Let’s start off on the right foot
“I don’t think that loving yourself is a choice. I think that it’s a decision that has to be made for survival.” —Lizzo
The skinny
Since the second quarter of 2020, labor productivity — the amount of output per hour of work — has risen at a 3.8% annual rate, compared with 1.4% from 2005 to 2019.
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People are werking it.
Yup. And all it took was a global pandemic. Good news is, the GDP has more than fully recovered, with a .8% second-quarter higher output than before the coronavirus.
Guessing there’s bad news.
More like murky news. It’s clear that people are more productive now than before the pandemic, but how long will this productivity boost last? Have employers finally cracked the code of providing the necessary tools/benefits/perks to make their employees happier and therefore more productive?
So…have they?!
Unfortunately, there are no “yes” or “no” answers when it comes to these questions, only a deeper dive. Grab your goggles; this topic is going to get deep.
Roger that.
Great, let’s dive into this productivity mystery. First and foremost, the increase in overall productivity could be because many of the jobs that were eliminated were “low producers” – hate to break it to you, but not all jobs are created equal in terms of economic output.
Sure, go on.
Then there is the “doing more with less” strategy. Many businesses are finding it hard to fully staff up right now. And desperate times calls for more creativity.
What do you mean?
Well for example, restaurants are allowing customers to order on their phones without servers. Or retailers are offering more self-checkout options. These automation strategies may not just be Band-Aids, but long-term solutions.
But…what about the jobs?
It’s not a fist-shaking situation yet. The truth is, employees are saying, “I want more than all this,” (cue mermaid song). Which is forcing employers to invest more in training, potentially shifting people from low-productivity jobs to higher-productivity ones.
That’s good, right?
It is…but there’s also the darker side of doing more with less. Which is, you know, burnout. Less workers doing more work may not be sustainable long-term. But on the brighter side of things, people might be willing to work harder at certain jobs if compensation is higher. Paying more = higher performing workforce.
What about WFH?
Right. The work-from-home effect is real. With commutes out of the way, people are simply working more at home. And WFH isn’t just rainbows and butterflies for the employees. Employers can save more on rent and office supplies, reinvesting that money into employee salaries and training programs for even MORE productivity.
So, these things all seem pretty “thumbs up-y.”
For sure. The future is always uncertain, but these gains in productivity and creative automation strategies are likely not going away anytime soon. Which is a good thing, for now.
Further reading: Yoga, therapy, and 401(k)s: California businesses beef up benefits to attract workers.
For you: What to do when burnout hits.
The skinny
Gray-collar workers, which refers to health care professionals, firefighters, police officers, and airline pilots, are projected to be one of the fastest-growing employee demographics post-pandemic.
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I look good in gray.
Gray is the new…blue? Gray-collar workers are the middle-ground between blue and white and are a critical part of the labor force.
So, you mean essential, right?
Right. Being at the intersection of technology and both blue- and white-collar disciplines, gray-collar workers are entirely a product of the modern workforce, and yes, are under the umbrella ella ella of “essential.”
So, gray is here to stay?
Very much yes. The positions requiring some combination of physical and technical skills are on the rise, since they are difficult to automate, creating a huge demand for those in the gray.
Sensing a “but…”
There always is. The problem is that, for the most part, gray-collar jobs generally require secondary education, but not necessarily a 4-year degree. And because of their less restrictive education requirements, these jobs can be lumped in with blue-collar positions.
So what? This isn’t the washing machine.
Well, because gray-collar workers may feel minimized if they aren’t recognized for the highly specified skill set that makes them a critical part of any organization, especially those organizations facing big digital changes.
Ok, so separate the blues and grays?
In terms of recruitment and retention strategies, yes. These two groups are not the same, and have different needs, wants, and concerns. And employers need to tap into this ASAP. According to some, gray-collar jobs may collectively make up more than half a billion of the jobs in the world’s economy over the next decade.
Totes quotes: “[Gray-collar workers] have this magical sort of sweet spot. The gray-collar worker has to play a more prominent role because they have this sort of perfect balance of capabilities that we will need to power our economy and the growth that every organization is striving for.” —Cecile Alper-Leroux, VP, UKG
Further reading: Your company’s COVID response may be hurting deskless workers.
The skinny
With its role in fostering creativity, innovation, and agility, cognitive flexibility is one of the top skills required to excel in today’s workplace.
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To cognitive flexibility, and beyond!
Umm...that’s the spirit. I’m encouraged by your enthusiasm, but flexible thinking doesn’t always come easy. When we’re feeling anxious, under the gun, or depleted, we can be especially susceptible to falling into narrow, ridged, and unhealthy thought patters.
Ok, bringing me down.
Don’t worry; the good news is that you can learn to think more elastically and change those thought patterns for the better.
Call me rubber band, I’m ready.
Good. First, seek outside inspiration. We each operate with a mental schema constrained by our limited experience and exposure to the world of possibilities. If you come upon a problem you can’t crack with your usual solutions, ask someone to help outside your team, or even your industry.
Cool, what else?
Imagination station. To break your ingrained thinking, try imagining how someone in a different position would think about your problem. Ask yourself, WWMCFOD? How would your Chief Financial Officer approach your problem?
Like an alter ego?
Exactly! Perhaps develop up to 6 different “thinking hats,” with each hat representing a different perspective. This will allow you to see an issue from a myriad of angles.
I love hats.
Perfect. Lastly, embrace your inner 5-year-old. Ask, “Why?” “Why not?” and “How?” until you literally can’t take it anymore. This exercise will allow you to get down to the very bones of a problem and will perhaps help you uncover something new along the way.
But, why?
I see what you did there. At the end of the day, the best way to generate new ideas or strategies might be simply to stop. When you spend time thinking critically about a problem and then stop working on it, your amazing unconscious mind continues to work in the background making new associations.
Wow.
Yes. It’s pretty incredible. When you allow your mind to rest and wander, new awareness and insights could arise. Fun fact: even Albert Einstein regularly stepped away from his work to play his violin.
Totes quotes: “According to one Michigan State University study, Nobel Prize-winning scientists were 2.85 times more likely to have an artistic hobby than the average scientist. The creative evidence shows that in order to fuel insight and creativity, you need a balance of work and rest.” —Dina Smith, owner of Cognitas, a leadership firm
 Now a break from the news… |
 Compliance Corner |
Here’s something to…
- Watch: 8 new Netflix treats.
- Listen to: New jams released this week.
- Know: Scientists discover Stonehenge is constructed from indestructible material.
- Beware: Mental health under growing strain in COVID second summer.
- Follow: Interested in foraging?
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