July 8, 2016

This week in team building: Making it work for your workplace


Heyo it’s Friday! Here’s what we’ve been reading, slacking, sharing, linking, tweeting this week:


One is not enough: A brief history of women’s firsts and why this is just the beginning. We feel warm and fuzzy lauding #femalefirsts: First African American female CEO of a fortune 500 company. First Latina woman on the Supreme Court. First woman to get the Presidential nominee. But how does the general public respond when there’s talk of a 2-woman ticket? “America’s not ready.” An all female Ghostbusters? Hostility. Read this post and remember why making it this far is not far enough. Oh and our bomb.com boss wrote it!


Millennials: We’re changing the face of work but feeling major growing pains. Millennials are officially the largest cohort in the workforce, and in five years, will make up 50 percent of the workforce, according to PricewaterhouseCoopers’ “Millennials at Work: Reshaping the Workplace.” (This is a MUST READ for any of you trying to understand more about just how those millennials in your office are changing “work” as you know it). Across the world of work, companies are already changing their policies to support the needs and demands of their millennial workforce to accommodate their lifestyles. Examples of those changes are: eliminating annual reviews, improving training opportunities, providing clear pathways to advancement and giving workers more flexibility. Millennials now outnumber baby boomers nearly 3 to 1; and there’s a smaller difference in the number of millennials and baby boomers than there is between millennials who did and didn’t go to college. These workplace changes are sure to benefit both sets of millennials.


Word from the Feds: We’re training police to recognize implicit bias. Deputy Attorney General Sally Q. Yates said in a memo to employees that implicit bias “presents unique challenges to effective law enforcement, because it can alter where investigators and prosecutors look for evidence and how they analyze it without their awareness or ability to compensate… The trainings are designed to help individuals understand how implicit bias can impact their lives and work, and help participants make these discoveries in a blame-free environment that recognizes that even the most well-intentioned officers and attorneys can experience unconscious biases.”


Want to close the racial wealth gap in America? Diversify the tech industry. If we want to see the wealth gap in the United States narrow, not widen, over the coming decades, nailing diversity in the tech sector will be critical. This is about more than just moving the needle on company diversity numbers. This is about taking a proactive stance on racial equity in the economy, and therefore the society, of tomorrow—today.


Hey recruiters, don’t want to be replaced by a robot? Stop recruiting like one. We’ve all seen the articles suggesting “this tool” or this “HR tech software” will soon replace most recruiters. The antidote? The work of the best recruiters is distinctly human; Paul DeBettignies issues a reminder of how to use the strength of being an actual human being to your advantage.


Employees’ desire for transparency is not a passing trend. What employers can do to make it happen: Employers—if you want to see employees actively taking on more responsibility and striving for growth in their role, be transparent about your workers’ options for growth. Share information about your company’s promotion plans, new roles employees might fill and the skills needed for those new roles. What you’ll get in return is more engagement, more positive action and employees who feel an active partnership with their employer.


On a mission to build the best version of your team? There’s an app for that. Try Unitive today!