06Jun

We previously highlighted the new recruitments trends expected to take off in 2023. But what about the workplace? Work environments and challenges change year to year and 2023 will be no different. It’s not only important to be aware of these corporate trends, but to determine how, as an employer or manager, you might respond to them. 

Millennials and Gen Z 

As the younger generations enter and fill the workforce, we are likely to see new and refreshing talent in corporations, as well as policy changes as the years go on. Generation Z, specifically, has a very unique outlook on their careers and workforce. They value diversity and the importance of representation in branding. For employers, this might mean partnering with universities to adopt female and minority candidates, considering their generation’s tech skills for specific projects, and creating mentorship programs with older generations in order to blend talent together. 

Remote & hybrid flexibility for frontline workers 

It’s no secret that more and more companies are trusting their employees to work from home. The pandemic forced many organizations to realize the benefits of remote work, both financially and mentally. However, in 2023, more frontlines workers, such as those in healthcare or labor, are looking for these opportunities as well. The Harvard Business Review mentions that Our research has found that frontline workers are looking for flexibility when it comes to what they work on, who they work with, and the amount they work — in particular, control over and stability in their work schedule, as well as paid leave.” 

Internal and “quiet hiring” 

Many companies are beginning to hire and promote from within. The idea of “quiet hiring,” for example, is the practice of moving employees to different areas of the organization, depending on demand for resources or skills. For employers to compensate for this strategy, they will likely have to offer raises, promotions, or additional PTO. The younger generations are more likely to leave a company due to lack of opportunity, which means employers are responding by hiring and promoting from within. 

Employee support & advocacy 

DEI initiatives, employee support, and strong benefits are more important now than ever. In 2023, this means using technology and automation to collect private information and opinions from employees. Being able to use this technology, while also maintaining privacy and storing data appropriately, is a huge HR responsibility coming into the new year and beyond. 

The Six Stages of Career Growth

Although there is no definite path in any career, many professional journeys follow a distinct course that leads to success. In fact, Gary Burnison, CEO of consulting firm Korn Ferry, believes there are six notable stages of any given career. Through every step, professional development requires a few key strategies to guarantee upward growth.  

The Follower 

The ability to network and stay connected generally reins the most important. Remaining a good contact allows you to keep doors open in future endeavors, should you ever need recommendations or referrals. This skillset is often taught in the first stage, which Burnison refers to as the Follower. Many of us in the working world experienced an internship or first job out of school, traditionally under the eyes of a supervisor. “You will never lead if you don’t know how to follow,” Burnison says. Arguably, this first stage is the most crucial, as it acts as the stepping stone to your future and allows you to begin building your network. 

The Collaborator  

This stage strengthens the skills you learned from your first job. Rather than taking direct orders from one singular person, you are working collaboratively with a group and banding together. In this job, you should be focusing on team building and the skills it takes to produce quality work with colleagues.  

The Instructor 

Learning to lead is an integral aspect of growing a career. Burnison claims there are two different types of jobs that will exceed your leadership skills: staff leadership and staff to line shifts. Staff leadership jobs “have the responsibility, but not the authority.” Basically, you are in charge of a team, but do not make final judgment calls. Staff to line shifts refer to jobs where there is a pre-determined result and managing larger projects.

The Manager 

This step speaks for itself. Burnison says, “Your skill set builds as you manage larger teams with bigger goals and objectives. You will need to motivate direct reports and learn how to manage them by giving objectives and goals, as well as the means to pursue and achieve them.” This is also commonly referred to as the Commitment Stage, as by this point in your career, you’ve likely netted out what type of work you want to do and can really focus on cultivating it from there. 

The Influencer 

Not to be confused with the modern take on the term “influencer,” this part of your career is when you start using your talents and experience to influence those working below you. It’s important for your colleagues to not only listen to you, but appreciate and learn from your presence.  

The Leader 

The final stage and what you’ve worked so long for. Leaders oversee large groups of people and inspire them to think differently, move forward, and perform their best. This doesn’t necessarily mean you are the CEO of a large corporation. According to Burnison, “Your biggest priority is to motivate people so that they can do and become more than even they thought possible.” 

The six stages are not concrete. Often, we might find we are moving laterally or working multiple jobs within one stage. There is no perfect way to climb the corporate ladder, but being aware of your own personal growth and the advantages of these steps is a sure way to better understand where you’re headed.

To find your next stage, check out our open roles today!

Jun 6, 2023

Supreme Court Extends Employment Protection to LGBTQ Workers

Monday, the US Supreme Court ruled that the Civil Rights Act protects gay and transgender workers from employment discrimination.

It is a decision that extends the protection nationwide and affirms a practice we at Green Key Resources have always followed.

“At Green Key Resources, equal employment opportunity has been, and will continue to be a fundamental principle,” said Adina Goldman, Director of Human Resources. “We’ve always been committed to a program of equal employment and advancement opportunity for all workers.”

“We’re pleased with the Supreme Court’s ruling making it illegal for an employer to discriminate against someone based on their sexual orientation or gender identity, which is directly aligned with Green Key’s existing principles.”

The Court’s decision surprised LGBTQ activists, not only because of its 6-3 majority, but also because it was authored by Neil Gorsuch, the first of President Trump’s two conservative appointees.

In the 33 page majority opinion, Gorsuch declared, “An employer who fires an individual merely for being gay or transgender defies the law.”

Discussing the central part of the Civil Rights Act – Title VII – Gorsuch wrote, “The statute’s message for our cases is equally simple and momentous: An individual’s homosexuality or transgender status is not relevant to employment decisions. That’s because it is impossible to discriminate against a person for being homosexual or transgender without discriminating against that individual based on sex.”

Justice Samuel Alito wrote a 54 page dissent which was joined in by Justice Clarence Thomas. Justice Brett Kavanaugh wrote a separate 28 page dissent.

The decision means that in the 25 states and 3 territories without explicit protections for LGBTQ people, it is now illegal to fire, refuse to hire or otherwise discriminate against them in the workplace. Other states and territories have state laws in place prohibiting discrimination on the basis of sexual identity, which are now supplemented by the Supreme Court’s decision.

Photo by Claire Anderson on Unsplash

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