Our workplaces are changing, and the changes are dramatic. Professionals need to pay attention to and prepare for the workplaces of the future. An important aspect of this preparation is to develop the job skills that will help you succeed and thrive in the new reality of the next decade. Consider how your own career has evolved over the last five years, and you can imagine how much it may change in the next five. These are the most important job skills for the future, and there’s no better time than now to start building them.
You’ve seen it printed, it was discussed at the Northern Colorado Prospers (NCP) Annual Summit and your support helped with the creation of it. Now, here is your electronic version of the Northern Colorado Business Retention and Expansion (BR&E) Annual Report 2018.
The Fort Collins Area Chamber of Commerce in collaboration with the Business Retention and Expansion Partnership of Larimer County, released the report earlier this month. The report’s high points include year-over-year growth in gross regional product, low unemployment rates and strong job growth in the Larimer and Weld County region.
The Partnership, made up of the City of Fort Collins, City of Loveland, Town of Windsor, Town of Berthoud, Town of Wellington, Larimer County, Larimer County Small Business Development Center, Larimer County Economic and Workforce Development, Loveland Chamber of Commerce, Fort Collins Area Chamber of Commerce, Estes Park EDC and One NoCo, has taken on the task of staying in close contact with the area’s primary employers to understand needs, expansion opportunities and the risk of losing key employers.
The partnership gathered 315 responses from regional businesses in 2018.
The final data showed a generally optimistic view of the economy, as well as positive reports of business growth and expansion. Most interviewees indicated they have added workers over the last three years and are planning to add more in the next three years. However, businesses consistently reported Interstate 25 and workforce as major challenges, citing key barriers of finding talent, employee retention, a lack of skilled labor, scarce resources and area cost of living.
“Economically, taking care of the primary employers already here is top priority. To do that we need to have strong relationships with them and be in regular contact. That’s what the partnership is about. The data from 2018 indicates employers are pleased to be here and are planning to add work and hire more people. They also made it clear that work force is a big issue we need to stay focused on,” said David May, President & CEO of the Fort Collins Area Chamber of Commerce.
The Partnership will continue to conduct primary employer interviews to engage with more businesses in the two-county region and publish a second annual report.
If you would like to participate in future data collection, please contact the Chamber at 970-482-3746. Also, stop by the Chamber office if you would like physical copies of the report.
Technology, talent shortage, and trust are just a few of the issues that will challenge workplace culture over the next decade.
Recent years have seen an exceptional awareness and prioritization of workplace culture by both employers and employees. Culture is a company’s “personality,” including the behavioral expectations, practices, and other norms that influence how people interact both internally and on its behalf. Ignore it at your own risk. Recent research by Hired found that company culture is the second most important factor candidates consider when considering whether to work for a company.
At the same time, workplace culture is being influenced by disparate factors in significant ways. Demographic shifts, diversity and inclusion initiatives, talent shortages, automation, evolving technology, and an onslaught of data are converging to create both immediate and long-term changes.
The Fort Collins Area Chamber of Commerce hosted the first Northern Colorado Prospers (NCP) LIVE Online Update during the morning of January 30, 2019.
The Chamber was excited to present in a different way to update investors on the NCP goals by using Zoom web conferencing.
During the presentation, David May, talked about the work on the new Talent Portal website, 2019 transportation efforts, April 2 Election issues and candidates, progress on employer interviews and much more.
Click here for the Recorded Online Presentation
Click here for the NCP Quarterly Update Publication .
The next NCP event is the Annual Summit held on April 10 at a location TBD.
By: Rashan Dixon
Over the past several years, I’ve talked with plenty of leaders who accuse the new workforce of being unprepared, overly sensitive, lazy and narcissistic. That’s a shame; these are common stereotypes that aren’t always founded in reality.
However, these leaders can change their minds — for the better. How? By embracing younger generations and taking the following six steps.
By: Cord Himelstein, vice president of marketing and communications at HALO Recognition
The millennial generation changed almost everything about how we define the employee experience and how we approach employee rewards and recognition. It was the first generation to fully embrace the social media revolution, shaping how people communicate, celebrate, collaborate and serve their communities.
We have dubbed the generation after millennials “Gen Z” for the purposes of this article, but the folks in the business of naming generations have yet to decide what to call them. Gen Tech, Gen Wii, Net Gen, Digital Natives, Plurals, Centennials, the Homeland Generation, and iGeneration have all been suggested at some point, and they are all valid. The important thing to remember is they refer to the generation born between 1997 and 2012, meaning many of them are just now entering the workforce.
So what does Gen Z want to get out of work? Several studies have been published that tell us some interesting facts. In short, the attributes and associations that defined millennials have carried over to their successors and are even more prevalent. Here are some highlights:
Every year brings unique and sometimes wacky new workplace initiatives. 2018 brought us examples such as such as implanting RFID microchips in employees or only allowing them to expense vegetarian food, but there are also important trends that you might see arriving in your workplace in 2019. Some of the more creative initiatives we have seen are Vermont offering a $10,000 incentive for remote workers to move there, and an insurance firm in New Zealand conducting an academically rigorous trial of a 4-day work week with great success.
From welcoming a new generation into the workforce to understanding how your company collects data about you, these are the 5 biggest workplace trends that you’ll see as we move into 2019:
In this opinion piece, researchers Amy Lui Abel and Diane Lim of The Conference Board explain why demographic and economic trends provide an opportunity for older women to expand their role in the labor market. Several female-dominated occupations — especially in health care services — face shortages that will only grow. But given the unique needs and circumstances of older women, realizing their full economic contribution will hinge on employers providing them with more flexible work environments. If companies do this, the greying of America could become an opportunity rather than a threat.
Over the next decade America’s tight labor market will continue making headlines. The fundamental reason stems from retiring Baby Boomers outpacing the number of younger workers entering the workforce.
To help the country’s labor supply better meet demand, keeping the present workforce engaged in work would go a long way. Retaining every cohort matters. But U.S. businesses should put particular focus on retaining older women. Now and even more so in the future, increasing their participation would create substantial economic opportunity. To realize that opportunity, more companies should consider making flexible work arrangements a staple of their employee recruitment and engagement strategy.