The addition of 850,000 US jobs were reported for June, and the unemployment rate grew slightly, from 5.8% to 5.9%. Overall the outlook is promising, said Kate Bahn, an economist at the Washington Center for Equitable Growth, who noted the report "overshot expectations," especially in light of challenges caused by the coronavirus pandemic. Full Story: The Washington Post (tiered subscription model) (7/2)
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America's working-age population shrank for the first time in 2020 and this could exacerbate a talent shortage, driving up pay and other benefits as employers compete to attract and retain talent. The Conference Board economist Gad Levanon says the decline will be particularly evident in industries that need blue-collar workers as older employees leaving the workforce will be succeeded by increasing numbers of college-educated workers. Full Story: The Associated Press (7/3)
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Why pronoun inclusivity matters for your workforce Employers can create a more inclusive culture for the LGBTQ+ community through the use of dedicated employee resource groups, particularly ones focused on pronoun training and gender inclusivity. ADP's Lacey Ross-Prouty explains how companies can implement training programs related to pronouns and recommends creating customizable email signatures and other ways for employees to express their identities. Full Story: Training magazine (6/29)
Benefits & Compensation
Why burnout is your problem, not your employees' Experts are urging employers to address worker burnout, which has risen during the pandemic and is evidenced by higher reporting of mental health issues, a higher-than-ever "quit rate" and increased premature deaths. Experts discuss how burnout is an employer problem, not a worker issue, and stress that the right leadership is essential to creating a work culture where practices that contribute to burnout are not tolerated. Full Story: ABC News (7/2)
The HR Leader
Stop avoiding workplace conflict Workplace conflict is often exacerbated by a failure to confront it, such as when a leader is insecure or a star performer's behavior needs addressing, writes Marlene Chism. Such situations need coaching on problem-solving and decision-making skills. Full Story: SmartBrief/Leadership (7/6)
About the Editor
Kanoe Namahoe
He went to work early and came home when it was dark. He spent his days climbing telephone poles and crawling under houses to repair telephone lines for residents and businesses. When it stormed, he donned a big yellow rain suit to tromp through fields to make sure homes in rural areas had service. And when wildfires hit, he would be sent out to help maintain communication lines for emergency crews. The world called him “blue collar.” I call him Dad -- and my hero. Blue collar taught me how to be industrious. Reliable. A non-complainer. And that personal integrity should always drive me to do excellent work. Blue collar told me to go to college, get a degree and find work doing something I enjoy. I did. I’m officially “white collar.” But blue runs in my veins. We are likely looking at a decline in blue-collar workers as more baby boomers choose retirement, according to today’s Recruiting & Retention story. As these folks exit the workforce, they leave behind a legacy of high-quality output and work ethic. May we all work to honor that. How can I serve you better with this brief? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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