Job Insecurity - How Employees are Fighting Back
By -Bruce L. Katcher
Part 1
Analysis of the Problem
For the past decade, employees have been pawns in the cruel corporate chess game of layoffs, mergers, acquisitions, and restructuring. Here is how they are fighting back:
Carrying Multiple Jobs - Employees realize that they can't put all of their eggs in one basket. Therefore, many have second jobs, night jobs, weekend jobs, and freelancing jobs in addition to their primary job. Also, the majority of married employees feel their spouses must also be gainfully employed.
Consequence for employers - They no longer receive the total undivided physical and psychological energies of their employees.
Demanding Portable Benefits - Employees are no longer content with pensions that require them to stay with the same company for many years. They know that their tenure with the company will probably not be long and is out of their control. They therefore are now demanding retirement benefits such as matching 401(k) plans that they can carry with them when they leave the organization.
Consequence for employers - Expensive defined benefit retirement programs no longer improve long-term employee commitment.
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Hampton Roads Employment News | |
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 Retention? Who Needs to Worry About That?
Think you don't have to worry about retention in a down economy? Many experts suggest it's especially important these days, particularly for the employees you value most. Today's Advisor explores how one company uses a tiered recognition approach.
Effective employee recognition is timely and meaningful, says Tommy Lee Hayes-Brown, AIC, a certified recognition professional and member of the Multicultural Sales & Service Team with MetLife Auto & Home, a division of Metropolitan Life Insurance Company.
Each MetLife office is given a recognition budget and the discretion to decide who will be recognized and how, according to Hayes-Brown. "It's all left to the individual office," he says, adding that they did not want a "big mandate" from corporate.
Employee involvement in the recognition process is critical, he says. It has to be driven by the employees and modeled by the leaders. "Then you know it becomes part of your culture."
Three Tiers of Recognition
Following the "rebirth" of its employee recognition programs 6 years ago, with help from Recognition Professionals International (RPI), MetLife Auto & Home started offering three tiers of employee recognition:
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AHR Managers Predict Problems if EFCA (Employee Free Choice Act)Passes
By BLR Founder and CEO Bob Brady
A Real Threat
The E-pinion of February 27, 2009, discussed the bill and invited readers to participate in a survey about its probable effects. The full results appear below. Here is an executive summary:
- Unions will have considerable success in organizing workers if the law passes (81%).
- The law would not be good for employers (95%).
- The law would not be a good thing for American workers (73%).
- In general, employers are doing very little to prepare. Many (47%) were just "waiting and watching" (30% said they were "actively researching," and only 10% are "communicating with employees").
500 Respondents
Nearly 500 HR professionals had participated in the survey as of March 5, 2009, when we pulled the results for this article. Nearly 75% said the law would hurt American workers. 95% said it would hurt American businesses, and 84% said it would hurt their own businesses. The results were pretty uniform across all employer sizes. Public employers were slightly less pessimistic, but comments suggested that this was influenced by the fact that many more of them are already unionized.
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