The Workforce Connector is a monthly publication made possible by HSHS Sacred Heart Hospital, Marshfield Clinic Health System, Mayo Clinic Health System, Prevea Health, and Xcel Energy.
The Eau Claire Area Chamber has many initiatives to help employers retain, recruit and develop employees. Many of these programs, committees, and events have been around for years; At the 2019 Annual meeting our CEO/President David Minor announced the intention of focusing on Workforce Challenges and Solutions in the Chippewa Valley. This publication and the initiatives highlighted on our website are the beginning, use the button below to "learn more".
The chamber's workforce initiatives are led by the Workforce Development Committee Chair, Monica Obrycki of Eau Claire Energy Cooperative and Kaylynn Stahlbusch, Workforce and Program Director of Eau Claire Area Chamber.
Business Salutes Eau Claire Golf Classic
The Business Salutes Eau Claire Committee of the Eau Claire Chamber of Commerce organizes the annual Business Salutes Eau Claire Golf Classic (BSEC) that promotes networking for 170 members.
For more information on Business Salutes Eau Claire, please contact Phil Swiler.
Bravo to Business
Join us at Bravo to Business on Wednesday, September 22, 2021 at the beautiful Florian Gardens Conference Center as we recognize outstanding local businesses in our area for the significant role they play in driving the city's business community and economic growth.
Bravo to Business is an award ceremony that will focus on local businesses as well as community development in our area for the significant role they play in driving the city’s business community and economic growth. This event will be held on Wednesday, September 22nd in conjunction with National Chamber of Commerce month.
22nd Annual Age of Opportunity Job and Volunteer Fair: Exhibitors Needed!
The 22nd Annual Age of Opportunity Job and Volunteer Fair will be held on Wednesday, September 15, 2021 from 9:00 a.m. to 12:00 p.m. at the Oakwood Mall. This is a unique opportunity for employers, organizations, and businesses to find an experienced and reliable candidate pool. The Age of Opportunity Job and Volunteer Fair highlights the mature workers in the Chippewa Valley (ages 55+) that are searching for full or part-time employment, project work, flexible hours, or a fun and social work environment.
Being an exhibitor at the Job and Volunteer Fair gives you the chance to meet potential candidates for available paid and/or volunteer positions. The candidates you will meet are reliable, well-seasoned workers who have exceptional skills and talents to share.
Survey to find out what employees need and want to help them balance work and caregiving
The purpose of this survey is to help employers better understand how family caregiving responsibilities impact employees.
HSHS Spotlight Jobs
Search through spotlight jobs that are available at HSHS.
Eau Claire Chamber: Explore Eau Claire Concierge Program
Through the new "Explore Eau Claire" program, a personal concierge acts as a connection to your job candidates and new hires as they make the choice to call Eau Claire home and begin the process of relocation. We ask what's important to them in a community, then research, communicate, and make connections for them in areas such as:
Our "Explore Eau Claire" program will save you time and money. Our concierge is knowledgeable, experienced, and dedicated to serving candidates who are relocating. Whether you have a general employee, manager, or executive, our program helps decrease turnover and increase employee satisfaction.
Understanding the Different Generations in Your Workplace
A Generation Gap...What is it?
A generation gap refers to the chasm that separates the thoughts expressed by members of two different generations. More specifically, a generation gap can be used to describe the differences in actions, beliefs, and tastes exhibited by members of younger generations versus older ones.
The subjects at hand may be vast and varied but can include politics, values, and pop culture. While generation gaps have been prevalent throughout all periods of history, the breadth of differences of these gaps has widened in the 20th and 21st centuries.
Generation gaps play big roles in businesses because, in order to succeed, companies must find ways to balance the needs and views of individuals from different age groups. Businesses must be cognizant of the fact that changing demographics of their client base, including the typical genders of their patrons, can drastically affect their business cycles and bottom lines.
Purdue University: Infographic on Generational Differences in the Workplace
The Challenges of a Multigenerational Workplace
Different generations are shaped by specific internal and external factors. Therefore, not all people work based off the same needs, expectations, and rationale. Managers and employees alike must understand the generational gaps that exist in the workplace, so they are able to collaborate effectively despite the differences. Multi-generational workplaces are common as Baby Boomers work past retirement age and Generation Z enters the workforce. Understand the generations in your workplace, and tackle any workplace generational conflict with the resources below.
Managing a Multi-Generational Workforce
74% of hiring professionals say that the biggest trend shaping the recruitment world right now is the rise of the multi-generational workforce. The first Generation Z workers are entering the workforce, and over 20% of Baby Boomers work past retirement age. With the Gen X crowd and millennials in between, many companies now employ workers from four generations.
Multi-generational workforce challenge #1: Negative stereotyping
Unfortunately, stereotypes abound in the workplace. Do any of these sound familiar?
Multi-generational workforce challenge #2: Different work styles
There can be a significant divide between how the various generations prefer to work. Baby Boomers are used to putting in long workdays at the office, while Gen Y and Gen Z workers usually prefer flexible hours and remote work. At the same time, mature workers are often happy to take an assignment or project and run with, while younger workers prefer group-based work and daily feedback.
Multi-generational workforce challenge #3: Communication problems
Many companies are adopting enterprise software with messaging systems for managers and their team members. Yet while messaging is a normal method of communication for younger employees, some older workers prefer email or phone calls.
How to Manage 5 Generations of Workers | Brian Tracey
How to Thrive in a Multi-Generational Workplace
Terry is 22 years old, and an enthusiastic new starter at your organization.
This is the career that he's wanted since high school and, now that he's got his degree and joined your team, he's impatient to impress his new colleagues with his ambition and creativity.
But he soon finds the going tough. Some of his fellow team members don't seem to appreciate his eagerness, and they are wary of his ideas and suggestions.
The team is a mixed bunch. Some are middle-aged and others are nearing retirement, and have been at the company for years. They feel that Terry doesn't understand the way that things get done in the organization. His enthusiasm and energy is starting to wane as he feels worn down by their reluctance to consider new ideas.
Terry isn't alone. Around the world and across industries, more generations than ever before are working together. Increasingly, it's younger employees who are leading older team members , turning the established order on its head. This new scenario can cause problems, but it also presents opportunities for sharing knowledge and experience. This article explores how to thrive within a multi-generational workplace.
How Generational Stereotypes Hold us Back at Work | Leah Georges
The Silent Generation, baby boomers, Generation X, millennials, Gen Z -- we're all in the workforce together. How are our assumptions about each other holding us back from working and communicating better? Social psychologist Leah Georges shows how we're more similar than different and offers helpful tactics for navigating the multigenerational workplace.
Why We Should Embrace Generational Differences in the Workplace
Two heads are clearly better than one. But two different heads are ultimately better
than two that simply think the same, research has found.
1. It drives innovation
A study by Forbes Insights among more than 300 large, global companies shows that diversity is a key driver of innovation. A diverse set of experiences, perspectives, and backgrounds is essential for innovation and the development of new ideas.
2. Skill diversity
We already mentioned how Baby Boomers used to make phone calls and write letters to build relationships and how this strengthened their interpersonal skills. Younger generations tend to have stronger digital skills.
The beauty of a multigenerational workforce lies in the fact that every generation brings a different set of skills to the table. Often, these skills will be complementary which creates a great opportunity for intergenerational team bonding.
3. Having multiple perspectives
Thanks to their different ways of thinking about the world – and the workplace – each generation will have a distinct thought process. A multigenerational workforce will, therefore, be a source of various perspectives on every subject and idea that comes up.
Not only does this make your organization more appealing to a much broader customer demographic, but it also makes you more appealing to a broader candidate demographic.
4. Future-proofing your workforce
Many organizations are thinking about future-proofing their workforce. And rightly so: we’ve got a rapidly digitalizing world, heaps of people hitting retirement and a recruitment market that is largely candidate-driven.
The good news is, this situation is a great example of how organizations can benefit from generational differences in the workplace.
Having a multigenerational workforce enables companies to launch initiatives like a two-way mentoring program. Mature talents can share their knowledge, experience, and skills with younger generations and vice versa.
This kind of mentoring, especially when part of a sound strategic workforce planning, can ensure the transfer of crucial skills. The benefit is twofold. On the one hand, you’ve got a group of younger employees fully equipped to take over when the time comes. On the other hand, you may be able to keep on your mature talents (part-time) because they enjoy their new role as company mentor.
5. A competitive advantage
Something that can be deducted from the above is that a multigenerational workforce gives you a competitive advantage. Having multiple generations working in your organization makes you more attractive both for a wider audience of potential customers and candidates.
In a time where diversity on a gender, ethnical and age level is a hot topic, being a multigenerational employer is definitely a plus.
6. Better performance and productivity
According to an executive briefing by the SHRM Foundation, research shows that generational diversity can improve organizational performance and that HR practices that improve the age diversity climate in a company can potentially further improve that performance and reduce employee turnover.
According to the same briefing, both older and younger workers are more productive in companies with mixed-age work teams.
OR watch a video highlighting the benefits of generational differences in the workplace:
Eau Claire Chamber
The Eau Claire Chamber of Commerce has more than 1,200 members.