Tag Archives: Workforce

Staying Relevant

I just celebrated my birthday last week, so when I read Penelope Trunk’s article on  How to Remain Relevant When You’re Over 40  it hit me square between the eyes  – am I staying relevant???  

UGH!  If you have children, you’re much more exposed to the “latest and greatest” trends in technology, but have you thought about how that translates to your professional life?  Long gone are the days of finding one job and working there for the rest of your life. For survival’s sake, it’s incumbent upon to strive for relevancy every day. 

Trunk offered up some great tips on how to stay in the know and on top of your game.  Read the article and let me know what you think.

I’m certianly taking all of this to heart.


Manpower Employment Outlook Survey

Strong Job Market Expected for Iowa 

June 14, 2011 – Employers inIowa expect to hire at a healthy pace during the third quarter of 2011, according to the Manpower Employment Outlook Survey.

 From July to September, 23% of the companies interviewed plan to hire more employees, while 8% expect to reduce their payrolls. Another 66% expect to maintain their current staff levels and 3% are not certain of their hiring plans. This yields a Net Employment Outlook* of 15%.

 “The Quarter 3 2011 survey results point toward improved hiring plans compared to Quarter 2 2011 when the Net Employment Outlook was 10%,” said Manpower spokesperson Sunny Ackerman. “Compared to one year ago when the Net Employment Outlook was 19%, employers are less confident about their staffing plans.”

For the coming quarter, job prospects appear best in Construction, Durable and Non-Durable Goods Manufacturing, Transportation & Utilities, Wholesale & Retail Trade, Information, Professional & Business Services, Leisure & Hospitality and Other Services. Employers in Financial Activities and Education & Health Services plan to reduce staffing levels, while hiring in Government is expected to remain unchanged.

Manpower Employment Outlook Survey Results for the United States

Of the more than 18,000 employers surveyed in the United States, 20% anticipate an increase in staff levels in their Quarter 3 2011 hiring plans, while 8% expect a decrease in payrolls, resulting in a Net Employment Outlook of +12%. When seasonally adjusted, the Net Employment Outlook becomes +8%. Sixty-nine percent of employers expect no change in their hiring plans. The remaining 3% of employers indicate they are undecided about their hiring intentions.

To view results for Metropolitan Statistical areas surveyed within Iowa, visit http://press.manpower.com.

The next Manpower Employment Outlook Survey will be released on September 13, 2011 to report hiring expectations for Quarter 4 2011.

About the Survey

The Manpower Employment Outlook Survey is conducted quarterly to measure employers’ intentions to increase or decrease the number of employees in their workforces during the next quarter. The Manpower Employment Outlook Survey’sUnited Statesresults are based on interviews with 18,000 employers located in the 50 states, theDistrict of ColumbiaandPuerto Rico, which includes the largest 100 Metropolitan Statistical Areas based on number of business establishments. The mix of industries within the survey follows the North American Industry Classification System Supersectors and is structured to be representative of theU.S.economy. 

The complete results of the national Manpower Employment Outlook Survey can be found in the Press Room of our website at http://press.manpower.com. There you will also find the results for the 100 Metropolitan Statistical Areas surveyed, the 50 states, theDistrict of ColumbiaandPuerto Rico. Questions can be directed to press@na.manpower.com.

Economic Downturn Rattles Younger Workers While Older Employees Tough It Out


Younger workers are bearing the brunt of the current economic crisis, while older employees show greater resiliency in a recession-battered workplace where employers seek to do more with less, according to a new study by Boston College’s Sloan Center on Aging & Work.  

The onset of the greatest economic crisis since the Great Depression has negatively altered perceptions about job security, supervisor support, job quality, inclusion and overall employee engagement in the workplace, according to the new report, “The Difference a Downturn Can Make,” part of the Center’s far-reaching Age & Generations Study. And as businesses strive to cut costs and increase productivity, American workers are reporting they are overloaded.

 Looking across different generations of workers, researchers found employees of all ages reporting a drop in employee engagement, a measure of how invested and enthusiastic employees are in their work. While employees overall report declining engagement, older workers in this study appear to be weathering the economic storm better than their younger peers.

 Workers among “Generation Y” — ages 26 and younger — report the greatest decrease in engagement. Those slightly older workers in “Generation X” — ages 27 to 42 — reported less of a decrease, while Baby Boomers and older “Traditionalists” — ages 43 or older — reported that their levels of engagement hardly changed at all.

 America’s older workers show all the signs of being more resilient in the face of threatening economic conditions, drawing on hard-earned experiences from the downturns of the past and a battle-tested perspective on the peaks and valleys of the market.

 “Some older workers have seen it all, and that gives them experiential resilience,” says Marcie Pitt-Catsouphes, director of Boston College’s Sloan Center on Aging & Work. “Younger workers just don’t have the depth of experience, which leaves them feeling less engaged in their jobs. But younger workers bring energy, enthusiasm, and idealism. In a workplace where older and younger employees work side-by-side, the give and take between young and old is a valuable resource employers should leverage to survive the downturn.”

 Researchers at Boston College’s Sloan Center on Aging & Work report other findings from the Age & Generations study that suggest: 

  • Perceptions of engagement, supervisor support, inclusion, and job quality declined after the onset of the economic downturn for employees who felt that their job security had decreased, but it stayed the same or only slightly declined for those whose job security had stayed the same or increased.
  • Those whose job security decreased or stayed the same experienced a slight increase in work overload after the onset of the economic downturn, whereas those whose job security increased experienced a slight decrease in work overload.
  • Those whose job security decreased perceived a slight decrease in team effectiveness after the onset of the economic downturn, whereas those whose job security increased experienced a slight increase in their perceptions of team effectiveness.
  • While younger workers felt the effectiveness of their work team as a whole dropped as their job security declined, older workers felt the effectiveness of their team held steady even though they too reported a decreased sense of job security. 

In tough economic times, the multi-generational American workplace requires employers to take cost-effective steps to support their workers. It isn’t enough for employees to be grateful for their jobs; according to one researcher, employers need to show they are grateful to the employees that keep them in business.

“Employee engagement can be greatly enhanced by simple and cost-efficient efforts,” adds Christina Matz-Costa, research associate at the Sloan Center and one of the study’s authors. “Providing strong training and development opportunities, encouraging work team inclusion, and promoting a culture of workplace flexibility and supervisor supportiveness are all effective strategies that can maintain or boost engagement.”

To download a PDF copy of the full report click here.

Baby Boomers Delay Retirement

For millions of Americans approaching retirement, events of recent weeks are delivering a clear message: Not so fast. With nest eggs shrinking, housing prices still falling and anxieties about their financial future growing, the oldest members of the baby-boom generation are putting the brakes on plans to leave the office. As discouraging as that message might sound, it’s exactly what many baby boomers need to hear, according to financial planners and researchers. Most people underestimate how much money they will need for retirements that could easily last two or three decades, and are leaving the work force with nest eggs that are likely to expire long before they do.

To continue reading click here.

Starbucks Helps Ike Recovery Effort

Starbucks stores are playing a unique role in Hurricane Ike recovery efforts.

According to CNN, residents who have lost their homes or had their homes damaged are gathering at local Starbucks stores to take advantage of the AC, wireless internet and the sense of community.

“It’s a gathering place… they want to come in and talk to their neighbors and the barista behind the counter,” said Amy Christensen, a Houston-based director of business operations for Starbucks.

Customers and employees are also sharing information about where to locate necessities like eggs and milk.

The sales idea: What if your company (or store or organization) could create a similar sense of community and mutual support every day? What would the effect be on morale… and your bottom line?

Click to read the entire story.

Iowa Median Wage Ranks Low in Midwest & Nation

To read the study in detail click here.

Manpower Global Employment Survey Results Third QTR 2008

Global Manpower Employment Outlook Survey Reveals Employers in 25 of 33 Countries and Territories Surveyed Set to Slow Hiring From Three Months Ago

Outlooks remain relatively stable in France and Germany while job prospects expected to weaken from three months ago in the U.S. and U.K.

To learn more about the survey and to get compiled and individual country information click here.