for modern workers

Personal development courses can benefit employees committed to their growth and excellence in professional and personal endeavours. With guidance from a qualified trainer, they can improve their leadership skills, contribute to creating a better work environment, and develop a more charismatic personality. In addition, they will learn to work on their personal relationships and manage their emotions and stress in a healthier way for a balanced life.

Support your employees

Instead of signing your employees up for traditional classes, choose flexible personal development courses offered online instead. E-learning and online educational programs are so effective that they now account for more than 57% of new personal development initiatives.

NADIA Global offers a 20-hour Personality Development Course to help you get started. It offers weekend and weekday slots and ensures the course is taught only by an experienced certified instructor who will work closely with participants to provide the support, knowledge, and tools to unlock your employees’ true potential. Enquire at NadiaGlobal.com to learn how the course can transform your employees into better individuals.

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bitchesgetriches · 4 years ago

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Oh Mighty Bitches! What can I do to help my mum find a new job despite rampant ageism in the working world? She's currently employed, but just received news her workplace will shut down within the year. She's 60, very concerned that no one will hire her because she's so close to retirement age and overwhelmed by navigating the current job market. And of course the kicker - my parents can't afford to retire for quite a while. Sending love from Canada!

Your mom is so fucking lucky she has you, kitten! You are a good and loyal child and I have no doubt your mom will succeed in her job search with you by her side.

And as it happens--there's a lot you can do to help combat the ageism your mom is going to face! I'm guessing, given your mom's age, that you're under 35, which makes you a digital native. Our generation of millennials and zoomers are so used to navigating the technical world that we sometimes forget that it wasn't taught to our parents until later in their lives. As a result, said parents are often less fluent in the ways of, like... social media and Zoom. And a ton of the job searching process these days is done with those digital services.

So one of the best things you can do for your mom is help her practice her digital job searching skills. Practice doing mock Zoom interviews with her from separate rooms if you can. Teach her how to set up the lighting and webcam so that she looks her best on video calls. Format her resume for her so that it doesn't look like she made it in MS Word with the help of Clippy the friendly paperclip. Comb through her social media accounts to make sure they're professional where it's helpful (LinkedIn) and LOCKED THE FUCK DOWN where necessary (fucking Facebook).

Then share some resume advice for the modern era. We've got our resume guide linked below, but the most important thing for her to keep in mind is that a lot of companies use algorithms to sort through applications and resumes. So she should tailor each application to the individual job and make sure to load it with keywords from the job description in question.

Also? Keep being your mom's best cheerleader. She's going to be great. Here's more advice:

How to Write a Resume so You Actually Have a Prayer of Getting Hired

You Need to Talk to Your Parents About Their Retirement Plan

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c-ptsdrecovery · 4 years ago

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When you control how money is spent, you effectively control the world. And by 2020, millennials will represent 30% of all dollars spent annually in the U.S., or $1.4 trillion.

One of the ways millennials are causing a fundamental shift in priorities is their emerging focus on responsibility and mindfulness. Millennials recognize that we have a responsibility first to each other and second to ourselves.

What it takes to be a global citizen — to be socially aware, informed, productive, rational and inquisitive — has emerged as a major plank in the average millennial’s worldview. We call this “emotional intelligence,” and it’s fundamentally changing what it means to be an employee, a leader and a citizen.

Emotional Intelligence: A Primer

At its most basic, emotional intelligence is a person’s ability to detect and recognize their own feelings and the feelings of others and respond to them in a rational way. It’s an awareness of the world around us, as well as the world inside our own heads.

Opening our eyes and our hearts in this way is something we can’t turn off once we’ve learned how to do it. It will change how you behave, as well as how you react to the behavior of others.

In a sense, it’s a survival mechanism. The animal kingdom is filled with higher-order species whose societies are more social and stable because they look out for each other. Somewhere along the line, human civilization got lost in our own navel-gazing — and as unlikely as it sounds, America’s “most selfish generation ever” is leading the way back.

Value Statements

Millennial professionals are almost relentlessly ambitious. They catch flak for it sometimes — they’re notorious for job-hopping their way toward careers that provide personal meaning and social value — but that focus on constant improvement is forcing us to rethink what’s important in the workplace and beyond.

Early in 2017, the Levo Institute polled millennials on the key elements of their career development, including the factors they credit with their personal growth. About 80% of survey respondents indicated emotional intelligence as something they actively focus on as they develop their careers.

Additionally, a stunning 87% of millennials in that same study revealed a strong connection between their motivation to help the company succeed and the emotional intelligence of that company’s leaders.

If we’ve made the case for bettering our emotional intelligence on a societal level, you might be wondering how somebody might go about practicing what we’re talking about here. Below are a few ideas.

Create A Workplace That Fosters Trust

Trust doesn’t just happen. And when it does, we call it “being gullible.” No — trust is earned, but that can’t happen in an environment that doesn’t value some degree of freedom and autonomy.

Our workplaces must become places where we feel free to pursue the company’s ambitions in a personally relevant way. Everybody’s life is different and everybody has different aptitudes. The modern workplace must allow scheduling flexibility and must allow employees to, within reason, follow their own instincts when it comes to solving problems.

In an environment where a person must choose to uphold their half of a social contract, trust naturally follows. You’re going to encounter some folks who let you down, but trust must start somewhere — and where there’s trust, there’s mutual emotional intelligence.

Commit To Meditation

In case you haven’t noticed, the excitement over meditation that’s been sweeping the Western world for a couple years isn’t letting up — and there’s a very good reason for that. What could be confused for a passing fad here in the states has been a staple of ancient religions for a very, very long time.

Why? Because meditation works.

And it can help you become more emotionally intelligent, too. By forcing yourself to remain in the present for a few moments each day, you can learn to focus your mind more keenly on everything else. With your mind wandering less, you’ll find the quality of your work might improve and you’ll find it easier to relate to the people around you.

Become Involved In The Community

Emotional intelligence is all about contextualizing your experiences in life, putting the highs and lows of your emotions in perspective and using the harder-hitting ones — anger, envy, ambition — sparingly and for pro-social ends.

But to do that, we need a common definition of what “pro-social” even means. If we’re living inside our own heads and never venturing out into the world, we stagnate and our emotional intelligence collectively suffers. We can’t empathize with others. Our personal problems become the world to us, to the detriment of all else.

How do we fix this? It’s shockingly easy: Get out into the world. Volunteer your time and/or money. Visit your family more. Read more books. Simply expose yourself to knowledge and the human condition as often as you possibly can.

Boomers and millennials like to pretend we exist on different planes of reality, but we have so much in common — and so much to learn from one another. Go ahead and ask the oldest person you know how they’ve lived so long and they’ll probably tell you it’s because they lived a rich life in the presence of folks who genuinely cared about them. In general, emotionally intelligent people literally live longer than people who do most of their living inside their own heads.

We can’t build a better world if we’re not in touch with the one we’ve already got.

#emotional intelligence #millennials #industry #careers

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captain-kit-adventuress · 4 years ago

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I received an excellent ask from @the-gay-lady-of-ravenclaw-tower and I was happy to answer it, but because I am a Tumblr old I accidentally replied to the first part of the ask instead of the second, and now it’s gone. So I’m going to reproduce it and include my answer below. I hope this can help others, too! Fair warning that I am long-winded and the post is very long as well. If anyone has suggestions about how to make it more readable (I have ADHD and long blocks of text are not my friend, so I get it), send me a message and let me know!

Hi, Ryn! Sorry if this ask is intrusive, feel free to ignore. You're the first non-binary person I've seen on here who's really fully an adult (to me grown up = older than 30-35) and I was wondering if you had any advice you'd like to share with younger queer/non-binary kids. In particular I was wondering how you navigate using gender-neutral pronouns in the workplace and how you build a community/found family with other queer adults. (1/2)

I'm 18, and it's easy to see other queer kids around me in college, but it feels like a bubble. I worry about the world outside of this microcosm and how to navigate queerness in the future. Seeing queer adults like you who have successfully made it through their 20s and survived in the "real world" while building a community is really hopeful for me, especially considering the world was much more hostile in your formative years than mine. Thanks :) (2/2)

Let me first apologize for taking so long on this ask, I wanted to give a considered answer.

I’m honored that you would ask in the first place. I take advice-giving pretty seriously, especially when someone is reaching out to me because they’re hoping to take advantage of any experience I might have from being on the planet longer. I want to introduce a couple of caveats, though, so you can take my advice in the context it deserves.

As you mentioned, I did grow up in a world that was quite a bit more hostile to queerness. On top of that, I’m sure you know we just didn’t have easy access to queer information, and it was a lot more visible when someone was seeking it. Because of this, I didn’t actually figure out my queerness (though I suspected for decades) until a few years ago. However, I’ve tried to throw myself into the queer community as hard as I’m able, and I was always a queer ally. So I’ve been on the fringes for a really long time, even though it’s only now that I’ve been able to experience it from a place of openness. On the other hand, I do think there’s value in that situation, as well, so, take all of this for what you will.

The other caveat is that I left the traditional workplace prior to my accepting my queerness. I have never had to deal with pronoun issues, and I also come from a place of having the luxury of a decent relationship with my original pronouns. I am non-binary, but I’m ok (for the most part) with people using she/her for me. That said, my background is in accounting, and the firms I worked for, on the whole, probably would not have been thrilled about neutral pronouns, much less neopronouns, especially with anything client-facing. Some of the feelings about this are changing, and some are not. It’s very industry-specific and employer specific, so I feel like the best advice I can give in this situation is to be safe, in whatever way that works for someone.

I would love to just say have the conversation with your employer in terms of pronouns and presentation and that if they’re not willing to accept even the idea of it, you know that they weren’t probably going to treat you with dignity and respect about being outside of the binary, but because society hasn’t caught up in their understanding and acceptance of anything but cisgender and heteronormative ideals, it is still a privilege too many are excluded from. Why human dignity and respect are treated as privileges, I shall never know, but that’s how it is for so many at this moment in time. So all I can say is try your best to assert yourself in whatever way is safest for you, and to know that there are lots of adults rooting for you and willing to help when and where they can, even if we can’t change everything immediately. It still sucks that we have to couch it this way, but I do think it’s important to remember that at least in some places we can have the conversation. It’s not enough, and it will never be enough until we don’t have to think about it anymore, but change is always going to be too slow for marginalized communities.

The found family is where I feel most comfortable answering. My peer group, the oldest Millennials, was really the first youth group to benefit from the presence of ubiquitous, reliable internet as a way to find new relationships, whether platonic, romantic, whatever. And I have to say, we found it in the same ways then as a lot of young adults do now: fandom spaces, very primitive means of social media (ah, the heady days of the message board), various websites and communities that we, along with a lot of other age groups, built. I personally met most of my found family through a fandom space, and while none of us really retain ties to that fandom anymore, our love for each other has only grown. The rest of my sort of extended found family, if you will, I met through in-person spaces, like the classes I took in college, things like that. I think one of the most important pieces of that puzzle is not being afraid to reach out through your interests. I also think that’s not so different from when I was around your age. The spaces themselves are a lot different to navigate, and I do not envy you with the sort of omni-present fight against purity culture, which we did not really have to address, but building a community is pretty much the same no matter if it’s online, in-person, formalized like a city, or anything else. It takes work and commitment and a willingness to see it succeed, and it will change and evolve a lot as you go on. Not all found family is permanent, and there’s nothing wrong with that, either. There are people who have passed out of my life, and rightly so, that I was certain at the time would be with me forever. But it’s ok. I grew as a person, and I grew in a different direction than worked for our relationship. I grew in a direction that brought me toward my found family.

I should also probably point out that my found family is, on the whole, not queer. A few of us are, or have ties to queerness, but there’s a variety of sexualities, genders, etc. I think you’re right to say that queerness can be kind of a bubble, but there are lots of people who want to embrace what may have started out as queer ideals because they recognize it’s how they want to live, even if they themselves are not queer. I think especially people my age and younger are realizing that they want families that are supportive and nurturing, and I am sorry to say it but that’s rooted in queerness in a way that most normative family dynamics are not. We’ve had no choice, we either had each other or no one else. Queerness, on some level, means found family—or at least queerness that doesn’t rely on trying to emulate the cisgender heteropatriarchy for acceptance. So the two ideas are really intertwined and it’s completely understandable why so many queer people gravitate toward families they built themselves. How to do that is as varied as any queer experience, but comfortingly, it’s still the same as any other kind of relationship at its core. Give it time, which is no one’s favorite advice, but that is the best I’ve got. Make sure you’re getting what you need in addition to helping others with what they need. Be kind and loving and supportive, and above all, bring compassion to the table every moment that you can. Empathy is good, too, but compassion and kindness will steer you better, I think, more often than empathy will.

I know this is an incredibly long answer, and this is as concise as I could make it. These are big questions, and I am not a concise person by nature. :) Good luck, and I’m here to talk if you need, and that extends to any queer young adults that want advice. We have to band together, we all have so many wonderful things to contribute, and I for one am looking forward to seeing what you and your peers add to the discussion over the years.

#queer life #found family #queer found family #advice

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goofygaming997 · 4 years ago

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What is the best internet for gaming

Suggestions For Starting A Gaming Weblog

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wtfallonauthor-blog · 8 years ago

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Lazy Millennial Gives Advice on How to Make Ends Meet

Wondering how to succeed as a Millennial? First of all, welcome to Millennialhood, you lazy, unmotivated slug. Don’t take offense, I’m also a lazy, unmotivated Millennial. At least, that’s what I hear twenty times a day, from Baby Boomers or Gen Xers. Anyway, I’m going to look up from my phone screen just long enough to give you some advice. (Just kidding, I’m typing this shit on my phone…

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#How Millennials Can Succeed in the Workplace #How to succeed as a millennial #the Millennial experience #Why are Millennials broke?#Why are Millennials hated?#Why are Millennials lazy?#Why are Millennials poor?#Why are Millennials so poor?#Why are Millennials so stressed?

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cohivanu-blog · 6 years ago

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Paramount Plus Training

Soft skills training which will get your workers interested. Our Training is a privately-owned thing, handled by a group of professionals that focus on providing training, consulting and coaching services.

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shantibschool-blog · 6 years ago

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TRENDS IN HUMAN RESOURCE MANAGEMENT

2018 has been a busy year for HR teams. And the HR profession is set to face an even greater variety of challenges and opportunities in 2019. The relationship between employers and employees are fundamentally changing. People are expecting more from their employers – more accountability, trust and transparency. Employers are expecting more from their employees – more technical skills, ability to think creatively, collaborate effectively and adapt quickly. Here’s a snapshot of trends compiled from surveys conducted across the world that provide a glance into the movements expected in the Human Resources arena in the coming years.

73% of executives predict significant industry disruption in the next three years (as compared to 26% in 2018). More than 50% of executives in a global survey (Mercer, 2019) predict AI and automation to replace one in five of their organization’s jobs. AI and automation is also said to create 58 million new jobs by 2022 according to estimates from World Economic Forum.

Artificial Intelligence and HR

As Dom Nicastro reports via CMS Wire, “According to IBM’s 2017 survey of 6,000 executives, ‘Extending expertise: How cognitive computing is transforming HR and the employee experience,’ 66 percent of CEOs believe cognitive computing can drive significant value in HR. Half of HR executives back that up, saying they recognize that cognitive computing has the power to transform key dimensions of HR. And 54 percent of HR executives believe that cognitive computing will affect key roles in the HR organization.”

Scores of administrative tasks in HR are getting automated. Shouldn’t an organization use HR Tech to schedule interviews with candidates, hold video interactions for screening, enable them to transact and communicate with the organization? Similarly for learning, development and other talent management practices, there is a score of possibilities for the HR team to spend their energies in carrying out strategic tasks and automate administrative or operational tasks. Traditional Applicant Tracking System (ATS) is passé now because it largely focuses on keeping records of the past events. Our world of mobility and apps has made all of us – candidates, as well as the folks working in the organization, take actions when prompted to do so. We have to make our systems keep up with the current time and appealing to all stakeholders of the business.

Where there are humans involved, there’s bias. It’s what distinguishes us (among other things) from software and computers. As natural as it may be, you don’t want human bias to affect your hiring process. Recruitment software is built to eliminate bias byscreening and preselecting candidates based on their actions and answers, using algorithms to calculate a candidate’s likelihood to succeed in the role they apply for. With the assistance of AI, HR departments have a tool for the accurate analysis of employees from application submission to continuing performance reviews."Technology is enabling us to provide employees with a more consumer type of presence at work, with a greater ability to have richer digital experiences and find what they need 24/7," says Larry Nash, U.S. director of recruiting at consulting company EY in Pittsburgh.

Essential elements such as giving feedback to employees is also going digital with the introduction of tools such as 15Five, Impraise and Culture Amp. All of these work towards providing real time feedback to employees on their performance.

The years ahead offer many possibilities of HR and Technologyworking hand in hand. Gamification, Internet of Things, Virtual academies, Chat bots etc. are few of the trends that we can see making their way in a slow but a gradual and leaving a deep impact in organizations.

Embracing HR Analytics

Data assets are becoming invaluable in making informed and unbiased decisions to respond to the fast-changing business environment. This radical shift will not be possible without Human Resources function evolving into a new avatar that takes an active role in creating the future organization. The future PGDM Human Resource Course will be a digital disrupter with employee experience at the core, an agile & networked organization builder, and an HR analytics evangelist to enable the business to prosper during the time of change in the future.

Workforce analytics is the approach of measuring behaviors in the organization and linking them to improve business performance. This is done by analyzing people data using statistical methods and software in order to make better workforce decisions. The business impact from the application of HR Analytics and the maturity level of the function i.e. descriptive, diagnostic, predictive, and prescriptive, are highly correlated. Workforce analytics will be an important facilitator in the transition of organizations from a siloed and unstandardized capability to Agile adopters and Market disrupters. The McKinsey Global Institute estimates that companies using a portfolio of HR-analytics solutions could realize an increase of 275 basis points in profit margins, on an average, by 2025. This level of business impact is achievable only if HR Analytics is built as organizational DNA, not just a tribal capability.

Staying focused on people

"Today, technology is bringing a level of intelligence to HR that really thrusts HR into a compelling consultancy role," she says, noting that's how the HR team at Cisco now functions. The team is also more focused on coaching and management issues. With competition fierce for good talent, successful HR managers need to give top workers a reason to come to work for them. Globally, senior leaders have been paying attention to rewards and recognition, learning and development, employee benefits, health, and wellness. In spite of the huge investment of time, money and efforts, employee engagement scores are moderate at the best.

Organizations have been wondering how they can win the commitment of their employees and occupy a prominent place in their hearts. Leaders know, the feeling in the employee’s heart towards the organization determines the productivity and retention.

Given the economic scenario that we face today, the social norms around us and the rise of millennials in the workforce, leaders have to actively participate in building the culture of agility, genuineness, transparency, and collaboration at their workplace. The life experiences of the leaders and the younger people are hugely different. Hence, the senior people need to understand, the things valued by their younger colleagues are different from what they valued in their youth. They will need to learn to appreciate the current situation and free themselves from the baggage of their experience. Soft power needs to be the main agenda of leadership development in the year. Right from the first-line supervisors to the senior team, winning the team’s commitment is going to be the key focus in 2019.Transiting from Organizational Commitment to Organization Citizenship behaviour and now Employee Experience are on priority charts of organizations.

Redefining HR

Like operations, HR in many organizations has predominantly become a bunch of activities. Through the lifecycle of an employee, there is a need to engage, develop and leverage human capability. Practically speaking, most of these are to be carried out by the line managers. They need to play fair in the team, identify and recognize the talent of the team members, build and nurture a relationship with each team member. All of these are the most important HR functions!

HR has to enable the line managers in engaging and developing the team members. They have to help managers define performance goals, recognize superior performances and develop capability of their team members. They have to build an employer brand and strengthen it further.

Most HR teams today spend a lot of their time in administrative tasks of recruitment, attendance and leave management, salary hikes, employee query handling, salaries, and incentives. They have to outsource these low value-adding tasks to competent third-party experts who will not only carry out these tasks efficiently but also bring their insights to the system and improve them further. The HR Service Organizations will not only provide these services but will also create a niche

The New Year creates an opportunity for leaders to force new thinking among employees in the organization, redefine the remit of HR, enable managers to drive up employee commitment and leverage HR-Tech.

Ending the fixation in jobs

The Tayloristicorganisation, where everybody has a clearly defined and assigned job, often does not work so well. Especially when the assignments are not so clearly defined, more flexibility is required. The turbulence in the business environment has brought about the downfall of many stalwarts from the Fortune 500 list in around a decade. The compelling need to change the nature of managing business has a direct impact on the crafting of jobs. The jobs are becoming more flexible, and employees are getting the opportunity to craft their own job, to make the best fit with their wishes, needs and capabilities. Some organisations go beyond job crafting. When there is an assignment, there is a process to look at the capabilities (qualitative and quantitative) required for this specific assignment. The wishes, needs and capabilities of people connected to the organisation are known, or captured as part of the process. A team is established, where the availability of people and the requirements of other teams must be considered. Teams are not build of people with specific fixed jobs, but of people who have specific skills that are needed to deliver the assignment.

Real Time Learning:

The learning domain has been slow in using the opportunities offered by technology. Loads of money is still wasted on classroom training for groups of employees on very broad subjects, often not directed at immediate application, but for possible future use. There are signs this is changing. Big chunks of material are divided in more digestible small pieces (micro learning). Employees will have easy access to learning material when they need it (just in time). Knowledge and skills can be learned in a playful manner (gamification), and VR and AR learning solutions make learning more real (and fun). The learning experience can be tailored to the individual capabilities and needs of employees. A challenge will remain to monitor and measure the performance of people, to be able to find (or design) the most appropriate learning solution. An upsurge in Coaching with the assistance of analytics is another arena where ‘Data driven Development’ is picking up.

Summing Up:

When considering trends in human resources management, increased efficiency, ease of use and automation are the future. All of these features share a common end goal of making the system as user-friendly as possible. Although robotics, virtual reality and biometric monitoring seem like a futuristic dream, an accessible, solid platform will always be in style. With the ‘Human’ element sticking its neck out in the Human Resources arena, the HR fraternity is striving to become more of an Employee Champion (Dave Ulrich) and an HR Strategic Business Partner.

HR Jobs of the Future

As the nature of HR and of work itself changes, so will the skills you'll need to do your job. What HR jobs could be in your future? Experts offer their predictions: People Analyst. Data and analytics will increasingly drive the job of HR―and this is the person who will head the effort. Employee experience specialist. This HR professional will focus on the entire worker relationship with the company, from benefits to training to career trajectory. Talent-acquisition technology selection. New talent acquisition platforms are emerging and evolving. This specialist will comb through them to find those most appropriate for the organization HR Business Partner. The HR business partner (HRBP) position is responsible for aligning business objectives with employees and management in designatedbusiness units. The position serves as a consultant to management on human resource-related issues. Few of the roles that will transit from the yesteryears to the forthcoming will be HR Generalist, Talent Acquisition specialist, Training & Development specialist, Technical trainers, Talent Management Specialist.

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areteans · 2 years ago

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Generational Diversity at Workplace

Understanding generational differences can help your business plan better communication strategies and promote a more cohesive team environment while also being sensitive to older or younger individuals’ unique needs than you are (or are otherwise outside of your cohort). Here’s what you need to know about generational diversity in the workplace to set up your organization to succeed with this aspect of team building in mind.

Traditionalists (born 1925–1942)

These are your grandparents, who came of age during an era where diversity and inclusion were only a pipe dream. They tend to be highly loyal to their employers, and they’re very traditional in their work ethic.

They value equality but don’t necessarily see it as vital to business success; they believe that inequality is just part of life, like death or taxes. They’re also less likely to seek new challenges at work than other generations because they’ve already accomplished everything they wanted to do in their careers.

Baby boomers (born 1946–1964)

These are individuals who were born immediately following World War II. They’re loyal and hard-working, with a strong sense of patriotism. They also have a distaste for change — they were part of the Greatest Generation, after all — and prefer to run their companies formally and hierarchically. As they retire, there will be fewer leaders in major corporations, making it increasingly important for future managers to understand their needs and values.

Gen X (born 1965–1980).

For boomers, Gen Xers were a bridge to millennial thinking. They learned things like questioning authority and mixing work with personal lives. Their parents taught them to speak up, but they watched their elder sibling's rebel against that advice.

This generation understands diversity, teamwork, and equality in ways previous generations might not fully understand. They’re used to having their opinions matter in a very different form than other generations have experienced.

Millennials (born 1981–1996)

Millennials have grown up with technology and, as a result, are quick to adapt to change. This generation also values company culture and meaningful work. They are more inclusive than previous generations. Having spent much of their lives in diverse communities, they expect companies to value diversity.

Many millennials understand that generational differences exist, but they don’t like being viewed as special or treated differently because of their age. Respect and inclusion are fundamental to them, making it difficult for others not from their generation to relate.

Gen Z (born 1997–2013)

Gen Z has been called the “do everything” generation. They like to work hard and play hard, with an average of four hours a day dedicated to recreational activities, such as sports and video games.

They are also known as “digital natives.” This generation was born into a world where technology is commonplace and expects it in their daily lives.

Their parents have significantly influenced their career paths — Gen Z is more likely than previous generations to have had their parents help them choose their college major.

The Importance of Generational Diversity in the Workplace

Diversity, inclusion, equality, equity, and belonging are essential in modern workplaces. A well-run workplace involves variety at all levels and encourages different perspectives and experiences. Understanding generational diversity allows us to take advantage of our differences and build on them. Nothing holds us back from true equality when we truly understand each other.

1) Different attitudes lead to better problem solving

When people from different generations work together, each team member can bring a unique perspective to solve a problem. This approach is better than one person looking at something from only one point of view. A business with several different viewpoints on how to fix an issue may be able to come up with more innovative solutions to problems than those that only have one set of eyes or thoughts on it.

2) A multitude of ideas produce better results

Working with a diverse group of people generates more ideas, which means you can get more work done. By employing individuals of various generations, you’ll better prepare your business for future changes — and they’ll inspire your next big idea. And don’t forget: As much as we may be drawn to new technology and tools, many aspects of our lives are still rooted in old habits.

3) Embrace difference, not fear it

These days, many people fear and mistrust generational diversity. Some believe millennials are lazy and entitled. Others hold older generations in contempt for their need to cling to old ways of doing things; still, others believe Generation X-ers are obsolete because they lack empathy and work ethic. But when it comes to workplace performance, we need all generations working together — and getting better with each other as time goes on.

4) Knowledge-sharing

When it comes to generational diversity, knowledge-sharing is key. Older workers have decades of experience in their fields, but they’re also often more resistant to change and more inclined to insist on following procedures. If you want your company to grow and evolve, keeping things fresh by introducing new ideas and concepts is a must. Older employees can help with that. On the other hand, younger employees are likely to be more open to innovation — and may even bring some new ideas into play themselves.

5) Employers who embrace diversity thrive

Studies have shown that companies with diverse workforces — meaning they employ people from diverse age groups, ethnicities, genders and educational backgrounds — outperform their competitors. Although more research is necessary to discover precisely why a diverse workforce leads to improved company performance, a diverse team likely encourages innovation. Additionally, an employee who feels respected at work will be more likely to stay on for years.

Conclusion

Diversity, inclusion, equality, equity, and belonging are all words that we hear thrown around in conversation daily. By understanding generational diversity, you will better understand how to create an inclusive work environment for all employees.

#equality #diversity #workplace #gen x

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ladyloveandjustice · 7 years ago

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Spring 2018 Anime Overview: Aggretsuko/Aggressive Retsuko

Aggretsuko follows a cute red panda named Retsuko. By day, she’s a mild-mannered office worker dealing with a literal chauvinist pig of a boss. But by night, she vents her frustrations by screaming death metal. The show shows her trying to navigate her hostile work environment and daily life.

Aggretsuko is a simple but entertaining narrative with good characters galore. The animals choices for the characters are spot on (secretary bird, y’all) and the characters themselves are endearing and often have more depth than is first apparent. Fenneko’s sarcasm and social media saavy, Washimi’s no nonsense badassery, Gori’s excitable nature- it’s all great, it’s all dynamic and distinct. The humor lands well for me, the tone is balanced well between cynicism and optimism and it’s just praiseworthy all around.

But the true key to Aggretsuko’s success is probably in how much it captures the daily pressures faced by millennials, its target audience. Being overworked and underpaid, being taken for granted, struggling with whether you should take the risk and try to launch that internet start-up or continue at your soul sucking job, navigating sexism and generation gaps- everything in this show is so #relatable it hurts.

Retsuko’s entire gimmick even speaks to something women (and others) can relate to- having to suppress your anger and real frustration because society will use any opportunity to belittle women for being “emotional” and dismiss them. Women are not allowed to assert themselves- studies show that in the workplace women are considered to be “too dominating in the conversation” even when they’re talking way less than their male counterparts. Retsuko has to play the part of meek, submissive employee, but at night, she becomes her true self and vents her rage. It’s so relatable, but also a criticism way women are forced to kill their true feelings for the sake of being a “good girl”.

Indeed, Retsuko’s boss is openly sexist and abuses his power. In another Too Real moment, the show acknowledges that if he was reported, he’d just get a slap on the wrist. Men in powerful positions are let off the hook all the time.

But Aggretsuko offers hope as well. Retsuko ends up finding solace and support in other women. She is in awe of Washimi and Gori, who are successful women in high ranking positions. And Washimi and Gori end up befriending her and seeing her true rage-filled self and they are here for it. They jam with her, mentor her and have her back. And you know I’m head over heels for female friendships being super important and women banding together and being there for each other! We need this message of support and understanding in these trying times.

(there be spoilers ahead)

In fact, in a fantastic scene, Washimi even decides to do something about the sexist harassment of her friend and when the CEO immediately dismisses her concerns, she brings down the heat on him, reminding him this shit could get the company raked through the coals on the internet, so he better take it seriously. It was really satisfying to see this in the #MeToo era (and yes, many Japanese women are aware of and following the #MeToo movement , no need to concern troll about cultural differences).

But the show doesn’t say climbing the corporate ladder is the answer to all women’s problems. It is acknowledged that even Washimi and Gori have to “not ever show weakness in the office” though this (literally) strains them. And it’s acknowledged that reporting Retsuko’s boss is just a band-aid on the situation, as long as he remains in power, Retsuko’s still in trouble and even Washimi can’t get him fired. Washimi and Gori are also women doing their best to get by in a system that’s stacked against them.

And that’s where Aggretsuko really seems to land. The system sucks, we need to support each other and do our best to survive in the face of it. Change may come, but it’s slow and hard, so in the meantime we have to do what we can to help each other get by.

One thing I really appreciate about Aggretsuko is it doesn’t resort to any Good Woman vs Bad Woman nonsense. There’s such a varied range of female characters with unique personalities and ways of handling things and the show celebrates that. Tsunoda is a girl who acts cutesy and sucks up to the boss in order to avoid his wrath, and in a less thoughtful narrative, she would be demonized for this and held up as the worst of women. But Aggretsuko treats her with empathy-when she goes out for a drink with Retsuko, she’s honest with her. She knows and admits she’s being fake, but she’s just trying to survive and she’s not ashamed of that. She wants to succeed in a hostile environment and she’ll use all she has to do that, even if people look down on her for it. But hey, she’ll also bro down with other girls and get real with them when she’s off the clock. That’s cool.

One narrative arc that Aggretsuko touches on really well is how people are led to believe romance as the essential the answer to all their problems. Retsuko hates her job so much she starts dreaming of landing a well-off guy and being a housewife, seeing it as the perfect escape. Washimi points out that marriages are difficult to navigate and being a housewife has its own challenges, but Retsuko so wants this to be the easy answer. And we’ve all been there, really. Who hasn’t fantasized about being swept of their feet by a rich person and taking it easy?

So Retsuko ends up wanting that fairy tale romance so badly that she decides this limp houseplant of a guy is her ideal boyfriend simply because he does one nice thing for her. She projects her perfect vision of a boyfriend onto him, ignoring his obvious flaws. She even swallows down her real feelings of frustration and unhappiness with them because she believes she needs this fake, perfect romance more than anyone. She NEEDS to make this work, even if it means not being true to her hardcore self.

The dude is also pretty much shoved into the relationship by his friend who insists he just NEEDS a girlfriend to be complete even though he doesn’t feel that way and is not interested. This is two people who are just together because they’re told/feel they SHOULD BE- Retsuko subconsciously, Resasuke consciously. Retsuko puts her own needs aside in her struggle to make this work, while Resasuke doesn’t really put in effort at all.

That’s a really common scenario that people face and it’s an important issue to highlight. The show does well in representing how some romances just fall flat, and we make them into something they’re not to fit this image of romance we’re sold from infancy. That image is flawed and fake in the end.

Aggretsuko also really thankfully goes out of its way to subvert the Nice Guy TM nonsense with Retsuko’s friend Haida, who crushes on her. He admits he was jealous of her boyfriend and initially thought he was better for her because of how he’d known her longer, but then realized he only knew his idealized version of her. He expresses the desire NOT to idealize her, to know the real her and that’s clearly something that touches Retsuko’s heart.

It was a very nice development, and felt like it was really deliberate as a takedown of the common narrative of men being “more deserving” a relationship girl just because they're friends with her and therefore “know all about her”. Ya gotta look at women as people, turns out! Or uh, as red pandas.

I really liked that we didn’t get Retsuko’s answer to Haida, because that’s not what it’s about. It’s about Retsuko becoming more comfortable with herself and finding people who accept her as a complex person, the romance is just a sidenote.

Aggretsuko was a solid narrative that treated its characters with respect and realism, despite them being funny cartoon animals here to sell you Sanrio toys. And it had a lot of relevant and well done social themes. That’s quite a feat. It was funny, it was warm, it was painful and it was just a worthwhile experience overall. I’m really glad it exists. Highly recommended, all around.

#aggretsuko #aggressive retsuko #washimi #gori #retsuko #haida #tsunoda #spring 2018 anime #anime overview #my reviews #anime

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tifarobles · 7 years ago

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The Pressures of Being a Millennial (and a Parent)

I’ll admit, I am not an expert on the topics I’d like to explore today. However, it’s important to me to explore some thoughts with you about what it feels like as a parent in today’s society as someone who just turned 30. I will be speaking mostly from my anecdotal experience and personal theories. I will not link to anything and encourage you to do your own Googling if you have questions about the “facts” I claim.

Let’s start by exploring some of the negative stereotypes associated with being a millennial.

Millennials are thought to be narcissistic and some studies have backed this up. I blame two things for this stereotype - the highly competitive job market and the demand of having a social media presence. We are pushed to have confidence in order to succeed in interviews and often given the advice to fake it until you make it. If you are too confident, you are considered cocky and full of yourself. Not confident enough and people don’t think you have what it takes to make it in the cutthroat corporate world.

Why is the job market more competitive? Lots of reasons. To simply name a few - there is a higher average level of education, a higher age of retirement, more job switching between places of employment, and more women in the workforce. This competition drives a lot of stress into every aspect of our lives, from our career choice to what level of unhappiness is acceptable at a place of work (including being overworked, underpaid, yelled at, sexually harassed and dealing with racist, sexist, or homophobic attitudes).

Women, in particular, grow up with the pressures to look a certain way based on distorted versions of reality in magazines, on commercials, and in pornography. We are given the option to work very hard and spend lots of money to try to reach this unattainable ideal of what a powerful woman looks like in order to exude confidence or we can choose the non-conformity route and deal with the consequences of that. Either way, people will take your appearance into their consideration of how they view you, judge you, and determine how they guestimate your self-esteem level and worth.

Diving deeper into what I’m referring to with the social media demand, social media is always on. Unlike the days before the internet existed, there is no off time. People are always online. Everyone you are connected with in life views your Facebook, Twitter, Instagram, Tumblr, etc to see how you are doing. There is a certain expectation now in our culture to utilize these tools for social communication. This has added a lot of benefits to society, but it’s also exhausting to keep up with. If someone is any sort of a public figure or community leader, this becomes a full-time job on top of your full-time job. Being a parent becomes a third full-time job! In many careers, you have to interact with these forums. In almost every career, you have to at the very least engage with computers and emails on a daily basis.

There is a level of technological involvement with everything we do that didn’t exist before and this technology is now the place where the vast majority of social interactions take place as well. Most millennials are always connected online, through work, hobbies, talking to friends, playing games, reading, shopping, and more. This is a major change for humans and is changing society in ways I’m sure we haven’t even begun to understand. Yet millennials are judged for the use of this new technology when there is no real education surrounding the potential disadvantages of constant screen time. Instead, we are rewarded for being connected longer and more often.

As a parent, how do I ensure my child is tech-savvy while also not overexposed to screens? How do I ensure he knows how to engage in meaningful face-to-face interactions if all of his interests end up being related to television, video games, social media, and computers? How do I teach him that his self-worth isn’t reliant on how many likes he gets or followers he has? I have concerns that the next generation (or even ours, honestly) engage exponentially more online than offline and what effect this has on real emotional connections and emotional intelligence. At the same time, I want Xander to experience movies, TV shows, video games and know how to communicate well over text, emails, blogs, social media, etc.

As far as the stereotype related to millennials feeling “special” I actually think this is related to our generation being more aware that all humans have basic human rights and the easiest way to fight for this is through your own experience. Yes, I believe I deserve the right of choice when it comes to my own health and family planning. Yes, I believe that birth control should be accessed for free. Yes, I believe every human has the right to enter our country for safety reasons. Yes, I believe every human has the right to free health care and education. Do these beliefs make me seem entitled because I think I’m a special snowflake?

I’m not sure how to raise Xander to be the “right” level of confidence that people feel our generations’ parents failed at. I’m hoping that his natural charm will help, but I also hope people don’t view him poorly for his good looks assuming he didn’t have to work for anything. I want him to have good self-esteem, but I don’t want him to feel superior to others. I think I can strike this balance, but I also feel like society is working against these goals with contradictory messages.

In the workplace, it’s said that millennials have an increased importance of work-life balance. This is viewed as us wanting to be spoiled. I’d like to point out that this is likely related to a few different factors - the need for two-income households, the competitiveness in the job market, the average wage to the cost of living ratio, and the ability to always work when you are home on off hours.

Related to this, there is also a desire for direct feedback from employers more than in previous generations and this creates a false stereotype that we need more hand-holding than older generations. Nowadays, most people do not stay in one job for their entire career. The majority of my friends switch jobs every 2-3 years, and not always by choice. This is a huge change. Your job could be taken away from you at any given minute through no fault of your own. Entire teams get axed all the time, wages for contractor roles have dropped in the last 5 years, and stability isn’t a word I think many 30 years olds feel like they have in their career. On top of this, housing prices and rent costs have skyrocketed during the years since I graduated college in 2011. Having some established feedback channel helps to determine if you are safe in your current job.

I could get into the statistics of layoffs, unemployment rates, average wage by age compared to cost of living, etc, but that could go on for a long time and would require a great deal of research and probably lead to some debates. This is not the point of this post...

Turning to the point of my post. As a parent, this is incredibly stressful. The option to have a stay-at-home parent is now considered a luxury. This used to be the norm. I’m not saying that women should be forced to stay at home with their kids, not at all. I just wish there was the option of choice for families to decide what is best for them, whether that be daycare and two full-time parents, a stay-at-home dad, a nanny, or something else. Being a stay-at-home parent nowadays essentially means that one parent has to make the average salary of two people or that you will have to learn to completely change your budgeting style, not just to account for the cost of raising a child, but for basic everyday things. I will say that the recommendation of spending 30% of your paycheck on housing is no longer realistic. Millennials now spend up to 45% of their income on housing before they are 30 (there’s a link for that one!). Add a kid to the equation and both parents pretty much have to work unless one makes bank. This adds an additional cost of childcare in addition to less time with family and potentially an overall more stressful home environment.

Mothers, in particular, have it incredibly difficult. We are expected to be the emotional support structure of our home, one of the income providers, the person who ensures everyone is fed, dressed, and cleaned, we are expected to keep our house clean, the laundry put away, the dishes not stacked up in the sink, ensuring we have our own self-care and time with friends scheduled, all while maintaining a strong (but not too strong) attitude at work. We are expected to be sensitive to our children, yet thick-skinned at work. We are expected to be willing and able to listen to customers and coworkers complain, but not be able to complain ourselves or we will be seen as nagging. If we have bold opinions, we will be viewed as someone who overexaggerates or overreacts. If we are quiet, we are thought to not have ideas. We get talked over in meetings, are told we are too loud when we talk over others and are viewed as someone to walk on eggshells around if we call out this sexist behavior.

At work alone, there is a lot to deal with. At home, there is a great sense of responsibility. At the end of the day, I care more about being a good mom than any of these other things. Being a working mom I felt like I was constantly at war with myself over what to prioritize between my own health, my son’s happiness, being there for my husband, and my ability to give 100% at work. At a certain point, my sanity broke under the pressures. I had to stop working to figure out how to balance properly. Stopping working led to a slew of other issues in our house financially. The work I did take up took up time I’d normally be sleeping, so that is still something I’m learning to fit into my days.

Yet, I am afraid to even write about these feelings. What if a potential employer reads this post and thinks I can’t handle the job they want me to do?

I don’t have an answer on how to solve this problem. I just think this problem, much like mental health, needs to be discussed, largely because the two go hand in hand. I just hope that by the time my son is starting a family (or choosing not to), that these pressures won’t be as great. I hope that whatever his choice is it is his choice because it is what he wants, not because he feels like he can’t have a family and a career. I hope he doesn’t have to spend half of his paycheck on putting a roof over his head. I hope he doesn’t get laid off from multiple jobs in a span of 5 years due to reorgs, job descriptions suddenly changing, and companies going out of business like Mike and I have faced. I hope he isn’t constantly job searching in case the worst is to happen or because he wants to find a job that will actually pay the bills and have a little that can go into savings.

I hope that by the time he is our age there won’t still be a war over who can use what bathroom. I hope there won’t be children being gassed because they need a safer place to live. I hope there won’t be a war on women’s bodies that includes taking away their choice and taking away their ability to protect their own bodies from an unwanted pregnancy. I hope his future generation includes the importance of understanding consent and excludes blaming victims.

Part of the human condition is that we will never get everything right. There will probably always be war. There will probably always be people that use other people in terrible ways. I just hope that things can get easier than they are now. At least we now have working toilets, lighting, central heating, air conditioning, the ability to travel around the world, and many other huge benefits from our technological evolution. At least slavery is illegal and women are allowed to vote. I just hope that the future has a better outlook for equality for all, and that is very related to the economy. As they say, the rich keep getting richer and the poor get poorer. I’m afraid the middle class is vanishing and marginalized groups will be the ones to suffer the most.

Xander, I will do all I can to prepare you for this world and to help you be ready to impact the needed change. At the same time, I’ll try to keep the house reasonably clean, healthy and delicious food on the table, stylish clothes on your back, and find time to play with you and give you snuggles every day that I can.

#parenting #liberal #millennials

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bossyhrmanagement · 3 years ago

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Human Resource Consulting: Getting To Know Your Workforce

There are many problems that can arise when trying to achieve amazing human resource consulting. One of these is generational differences. It is important to not only understand the strengths and weaknesses of each generation but also how they interact with one another. This unique time in the economy can be compared to the many challenges we, as workers, must face.

As retirement is not an option, older workers are increasingly choosing to work. This is happening at the same time as college graduates who are just starting to enter the workforce. These trends are causing more problems between the younger and older generations. Every business owner is beginning to see the difficulties that come with a multigenerational workplace.

Many business owners continue to give their best despite the recession. The first time traditionalists are Boomers, Generation Xers and millennials have all been a part the workforce at the same moment. Effective human resource consulting is essential for any business to turn this conflict into a positive thing. It is becoming more difficult to succeed with businesses, especially if you consider the economic state and the difficulties that it faces.

Many company owners must focus on the most important aspects of their business, rather than focusing only on those areas. They also need to work with different generations to solve problems. Managers can create a positive environment for their company by focusing on the strengths of each generation and applying them to their company. One example would be the traditionalists and boomers giving their employers a lot of knowledge and determination. Boomers and millennials are different because they see knowledge as power, but also don't believe in team-oriented progress. Sonya Songer

Employers will lose important information if the Boomers fail to communicate and train the younger generations the right way. Generation Xers see their success as independence and their ability see the creative possibilities in all new ideas. This is also a part their "thinking outside of the box" attitude. Knowing about the millennials, you will find that they can work in a team environment and are great at offering advice on current projects. The millennial generation, which is the youngest in the workforce, can be the most affordable to hire because they are able to bring new ideas to the table.

To effectively manage a business today, you must first understand and deal with the differences between generations. You can review the differences between each generation and then use these points to assign the correct task to the appropriate person. These points can be used to improve your business and get professional human resources consulting.

#BossyHR

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byldgroup · 4 years ago

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Leadership Development Training Facts

It is very important to understand the recent trends of the modern workplace scenarios to stay ahead of your competitors. The sooner your company adapts itself to newer trends and changing dynamics, the more your company has the potential to succeed! However, with the outbreak of COVID-19, there is a wide gap between educational qualifications and on-job training. There are not enough candidates that have adequate leadership qualities that are required for managerial positions! But here are a few unknown facts about leadership development that you should know to make better decisions regarding your company’s future!

1. In 2019, there were around 77% of corporations that experienced drastic and wide leadership gaps.

It is not an uncommon notion for employees to seek those companies that offer leadership development training as an essential part of their L&D programs. Employees want companies to invest in them and a company that invests in its workforce invests in its success!

From an employer’s perspective, they would also seek candidates that have high leadership skills so that they can eventually become a driving force for the organization rather than having to spend time and money to train employees to develop leadership skills. This constant pull from both ends only accounts for the need for leadership development training.

2. Around 83% of employers state that it is crucial to develop leaders at all position levels.

Although, it is alarming to have only 5% of corporations that implement leadership development at all levels and incorporate improvements in their training programs. The employees of today will become the leaders of tomorrow. Most of these companies have gradually shifted their focus towards developing leaders from all levels of the organization rather than focusing only on senior levels of the management. With more and more research about the need for leadership development coming to the forefront, organizations have now realized its value in shaping the future of the industry!

3. Around 63% of Millennials believe that their leadership skills are not being developed.

In a study, it was duly reported that around 18% of organizations state their leaders are “very effective” at meeting business goals but only about 19% of organizations state they are “very effective” at developing leaders which lays out a clear picture as to how much leadership skills must be developed at all levels.

By 2020, 48% of the workforce will be millennials and the workforce will change drastically as millennials will make up 75% of the workforce.

Whereas, other studies state that 71% of Millennials will leave their job within two to three years if their leadership skills are lacking and they feel that there is no room for their professional growth and development.

If they will not be trained to develop leadership skills and become capable leaders, your organization will face a huge lack of professional skills that are required for a managerial or leadership position. If your employees are well trained, their experience with the organization enables them to understand and envision the goals of the company. Combining their experience with leadership skills could make them the best asset for the company.

4. 84% of companies out there believe there would be a drop in the number of available leaders in the next five years.

With boomers retiring early and millennials being employed majorly covering the workforce, companies do have a genuine shortage of capable leaders to work at the senior level position. This makes it very taxing for organizations as they prefer employing experienced and hardworking employees whose work ethic and leadership qualities are proved over time rather than risking the mantle of leadership on a new member.

71% of organizations do not feel their leaders can lead their organization into the future which creates the need for leadership development training modules to be religiously followed!

Hiring new members requires HR costs and time that is spent on training them and it is much better to promote the in-house members than to invest in another member that might as well not stay around for long.

Remote working and flexible hours are increasingly becoming the new order of the business and corporations. The training patterns and leadership development have witnessed a paradigm shift. Leaders in 2020 are looking forward to training a completely new generation of workers adjusting to the new normal.

The necessity of digital leadership skills will increase in 2020, as only 16% of corporations are successful in digital marketing. Social media marketing and digital marketing is the new trend due to large scale and small scale businesses going online.

#leadership #leadership development #training #skills development

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