Abstract - Work Life Balance

For the first time in history there are four distinct generations of workers in the workplace. Each of these generations has different perceptions of work-life balance based on the era they grew up in. Work-life balance varies across generations and companies who want to attract young talented new members of Generation Y need to re-evaluate their stance on work-life balance in the workplace. Work-life balance programs can be used as a competitive advantage to attract and retain quality employees. With work-life balance programs affecting everything in the company from morale to absenteeism to recruitment and everything in between, it is important that companies take a closer look at their employees and make sure that they are offering programs beneficial to their workforce.

As companies compete for talent in the workforce, they cannot ignore the needs and wants of GenX and GenY. These generations have different attitudes and desires and reshaping the work environment. Additionally, workplace dynamics are changing as the number of women in the workforce has more than doubled since 1970. More women in the workplace has led to the need for more work-life benefits as less women are staying at home to take care of their children. Some popular work-life benefits include dependent care, maternity and paternity leave, and flexible work schedules such as telecommuting.

Looking for someone like YOU

So, tomorrow is the Target Information Session for Kutztown. After a fairly successful afternoon at the career fair last week, we are hoping for a decent turnout at the info session. At the info session, you can learn all about the exciting opportunities that Target has for Executive Team Leader and Intern positions.

Voted one of the top companies to start your career with, Target offers leadership opportunities that will greatly change your impressions of working in retail. While it is true that once in a while I ring register, or stock items on the shelves, the majority of my time is focusing on activities that improve my strengths and opportunities. I have grown so much in the last 18 months as leader and learned many invaluable lessons about myself and my leadership skills.

Use your business, leadership and people skills to inspire exceptional performance. Maximize sales and profits for your Target store. Ensure great guest service and team member satisfaction. Create a fast-paced, energetic environment that delivers a consistent Target brand experience for team members and guests.

Still reading? Sound like something you or someone you know is interested in?

Check us out at the Target Info Session on Wednesday Oct 27th at 5pm in 100 DeFrancesco Hall.

Tell your friends, hope to see you there!

Find more info on Target.Com/Careers

Problem Performers

Last week I met with a few member of upper management to discuss things that I am working on in the store and figure out what I can do better to help develop me into a store manager. After some great collaboration and a few "aha" moments, I realized one of my opportunities is dealing with problem performers.

As many managers do, the majority of my job is developing my team. But what happens when someone doesn't want to be developed? What happens when someone does not follow through when you ask them to complete a task or has poor attendance? Well, in the past I have distanced myself from that problem performer, held them accountable for their actions, and worked through the corrective action and termination process.

But through my discussions with other managers, I realized that I need to continue to treat problem performers, at least on the surface, the same that I treat everyone else. We should be able to go behind closed doors and have a serious conversation about their work performance and then maintain friendly professionalism in front of others.

Although I feel like this could be a challenge for me, as I lose respect for problem performers, it is something that I am working on. Check out this article about 8 rules for dealing with problem performers. As managers in the workplace, this is some great info for when you inevitably will have to terminate someone.

Telecommuting

Just read a pretty interesting article about flexible work arrangements and one quote really popped out to me.

Also driving companies to offer more flexibility is the fact that more women are managers. Companies with more women in top leadership are more likely to provide such options as traditional flextime, daily flextime, a gradual return to workafter childbirth and regular work-at-home options, Galinsky says. Her group found that fully 82 percent of companies with large numbers of female executives offer flexible work hours, compared with 56 percent in companies without many women in top positions. Moreover, the more female executives a company has, the more likely the firm is to provide on- or near-site child care, dependent-care assistance plans and elder-care resource and referral programs, the report found.

It seems like as more and more women are breaking through the "glass ceiling" they are changing the workplace environment as they do it. Does a woman's softer, more emotional side lead them to offering more flexible workplace opportuntites? Do women see the importance of a work-life balance more than their men counterparts? While this logic does seem to make sense, it sounds like a lot of stereotyping is going on here. All I can say is - watch out for the women of Generation Y -it's going to be a whole new playing field.

Generation Y Work Life Balance Concerns

Just read an interesting article in USA Today by Sharon Jayson addressing the work life balance concerns of Generation Y and how companies are slowly adjusting to up and coming concern. Jayson points out that Generation Y workers have a vastly different attitude than those of past generations. Workers born since the early 1980's, which we have identified as Millenials, Generation Y or Echo Boomers, crave a more collaborative workplace environment and fear boredom.

As this generation hops from job to job, how can companies retain talented workers? How can companies get Generation Y employees to move up into management positions left vacant by retiring Baby Boomers instead of moving out to a new company?

Jayson notes that big firms like Pricewaterhous Coppers and Deloitte and Touche have revamped their recruiting and retention programs to address work life balance concerns and appeal to Generation Y.

But I wonder is that enough? It's one thing for a company to say they promote work life balance but do they follow through? It's great for a company to offer gym discounts and tuition reimbursement, but does it make up for the fact they expect you to work 70+ hours a week? Do they offer 4 day work weeks, but not for management level positions?

Be wary of "false advertisements" in company recruting and marketing materials. Do you research and get the real scoop of a year in the life of an employee at that job before you sign on the dotted line.

Old enough to be my grandpa!

Our discussion last week made me think about the many, many different types of people that I mange at work. I am directly responsible for 16 and 17 year old kids in high school, single moms, mentally disabled baby boomers, and cashiers old enough to be my grandfather!

Having such a variety of team members to lead can post a wide array of problems. How do you communicate to so many different audiences? How do you tailor your message differently? What about holding people accountable? If your 21 year old cart attendant calls out because he is "sick", yet you hear rumors about a party last night, do you write him up for attendance? What about if your 35 year old single mom cashier calls out because her son is sick, do you write her up too? Do you have to maintain consistency across the board or can you make exceptions?

What about motivating yout team? We learned about the various ways that employees are motivated in the workplace based on their generations. Check out this generational differences chart to learn alot of interesting facts about the attributes of different generations.

Can youtube lead to termination?

An interesting situation occurred at work recently. A few employees approached me and my fellow managers about a video that had been posted on youtube. Essentially, it involved a backroom employee who used their cell phone to videotape some shenanigans they did while at work.

If these incidents had been witnessed by a manager it would be cause for immediate termination. However the dilemma lies in the fact that no one personally witnessed these acts. It is clear that the employee involved videotaped these acts while at work and they are against company policy.

Can we use social media like youtube, facebook or twitter to coach and/or terminate employees?

What Gen Y Really Wants - Time

Just read a great article about what motivates generation Y, namely the 20-somethings in the workforce. With the increased availability of technology Generation Y has constant access to work. This is much different than the Baby Boomers who maintain a work-life balance by seperating work and family. Generation Y has to work harder to find the right blend of work and life. The lines between work and home don't really exist.

If employers want to recruit, maintain and motivate Generation Y they need to think creatively about promoting a work-life balance. This generation is more willing to check their pda's and email at home and on the weekends if they have flexibility during the week. Many also have a high achievement orientation which makes telecommuting and working from home a great option.

Understanding Generation Y is important for managers at all levels because one day soon, Generation Y will be the bosses.