Moore’s Post

We've been working on ideas for helping our co-op members to tackle the big issues of recruiting, retaining and developing staff. David Michie shares exciting new plans for tackling these major issue for our co-op members (and businesses everywhere) in his latest blog at: https://lnkd.in/dnye2zT8 and below in a snippet from our Summer newsletter. #workingtogether

After their beta product reached 30,000 workers in New York City, founders Timothy Makalinao, Caleb Lee, and Larry Zhang knew they had a winning idea—they just needed a brand identity worthy of scaling it further. To bring its vision to life, Bandana partnered with Motto® to transform its placeholder identity into a re-envisioned brand that fully supports its vision: a worker-first job search platform that puts honesty before all else. OUR SCOPE: Working hand-in-hand with stakeholders through 1:1 interviews, we distilled their ethos into a cohesive brand encapsulating the "honest to a fault" energy of a cutting-edge startup sick of shady hiring practices. Apart from fresh branding, we developed a creative name to stand out from other corporate vanilla job platforms. This was to reflect the essence of real, everyday people and creatively capture the worker's spirit. BIG IDEA: For the People. Boasting a nearly 300-year history of form, fashion, and function, the bandana has represented many things throughout history—everything from American independence to workers’ rights. An iconic symbol of determination, hard work, and rebellion. Rosie the Riveter and Tupac come to mind—a sign of its relevance and ability to cross cultures and ages. See the full case study here: → https://bit.ly/3yKIHNk

Culture is at the core of a successful firm: Today we got to celebrate our coworkers who are expecting! We will soon have two Opes One baby girls 💕 It was such a special day getting everyone together, chatting, laughing and enjoying some yummy food, while celebrating the people who work hard to make our firm so great. When you’re looking to partner with a firm or company, you’ll realize culture is truly at the core of success. You’ll realize how valuing, celebrating and recognizing the wins both personally and professionally of your team is intrinsic to the thriving development and efficacy of the firm. You’ll realize it’s okay to take a second to stop and smell the roses, build relationships with those you see everyday, and go back to work with a smile on your face and energy to continue to grow! Culture is something I used to think was not a big deal, or at the top of my priority list when I was career searching… that is, until I experienced a work environment that had none. When I interviewed with Opes One, I knew my first question would be to ask about culture as it would become a deciding factor in my decision process. I’m glad to get to build with a firm that celebarates the wins of the entire team and encourages us to grow each and every single day! Enjoy this video I captured as Faith Villar and I decorated for this special day 🍼 #culturematters #buildingasuccesfulteam #culture #hiring #financialplanning

Indianapolis, please join us on Nov. 16 for insights and practical tips that are "must-dos" for amping up, motivating and retaining your employees, salespeople and channel partners. We'll explore: - The rule of one: How do we create a welcoming, inclusive environment? - Building a career: how do we create a workplace where there are multiple paths to contribute and grow? - Celebrating success: How do we recognize and reward meaningful contributions to the success of the organization? https://lnkd.in/gwXrC5Es

Is your company leveraging the gift of each generation? See the breakdown: Gen Z (born 1997 - 2012), the oldest members are 26. Get Y / Millennials (born 1981 - 1996) are ages 27 to 42 and make up 35% of the US workforce. Gen X (born 1965 to 1980) are 43 to 58 in age and make up 33% of the workforce. Baby Boomers (born 1946 - 1964) are ages 59 to 77. Traditionalists were born in 1945 or earlier and are 78 years or older. If you are a seasoned professional in the #US or #Canada with an annual salary of $150K+ and looking to transition because you are no longer in alignment with your employer, email your #resume to kim@kltracy.com to schedule a free review or visit www.kltracy.com for more information. #careertransition #Careertransitions #Resume #resumes #careerchange #thebigquit #greatresignation #careerwithpurpose #career #outplacement #employment #workplace #workforce #returntowork #layoff #layoffs #quietquitting #unemployment #Google #Microsoft #Meta #Amazon #Spotify #CSuite #goldmansachs #Blackrock #Citi #morganstanley #Boeing #Disney #DocuSign #Walmart #McKinsey #Ericsson #Twitter #Starbucks #QVC #siriusxm #Apple #Starbucks #Lucid #McDonalds #Merck #Lyft #3MersUnite #Intel #Ford #GM #IBM #Telecommunications #tech #AmericanFamily #Pfizer 

Culture stems from trust. Trust people, and they will be empowered. Empowered to go beyond and achieve. This is the foundation of Chaucer's culture. Here's the a look into life at Chaucer from five employees across the business. Or learn more here - https://lnkd.in/d8KHPZ-N

I've had so many people ask about Jobs for the Future (JFF) and my new role in the Employer Mobilization Practice. Well, there's an exciting opportunity coming up in July for you to learn more in person at the Impact Employer Summit at Horizons. For more information, see Cat's post below. #FutureOfWork #InclusiveCareerMobility #Horizons #ImpactEmployerSummit

You’ve Heard of Quiet Quitting. Now Companies Are Quiet Cutting. Layoffs are down, but employers are still finding ways to cut jobs By Ray Smith Feature Reporter at The Wall Street Journal Good news: You’re not laid off. Bad news: The job you had yesterday doesn’t exist today Workers are waking up to emails and team-meeting requests with a jarring message: They aren’t fired but their jobs are gone. People on the receiving end of these memos describe running through a range of emotions, from relief that they’re still employed to a sense of dread that their bosses secretly want them to leave. They are also facing a labor market that isn’t as robust as a year ago, leaving many to believe that the best option is to stay put and hunt internally for a better fit. Great article by Ray Smith in the The Wall Street Journal about the phenomenon of "quiet cutting" in companies. Instead of outright layoffs, employers are finding ways to cut jobs without explicitly firing employees. This includes reassigning employees to new roles, often lower-paying or less desirable ones, with the hope that they will eventually leave on their own. The article highlights that reassignments have become a significant part of the current labor market dynamic, with companies using them as a strategy to fill vital positions while reducing costs associated with old strategies. However, for employees, being reassigned can create anxiety and a sense of uncertainty about their future with the company. The piece shares personal stories from workers who have experienced reassignments, such as Matt Conrad who went through two reassignments at IBM before securing his current role. Conrad's experiences took a toll on his mental health, but he persevered because he believed it was unfair to give in when he was a top performer. The article also provides some insights into how employees can navigate reassignments, such as asking managers for clear explanations about the reasons behind the reassignment and how it affects their career path. It also mentions that there is often little legal recourse for workers in these situations, unless they can demonstrate that the reassignment was retaliatory or discriminatory. Overall, the article sheds light on a growing trend in companies and the challenges it poses for employees. It encourages readers to share their own experiences and thoughts on reassignments in the workplace. https://lnkd.in/dFST6nBK? #quitecutting #workforceplanning

One of my goals for WIG - Work is Good is for it to be a company where people are not just a number. After years of working at big companies, I've identified two things that were clearly wrong to me: 1) The way people were treated. 2) The way projects were managed. These companies are too old-fashioned. ❌ They don't respect deadlines. ❌ Quality of deliverables is not a priority. ❌ People are just a number in a spreadsheet. The goal for WIG is still to become a product company. But we can fail at that and be okay. The one thing we CAN'T fail at is becoming a place people enjoy working at. WIG - Work is Good as a company should contribute to its team's well-being and professional satisfaction. We are and will continue to be a company 100% focused on its people. Our revenue and success will be simply a natural consequence of our team's dedication and happiness. This is our thesis. What do you think?