Bendure and Associates, Inc

ARTICE 3/14:WHAT WILL GENERATION Z BE LOOKING FOR IN A WORKPLACE? by David and Jonah Stillman David: One thing is for sure, they will not be looking for the same things we saw Millennials look for when they started out. Millennials were all about finding meaning in their jobs and how best to make the world a better place. With Gen Z coming of age during the recession, they are putting money and job security at the top of the list. Sure, they want to make a difference, but sur...viving and thriving are more important. The cultures that can foster that are the ones that will win the war for talent with Gen Z. Jonah: The cultures that he is referring to will be those where we can showcase our own individual talents. Being in survival mode has made us very competitive. In fact, 72 percent of Gen Z said we are competitive with those doing the same job. Where Millennials had more of a collaborative mentality with everyone pitching in and working together, we are more independent and want to be judged on our own merits. Post navigation

ARTICLE 2/14: WHY IS IT IMPORTANT THAT ORGANIZATIONS AND LEADERS BEGIN THINKING ABOUT GENERATION Z NOW? November 16, 2020 by David and Jonah David: We have a golden opportunity to be proactive rather than reactive. The leading edge is just starting to enter the workplace. If leaders get to know what makes Gen Z tick today, then they can better prepare to recruit and retain them. It’s not about out with the old and in with the new; it’s about anticipating where the conflict...s might be and how best to prepare. In the 90s, leaders were not ready for Gen X when they showed up, and they paid a serious price for it. For example, Gen X entered the workplace skeptical and wanted to keep close tabs on their performance. Once-a-year formal feedback that worked for the Boomers was not enough for Gen X. Many Xers left their workplaces in search of companies that would give them more information more often. Jonah: We see a lot of leaders look at someone young and assume we are all the same. Even more so, it is natural to look at someone from my generation and assume we are Millennials. The mistake is to then treat us like Millennials. If leaders do that, it will backfire again, as our national studies have proven we are drastically different from the Millennials. Post navigation

OSHA Fines for COVID-19 Safety Violations Reach Nearly $2.5 Million Lisa Nagele-Piazza, J.D., SHRM-SCP By Lisa Nagele-Piazza, J.D., SHRM-SCP November 13, 2020 LIKE...Continue reading

TIP 14: GETTING MORE FROM YOUR DAY BUILD A CULTURE OF COLLABORATION AND TRUST by Bill Bendure November 9, 2020 417 308 6285 www.billbendure.com...Continue reading

TIP 13: HOW TO GET MORE FROM THE DAY RE-ENGAGE PEOPLE REGULARLY TO STAY ON TRACK by Bill Bendure November 9, 2020 417 308 6285 www.billbendure.com... Many employees must use their must best judgment to make business decisions every day adding up to literally hundreds of thousands of decisions in the course of a week or month. Leaders cannot afford to believe that once clear goals are established and people commit to these goals simply setting them on autopilot will result in objectives being achieved. Team re-engagement is critical. People need measurement and feedback to help them assess whether they are still on course, and what course corrections are needed. Blanchard says FEEDBACK is the breakfast of champions. Difficulties and roadblocks need to be cleared or surmounted and executive assistance is frequently essential. Ongoing leadership support, encouragement, assistance, direction and communication are core to employee engagement. Yet, this not a common practice according to xQ Assessment results. Only 12% of employees said that their manager reviews their individual tasks and performance with them at least monthly. 46% agreed that in their organization, We hold each other accountable for doing what we committed to doing. Only one in five agreed, There are clear consequences or rewards applied to our organization. Leaders need to communicate regularly with their work groups on top goals and the progress made toward them, helping them to prioritize and clear the path as well as to learn the details around the execution. Team engagement means constant leadership support, feedback and course correction. Communicating accomplishments and progress generates positive synergy to accomplish even more. Don't abandon your peope or micro-manage them Bill Bendure is THE BUSINESS BUILDER to businesses and organizations helping them to achieve more with less. Contact him 417 308 6285