The Department of Labor has proposed changes to the rules for classifying employees as independent contractors, a shift that would affect people working in several industries, including health care, restaurants, construction, ride-share transportation and financial services. The proposal would take the place of a regulation set during the Trump administration and would involve a "multifactor economic reality test" to determine worker status. Full Story: The Wall Street Journal (10/11),InsuranceNewsNet Magazine (10/11),Financial Advisor (10/11),ThinkAdvisor (free registration) (10/11)
Recruiting & Retention
Communicating with 4 generations in the workforce As baby boomers, Generation X, millennials and Gen Z mingle in the workplace, leaders "should work to understand the preferences of their audience, use multiple methods of communication, and unite employees across generations by crafting inclusive messaging," writes Angela Ivey of Insperity. Another suggestion from Ivey: Follow up a formal presentation with a more casual gathering at which everyone can interact. Full Story: Forbes (tiered subscription model) (10/11)
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Patrick Manzo of employee experience firm WorkTango says that, with an insightful approach, in-person work can be just as effective and attractive as remote employment. Manzo says employers should have a people-centered mindset as team members return to the office, and providing opportunities for hybrid work, staff connection, collaboration and feedback can help accomplish that goal. Full Story: BenefitsPRO (free registration) (10/10)
Michael Bettersworth, vice chancellor and chief innovation officer at Texas State Technical College, developed a free tool to help match people's skills with potential career pathways. The SkillsEngine tool offers a digital library of more than 20,000 skills needed for jobs and has been used to translate job ads into skill-based language and by colleges to design degree programs. Full Story: EdSurge (10/6)
The HR Leader
3 tips to lead from a place of love Show love for your employees by getting to know them, looking after their overall well-being and trusting them to do their jobs, says Denise Lee Yohn in this video. "That means establishing targets and providing training, coaching, and role-modeling -- and then getting out of the way," Yohn says. Full Story: SmartBrief/Leadership (10/11)
About the Editor
Kanoe Namahoe
Rhea sat near me in the office. We vented to each other over instant messenger and giggled about co-worker shenanigans over lunch. When we covered shows together, we always found new foodie places to try. And when her daughter, Maddie, was born, I was among the first to visit and hold the little girl. Down the row from Rhea was Sabrina. She was on the advertising operations team. We attended the same church and one of her best friends, Lisa, is also my cousin. We often spent weekends together, barbecuing and hanging out. My kids adored her and her daughters called me Aunty. Just on the other side of the cubicle wall from Sabrina sat Rhod – one of the funniest, most down-to-earth people I know. He taught me how to fish and brought me Filipino food his mother made. My kids called him Uncle Rhod. And when my son was a teenager and navigating the nuances of dating, Rhod took him out for burgers and guy talk. “If you’re gonna break up with her, do it before the gift-giving holiday. Like before Christmas – not after. Save your money.” I thought of these three folks when I read today’s Leadership & Development story about workplace friendships. Having close friends in the office really did make my work day a more pleasant, enjoyable experience. It wasn’t social hour; we all took our jobs seriously. They sharpened me and helped me grow. I am deeply grateful for their friendships. Do you have a work BFF? Or are your colleagues simply professional relationships? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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