Tentative in '10

[Cartoon courtesy of Grantland Cartoons]

Employers are nothing if not circumspect when it comes to plans, meaning more cowardly than anything else. Few are truly worried about the business; more often the concern is those at the top won’t make as many millions as they did last year. The horror of making one million less than you had banked on!  Can you imagine?

Nevertheless, many workforce managers are finding their way these days thinking about what their executives expect in the way of this year’s circumspection. How careful (meaning miserly) do we need to be this year?  “Circumspect” enough to double or triple the workload of employees to launch money-making strategies without adding additional manpower? 

When it comes to full-time workers, it’s a tall order to expect companies to add more when we’ve not yet fully emerged from the effects of the recession, but it might be a good idea to hire help for “revenue driving” ideas. I was just talking to a colleague the other day about how worthwhile a special project manager is. We had one in a past company, and while the inhabitants of that position weren’t always spectacular (one I suspect was a borderline alcoholic), it was great getting to focus on the tasks we were hired for rather than getting sidetracked by marketing duties. With the rise of marketing via social networks, it seems these days everyone is a marketer. Since your company doubtless has a “revolutionary” social media strategy it’s planning to roll out in ’10, think about whether your want Dana the Woman with Seven Cats and a Bat in the next cubicle over to spearhead it, or whether it may be worthwhile to pay a few thousand to a trained marketer.

When it comes to part-time or temporary workers, the beauty is, both from a payroll and a human relations perspective, you don’t have to live with them for long. As I’ve often lamented on this blog, human interactions in the workplace aren’t always the best (stolen lunches; childish competitions; lying supervisors), so in addition to the fabulousness of not having to pay the special project person long-term, you don’t have to worry about the individual stepping on any valued worker’s toes. Believe me, as one whose workforce toes have experienced pinching, it’s a relief to remember Joe the Unproductive isn’t here for good (especially if his title and salary are higher than yours; happens sometimes).

Sometimes, of course, if you’re a company with multiple offices you can direct special project people just to the regions you need them most, and more importantly, pick desirable regional offices to transfer employees to as a reward. Let’s say your company is based in New Jersey, and you have a booming office that’s just opened in Malibu, CA, do you think a young up-and-comer might enjoy a relocation to benefit the company and her quest to become a surfer?  In other words, when you think about offering targeted manpower additions to your employees, think about how you can get the most bang for your buck by using the new positions as internal incentive rewards programs. Relocation isn’t a chore for the young, upwardly mobile, open-minded, and unanchored (no family of their own yet).

The emergence of green jobs to be hip, if not socially conscious, is another way to direct manpower funds to a specific kind of work role, while also exciting your youngest employees. I’ve heard workforce generational research suggest that Gen Yers are especially excited by the idea of “green” companies. A couple, or at least, one new job role that can be called “green” is something you can use to attract new high-potentials to your payroll, and, like the prospect of relocating to a better place, a great incentive to present high-performers players.

Another thing at least some of your recruits will have that you don’t is bilingual ability. That’s not because you’re lazier than they are or less educated. It’s simply a function of an ever-greater number of Hispanics entering the workforce. With many of these individuals from bilingual households, you could use their skills to launch one, or even a few, new positions centered on reaching out to the Hispanic market. It’s a growing market of consumers, so why not make the most of the bilingual skills under your own roof?  Many of your employees with the ability to speak Spanish probably will think of it as a great opportunity—maybe even a reward—to use their skills to tap a market that includes their family and friends.

Business travel is one of today’s big no-nos, but why should that be?  Sure, it’s expensive to travel compared to using a trusty online meeting service, but think about how much your employees can learn from cross-country or (better yet) overseas business travels. Aside from learning about markets different from their own by face-to-face/culture-to-culture contact, many of your employees would love a chance to travel. You pay them so little, how else can they see the world but for business travel forays?  It’s not frivolous if you choose wisely—picking only those workers who deserve to be rewarded and sending them on trips with a true value-add from face-to-face interactions. Be sure not to limit these travels to salespeople. Many of those workers already get hefty commissions and bonuses. Use posh travel opportunities as a reward to those who work just as hard in unsung positions.

When all else fails, you can just ignore your workforce. With bad financial times lingering for so long, many of you have tried so many approaches to being “circumspect” and “prudent,” that enforced ignorance of your employees’ activities and performance status may be all that’s left to try. The good part about the ignoring strategy is it usually doesn’t involve additional manpower. Imagine the job role: Chief Executive Ignorer.

What employment trends have you already noticed this year?  Any that particularly concern you?

Comments

[Denver Virtual Office Space]

One option for cutting costs in a office is moving to a virtual office space. You can even get a virtual phone answering service so you can seem professional to anyone who might call.

[Nike Air Max]

When entering your blog ,I am attracted by the extraordinary pictures about the shoes with the fashion style. What a suitable and comfortable shoes for summer, I like this style and I have found the perfect and pretty shoes for a long time.
by Nike Air Max

[Nike Shox NZ]

When I enter your blog, clear picture I like it very much,Could you tell me your address, convenient after entering.thank you.by Nike Shox NZ

[Nike Air Max]

love this site – it’s a great blog – may i suggest you get an rss feed

[Nike Shox]

There have a chance that we can have an furthur exchanges and cooperation.I will always pay attention to your blog. a great blog!

[Air Rift]

Studying your surprising blog, I notice it is of the particular insights and best suited suggestions.Believe I will acquire what exactly I would like from your trusty ideas.Greatest wishes for you!

[Air Jordan Shoes]

Impressive post. My colleagues and I were just discussing this the other day. Also your page looks great on my old blackberry. Now thats uncommon. Nice work.

[creative recreation]

You've written a particularly impressive publish providing highly valuable tips. You have a extremely good feel for getting the right facts out to the people through blogs. I am also incredibly impressed with the website as a whole. Keep up the great perform. creative recreation

[Margery Weinstein]

Thank you for the kind compliments. It's very much appreciated!

[Belstaff Jackets]

For any folks invested in more and better resident contribution, that is a knock back, i believe. But strangely enough, the newest one-pager Can involve many responsibilities around consultation.

[Blow Up Doll]

YES! I felt like i experienced been the incredibly final just one to decide this movie, as I do not see it in theaters. But I just observed it and I LOVED IT. Zooey Deschanel is my favourite.

[Canada Goose UK]

I think she just wants to be the Asian Ann Coulter.