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#Leadership : Why Flex-Hours Will Save Your Millennial Workforce…Use These Three Tools to Help your Business Retain its Millennial Workforce.

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“I had to leave,” she said. Dianne, a tech-savvy marketer in Albuquerque, just accepted a flex-hours position at a software company. The decision to quit her current job wasn’t even a question.

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“They offered me more money and more flexibility,” Diane said. “Now I don’t have to pretend like I’m busy at a cubicle when I’m finished with my projects. I get to focus more on my side hustle. I get to live my life.”

 Young people like Dianne are dropping out of the 9 to 5 in droves. They don’t want to slave away for a company half their lives just so they can “live” when they’re retired.

Millennials want to live now.

And with remote technology, they know it’s possible to live and work in the same breath. That’s why the Y-generation is abandoning conventional workplaces and opting for companies who offer flexible hours. Will that be your company?

Related: Not Offering Flex Time? You’re in Trouble.

Here are three tools to help you retain your millennial workforce:

1. Trello.

Originally designed for content management, Trello’s intuitive system of tiles, columns and comment boards allows you to assign work, give and receive feedback, assess project status and make instant revisions — all from your laptop.

Trello makes the transition to flex hours a dream. It gives you peace of mind knowing that your employees are informed and on task wherever they are. And it makes life simpler at the office too.

 

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2. Slack.

Slack is a direct line of instant communication between individuals and groups. You can set up as many channels as you like: for marketing, accounts, HR and any team you need to connect. And you can customize each line to be as private or public as you want.

Related: 5 Ways Telecommuting and Flex Time Help You Recruit the Best Workers

Slack’s system of alerts gives your employees privacy, but also allows you to connect with them in emergencies. Have employees check their Slack line every hour to make your flex-hour transition a breeze.

3. Skype.

The one thing keeping employers from making the flex-hour leap is control. You need the ability to make spot corrections, and to show employees exactly the way you want things done. But you don’t need to be in person anymore to do that — you’ve got Skype.

Skype’s screen-share feature enables you to give step-by-step directions and corrections, and the face-to-face connection gives you the satisfaction of an in-person meeting.

Related: Your Workers Want Work Flexibility But Companies Benefit Most

By integrating these three management platforms, you’ll give your millennial employees the freedom they need to commit to your company. You’ll increase your in-house efficiency. And it’ll cost you under $150 a year.

Since all three software systems have lite versions, you can begin experimenting with remote technology today. Hire a consultant to expedite your flex-hours transition.

 

Entrepreneur.com | November 21, 2016 | Dan Dowling

 

#Leadership : The Future of Work- LinkedIn Data Shows More Cash-Strapped Millennials Turning To Part-Time Freelancing…The Ranks of Part-Time Freelancers are Swelling, Particularly Among Younger Workers in Expensive Cities.

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The number of U.S. workers with full-time jobs who freelance on the side is sharply on the rise.
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According to our data here at LinkedIn, the share of those users in our top professional fields has doubled in the past five years. What’s more, the number of people freelancing on the side of their day jobs is growing more than three times faster than the number of full-time freelancers on LinkedIn. Here’s why.

WHO, WHAT, WHERE . . .

Who are all these folks? To find out, we started by examining roughly 9,600 of LinkedIn’s ProFinder professionals. To be sure, that may be a self-selecting sample, and the way those users choose to respond to survey questions can vary based on professional, social, and regional culture, not to mention personal preference. (Not everyone thinks about freelance work the same way, for instance—some don’t even call it “freelancing.”) But because they’re vetted, qualified freelancers who have purposefully chosen to join the platform, they’re among the most committed independent workers in a gig economy that’s still very much in flux—which may make them the trendsetters to watch.

 

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In any event, we discovered some interesting patterns. For one thing, it’s clear that some people are more inclined than others to add part-time freelancing to their repertoires than others. We’ve noticed, too, that men are doing more part-time freelancing than women, and millennials are doing so more than any other age group.

Of all the users who list freelance work on their LinkedIn profiles, 20% have a full-time job in addition to their freelance business. That means full-time freelancing still dominates, but the side-gig model is quickly catching up. These are the top five industries for full-time professionals who freelance on the side:

  1. Financial services and insurance
  2. Professional services
  3. Technology and software
  4. Entertainment
  5. Staffing

. . . AND WHY

The reason is pretty obvious: extra income.

According to our data, a whopping 47% of professionals who are freelancing while working full-time are concentrated in six states with major urban populations: California, New York, Illinois, Texas, Massachusetts, and Florida. Since these professionals are living in some of the most expensive cities in the country, it’s not a wild hypothesis that they’re motivated, at least in part, by the need to bring in some extra cash.

According to a recent survey from Payoneer polling more than 23,000 freelancers in over 180 countries, the average freelancer charges around $21 an hour for their services. For those freelancing on the side who are able to squeeze in an extra 10–15 hours of client work each week, that can quickly add up to an additional $1,000 or more in discretionary income every month.

So for anyone whose main source of income isn’t keeping pace with their rising costs of living—a situation that describes many Americans yet varies widely from one state or region to the next—part-time freelancing may seem like an appealing option.

 

OTHER MOTIVATIONS THAT HINT AT WHAT’S COMING

That may not be the only motivation, though. Some other immediate benefits to taking on freelance work in addition to your day job include personal branding and networking. It can widen your exposure to different companies, types of work, and people. So if you’re deliberate about working with the type of clientele that will help push your career where you want it to go, you stand a better shot at gaining the clout—and client rolodex—to become the go-to person within your niche.

Part-time freelancers seem to understand this, especially millennials, many of whom have aspirations of making a full-time living as a freelancer. For many, side gigging, is meant to be a stepping stone. They recognize that it’s best to begin with a handful of clients to build their resumes and bulk up their portfolios before making the leap into full-time independent work at competitive rates.

Looking at the demographics of ProFinder professionals, we see a large proportion of full-time freelancers falling in the 45–59 age range. Those people have likely had long careers and built substantial networks in their industries before leaving their corporate jobs to go freelance full-time.

Faced with these patterns, it’s looking like traditional nine-to-five jobs may soon become relics of the past. As younger professionals enter the workforce, they’re gravitating more toward independent work—in many cases not just out of necessity but deliberately, with an eye toward the types of careers they want to pursue. In the meantime, it seems likely that the ranks of part-time freelancers will continue to swell—even if they don’t stay part-time for good.

 

FastCompany.com | GYANDA SACHDEVA  | 11.14.16 5:00 AM

#Leadership : How A 25-Year-Old CEO Leads A Workplace Full Of 20-Somethings…It’s Less about Age & More about Years of Experience in a Relevant Role. There are Some people Brand New to their Role [at WayUp] but have 4 Years of Experience in another Job, but I’m Going to Treat them Exactly the Same as someone who Just Graduated from College & Started Here.

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What can actually keep millennials at their jobs, with so many leaving within a year or two? Wessel says that’s the number one question she gets from businesses. Here’s why they want to move on in the first place: “One, they feel like they were promised something they didn’t get with the role. And two, they didn’t have the right information or transparency into the company regarding what they were going to be doing.”

workaholics-2

“I say to people, in the beginning, you definitely have to gain trust of your manager. I don’t want you going off and doing things on your own. Once you gain their trust, then do cool things.”

Picture this: College pennants cover the walls, there’s a fridge full of Red Bull , a poster of John Belushi in “Animal House,” and paper lanterns hanging from the ceiling. Think you’re in college dorm room? Think again. Welcome to WayUp, a two-year-old startup that connects college students with internships and entry-level jobs, located in New York’s Chelsea neighborhood.

At the helm is 25-year-old Liz Wessel, WayUp’s cofounder and CEO. She oversees business operations and manages a team of nearly 40, most of who are fresh out of college themselves. Now running her third startup, she knows a thing or two about being the boss. But, unlike other leaders who ask themselves “How can I best manage my team?” or “How can I best work with millennials?” Wessel must ask both: “How can I best manage people my own age?”

Besides a few more senior staff members, almost everyone at WayUp is under 30; the average age is 24. How does Wessel, a millennial herself, manage people the same age? She says, “It’s less about age and more about years of experience in a relevant role. There are some people brand new to their role [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][at WayUp] but have four years of experience in another job, but I’m going to treat them exactly the same as someone who just graduated from college and started here.”

 

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Before launching WayUp with cofounder JJ Fliegelman, Wessel worked atGoogle GOOGL +0.41%, where she observed different managerial styles and, from that experience, determined how to shape her own leadership. She says one takeaway was how to build trust with new employees, especially those that are just starting out. “I say to people, in the beginning, you definitely have to gain trust of your manager. I don’t want you going off and doing things on your own. Once you gain their trust, then do cool things.”

What does Wessel wish she knew? “Turnover and firing is normal. Don’t take it personally and don’t [be afraid to] fire someone because of X, Y or Z excuses. It’s for the best.”

This time a year ago, Wessel had six or seven employees. She forecasts ending 2016 with around 50. With an ever-expanding team, Wessel says what she enjoys most as its leader is learning alongside her employees and figuring out complicated issues. What she finds frustrating is when a team member doesn’t understand something that comes naturally to her. “Sometimes when someone can’t figure something out and it’s so obvious to me…it gets frustrating,” she says. “It’s one of those situations where we’re the same exact age, I know this, you should know this, we have the same kind of experience. I just think overall I have to remind myself that I have two years more of experience at this specific company doing this kind of job than they do.”

On her personal leadership style, Wessel puzzles for a moment, “Maybe empowering? I’m a little more tough love than nurturing. I just want them to learn and figure it out.” Wessel, a 2016 30 Under 30 In Enterprise Technology, can relate to her industrious employees because she wants the same things out of her career. “The positives [of managing millennials] are that they aspire to do so many things, they want to achieve, and by ‘they’ I mean me, too. They want to achieve a ton, they want to learn, they want to grow, they always want to prove that they can accomplish great things.” Their enterprising nature, however, is also one of the largest downsides of managing them. “It’s definitely harder to retain millennials because they want to try out so many things.” Wessel explains that losing great employees to other companies is hard for her because she’s missing out on great talent, but she also personally understands why they want to try out new opportunities.

What can actually keep millennials at their jobs, with so many leaving within a year or two? Wessel says that’s the number one question she gets from businesses. Here’s why they want to move on in the first place: “One, they feel like they were promised something they didn’t get with the role. And two, they didn’t have the right information or transparency into the company regarding what they were going to be doing.”

She says the fixes are getting content out there about what specific roles entail and having internal mobility opportunities so employees can know where they’re headed. “That’s how they’ll know their way up (no pun intended) and get promoted,” she says. She also explains that giving feedback is imperative. Drawing on her own experiences as an employee, she’s implemented several layers of feedback for employees so they have a sense for how they’re doing and what they can improve on.

What does Wessel wish she knew? “Turnover and firing is normal. Don’t take it personally and don’t [be afraid to] fire someone because of X, Y or Z excuses. It’s for the best.”

But it’s not all business all the time at WayUp. Young employees enjoy a number of perks that keep them happy, like free lunch on Wednesdays, outings in the city, beer on Fridays, and quarterly “Thirsty Thursdays,” where they invite friends and turn the office into a frat house. Even so, in Wessel’s opinion, “The number one perk is that we’re always going to push you to learn more.”

 

Forbes.com | May 18, 2016 | Natalie Sportelli

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#Leadership : Vision 2020: 7 Ways Millennial #Managers Will Change Work…Like It or Not, #Millennials will Soon be Promoted en Masse. Here’s How they’ll Shake Things Up.

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Like it or not, here they come. Whether you’re cowering in dread at their coming, or cheering in the corridors at the latest regime change, millennials will soon be in positions of power — and they’ll be making changes.

 

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http://www.inc.com/jessica-stillman/7-ways-millennial-managers-will-change-work.html