On this day before Valentine’s Day, I wanted to explore the connection between love and work. So I googled it. I thought the search results would yield interesting research in support of the old Mark Twain adage 'Find a job you enjoy doing, and you will never have to work a day in your life.'
Research by Mark Murphy, CEO of Leadership IQ, found that 46% of hires fail in the first 18 months. Why? 89% of the time it was for attitudinal reasons and only 11% of the time for technical incompetence.
Attracting and retaining experienced, to
p performers is key across any business - including bringing great frontline people to work on hospitality, food service, retail or healthcare teams. Jobs in these industries are undergoing a hiring transformation. Frontline employees are often the first touch customers have with your brand and they have a tremendous impact on the user experience. According to the Forbes article Why Frontline Workers Must Be Part of Your Digital Transformation, they are the first ones to represent your brand and engage customers, and their interactions can have a huge impact on how customers perceive your company. Yet the focus of talent retention s predominantly on salaried, professional employees who benefit from upskilling, reskilling, or carer development tools. Frontline workers continue to be overlooked.
Changes in the workplace are accelerating at an unprecedented pace. The average shelflife of technical skill is shrinking ( research by the World Economic Forum estimates that the half-life of professional skill is just five years). At WEF’s annual meeting in Davos this month, the research presented suggests that:
According to a recent survey conducted by Becker’s Hospital Review, when asked what factors influence job retention, nurses responded:
- Flexibility and work-life balance: 39 percent
- Compensation/benefits: 31 percent
- Colleagues: 17 percent
- Career advancement/growth: 7 percent
- Management: 5 percent
Frontier Signal surveyed experienced nurses and asked them “Why do some nurses stay and others leave?” The range of answers echo the findings from the Becker survey:
- Some nurses stay in positions if hours/ location work for them.
- Some don't adapt well to change or take the position that the grass isn't always greener on a new unit.
- Others leave if they have specific career goals and their goals aren't being met on their current unit or could be better met elsewhere.
New York, New York -- JANUARY 15, 2020 -- Frontier Signal was announced as one of the Elite 200 companies who will compete in the GSV Cup and will now present at the 2020 ASU GSV Summit. The ASU GSV Summit gathers leaders in government, education, and work advancing social and economic mobility by bending the arc of human potential through innovation. Three companies will be chosen as finalists during the Summit, receiving a prize package of $250,000 in cash and $100,000 in Google Cloud credits.
Darin Hartley is Vice President of Business Development and Solution Architecture at Frontier Signal. Darin Hartley has worked in the training industry for 30 years and has undergraduate and graduate degrees in Corporate Training and Training Management. Previously he has worked at BICSI, The Janus Experience, LLC, Intrepid Learning, Inc., and Intrepid Learning Solutions, Inc., ASTD (now ATD), Dell, Lockheed Martin, General Physics, and the US Navy. Darin has presented previously at ISPI International, ASTD International, the ASTD Technical Skills Training Conference, and many others on a variety of topics. He has keynoted for national and international learning and training conferences for a variety of organizations.He has authored articles for T+D, Technical & Skills Training, and WorkForce Magazines. Darin has written four books including his most recent, 10 Steps to Successful Social Networking for Business, published in April 2010 (ASTD Press). Darin is a 2014 ASTD CPLP Fellow award winner.
Enter the phrase “will resumes become obsolete” into Google search and over 4 million results are returned dating back 10 years so the topic is literally a decade old! It is interesting to look back at how this concept has evolved over time and what are the forces that we believe will drive meaningful change in the outdated value exchange between individuals and employers.
This blog post delves into innovative ways that data is used to visualize career paths and the future of work. Individuals - from college students and recent grads to professionals whose skills are becoming obsolete or those looking to switch careers - struggle with a lack of transparency and subjectivity surrounding career education and decisions. Interactive data visualization is a powerful tool that invites exploration and is perfectly suited to address this challenge.