Harvard Business Review: Helping Stay-at-Home Parents Reenter the Workforce

As part of the Northern Colorado Prospers Goal #2: Align, Attract and Retain Talent, the Chamber and it’s Talent 2.0 partners have made it a goal to “Collectively address structural issues that serve as barriers to a secure talent pipeline.”

As employers strategize the best ways to recruit, create employee incentives and provide opportunities, experts are encouraging employers to take a closer look at one certain pool of talent: parents reentering the workforce.

“When it comes to working families, employers and politicians tend to focus on new mothers and fathers. Yet parents who leave the workforce when their kids are young but later want to reenter it might be corporate America’s greatest untapped resource,” wrote Harvard Business Review author, Joanne Lipman, who recommends creating “returnships” and other ways of supporting these employees back to work.

Click here to read more from Lipman

 

How Businesses are Feeling about the Area & Economy

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.

Area Development: Who is Generation Z, the next workforce pool?

As Gen Z makes its mark in the labor force, forward-thinking companies will create workplace strategies to accommodate and support both generations’ work styles and preferences.

  • Brian Corde, Managing Partner, Atlas Insight

Millennials have long been the scapegoat for younger generations’ less desirable characteristics. With not-always-founded perceptions that millennials are unmotivated and self-centered, hiring managers across various fields have had plenty to consider when recruiting young workers. However, the era of the just-out-of-college millennial is over.

Enter Generation Z. With the oldest Gen Zers born in 1997, the first wave of this generation will graduate from college this year and officially enter the workforce. They may share some characteristics with millennials, but they’re in a class all their own. Gen Z currently makes up 20 percent of the U.S. population and they’re rounding out at 32 percent globally.

Generation Z is the most racially and ethnically diverse workforce generation to date, and they spend the most time online of any generation—six to nine hours daily. Gen Zers’ parents’ lives were rocked by the 2008 recession, so these young workers crave financial stability and take fewer risks than millennials. Their parents also avoided “helicopter parenting,” so Gen Zers are also generally more independent than millennials. They are more educated than millennials, too, as high school dropout rates decrease, and college enrollment rates increase. So how will Gen Z fare in the future of work?

Click here to continue reading.

Workforce: Employers’ Blind Eye for Boomers Slowly Opening to Retirement Realities

There is no clear strategy for older workers’ retirement and phasing out of the workforce. That could cost employers in both the short and long term.

After 37 years of teaching high school English, Martha Taylor-Nobile wanted to wake up just a little later in the morning.

So at 60, she retired earlier than she had planned.

“I could’ve kept going, but it just felt right,” she said. “My energy level was down, so I questioned whether I was doing the best job possible.”

Taylor-Nobile said her employer, the Greenwich, Connecticut, Public Schools District, allowed her to transition out of full-time work by becoming a mentor to new teachers. She had fewer classes to teach and spent time observing and coaching other less-experienced instructors.

“It was invigorating,” said Taylor-Nobile, now 66. “I got to share my experiences, and they showed me new ways of doing things too.”

Transitioning from full-time work to full-time retirement isn’t always as flawless as Taylor-Nobile’s experience. Often, baby boomers — those born between 1946 through 1964 — need to retire earlier than they expect, have to take a job that requires a lower skill set or must work longer at their current job to save more for retirement.

Click here to continue reading.

CNBC: The 20 hottest job skills in 2019 that will get you hired

  • A majority of the 20 hottest skills in the US job market are tech-related, according to a new list from freelancing platform Upwork.
  • In-demand tech skills are changing rapidly: 75 percent of the tech trends leading to job opportunities are new to the list.
  • Demand for mobile optimization, the rise in cybercrime and increasing investment in big data solutions are driving corporate hiring.
In this tight labor market, finding people with the right skills to get the job done can sometimes be more difficult than the skill itself. According to the Bureau of Labor Statistics, the U.S. currently has more than 7 million unfilled positions. So while it’s a great time to be looking for a job, it’s imperative to have the 21st-century skills employers are looking for.

FastCompany: 5 ways work culture will change by 2030

Technology, talent shortage, and trust are just a few of the issues that will challenge workplace culture over the next decade.

BY GWEN MORAN

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.

Click here to continue reading.

Chamber Hosts First Northern Colorado Prospers LIVE Online Update

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.

SmartBrief: What leaders can do to embrace younger generations

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.

Click here to continue reading.