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2010 Business Trends to Track and Challenges to Chuck
Author:
Philip Leitch, GMA National President
SUMMARY
While
most developed countries scramble to rise up from the economic ruins,
Australia stands firmly grounded, poised to hit the road to economic
recovery. This article
compiles some of these emerging trends.
Talent Shortage and the Aging Workforce. Despite the minimal effect of the GFC to
Australia’s employment rate relative to other countries, managers
still have much to contemplate about their workforce. The male workforce
population aged 55 and up will grow by 10%, while its female counterpart
will grow by 19%.
Businesses have to identify whether these aging numbers occupy critical
positions in the organization. This ensures that businesses catering to
the senior citizens market, such as health and wellness centres, travel
and cruises, cosmetics and cosmetic procedures, do not sag and wrinkle
like aging skin.
Innovation and Small Businesses.
oDesk’s growth continues its trend of almost exponential growth.
Emergence of Social Media.
GFC or not, the importance of social media in businesses
and marketing cannot be ignored. In 2009, Twitter snowballed by
over 600 percent, Facebook by 210 percent and LinkedIn by 85
percent.
More....
Engaging
staff: the next challenge
Author: Jennifer McCoy Director
of Positive Change Consulting & GMA Director
SUMMARY
Is
your organisation talking about staff engagement - or lack of it? The
challenge: after difficult economic times, how to re-engage staff and
restore faith in managers and leadership.
Research surveys and productivity reports
have always placed responsibility on managers for low staff morale, low
productivity and staff turnover. Now that staff engagement is seen as
critical for business recover; poor management it’s feared could mean
staff will not make the commitment needed.
But managing people is not
easy. Ask most managers what is the most difficult thing about managing
staff and they’ll talk about the numbers of people, staff conflicts,
the paperwork involved, and a lack of time and resources; plus
frustration at the communication they deliver, which is denied by staff.
A coaching approach could be the solution.
Not a soft option, rather a system and process for a win-win solution!
The manager can be confident that performance outcomes are clear and
agreed to and that action plans are in place for monitoring and review:
leaving time for leadership. Employees know what they are responsible
and accountable for; they feel valued and supported, encouraged to use
their initiative, respected for problem solving – and called to
account if they abuse the trust.
Read
more; find out how coaching works and try out some simple strategies
yourself.
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