Why Polyworking May Be the Future of the Workforce

Polyworking just might be the workforce trend you already partake in without even realizing it. Polyworking—another name for engaging in multiple jobs at once rather than holding down just one main role—is allowing nearly half of today’s workforce to build diverse skills and talents while avoiding potential burnout. This recent trend shows no signs of slowing down.

How polyworkers and companies benefit from flexible arrangements

Polyworkers enjoy the flexibility of multiple roles, being able to explore a variety of interests and passions as well as expanded opportunities for income, creativity and networking in the work world. Reduced commuting and increased side hustles have paved the way for polyworking as more companies are increasingly open to part-time and contract workers.

In turn, businesses build a stronger pool of talent and innovation and benefit from more productive and engaged employees who stay longer and contribute more. Studies also find that multitasking employees may be more resilient.

How to join the polyworking movement

The good news is that anyone can be a polyworker!

The top skills for this workforce trend include the ability to identify personal and professional interests and to be willing to move in that direction.

Potential polyworkers should start by adding one new role or skill at a time. Where could you do this new role? What skills do you need to get started? You may need to engage in some training or courses ahead of time.

As you continue to grow as a polyworker, make sure you update your resume, bio and social media portfolio to reflect your expanded skills and interests. Then, you can continue to network, grow and seek out even more new opportunities for shining as a polyworker.

Frontline Workforce Trends for 2025 and Beyond

We all benefit from frontline workers. These are the friendly employees who take your coffee order, deliver your packages, check you in for your doctor’s appointment or ring up your groceries. Representing more than three-quarters of the global workforce today, frontline workers are indispensable to industries and individuals alike.

However, employers are struggling with high turnover and plunging job satisfaction from this demographic. Most of these employees say they don’t have the technical tools or training needed to excel at their current job. These front-of-house workers want solutions in the form of instant technology, such as AI, wearables, mobile apps and more. That is why automation is a top trend for frontline workers for the year 2025 and beyond.

Frontline workers are also looking for:

• Flexibility: More gig and temp roles are being used to meet shortages in the workplace today and this trend will continue. Along with this trend comes more hybrid work as frontline workers who have the ability to work remotely seek these opportunities.

• Upskilling: Workers want more opportunities to learn and grow and appreciate ongoing and updated training in new technologies and skills to further their knowledge and their careers. Likewise, they are interested in leadership development programs.

• More AI: Frontline workers are fascinated by the power of artificial intelligence in action and want to engage with it more to help them do their jobs, develop new skills and meet customer requirements.

• A focus on health and wellness: Mental health matters more than ever to workers of all stripes. Companies that take good care of their employees will be rewarded with dedication and longevity. Workplace safety and stress reduction are also critical. These programs can include health initiatives, crisis counseling and more.

• DEI: Frontline workers are tired of being discriminated against by both customers and coworkers. They not only want more diverse executives and colleagues but also diverse training, decision-making and inclusive initiatives across the workplace.

The companies that get these initiatives right will excel in hiring – and keeping – the best committed frontline workers for 2025 and in the years to come.

Understanding Gen Z Lingo in Today’s Workforce

With Gen Z projected to represent nearly one-third of the workforce by 2025, according to the World Economic Forum, their preferences, vocabulary and life choices are also making an impact on companies across the globe. Gen Z has also created its own office lingo, a generational jargon that might be challenging to interpret at first, however, businesses and HR teams that can talk the talk as well as walk the walk will be able to better communicate and connect with this highly digital group.

Here are some of the terms you might hear from Gen Z colleagues:

• Lit: When something is “lit,” it is cool. When it comes to today’s workforce, the word expresses enthusiasm about a project or event.

• Sus: On the other hand, “sus” is short for “suspicious” and denotes lack of trust in the workplace.

• Facts: Shorthand for something that is understood as true and factual.

• No Cap: A way of saying “I’m telling the truth,” “no cap” is an expression of sincerity and transparency.

• Slay: When you slay, you are killing it –whether on a project, in a new role or in life, in general.

• Ick: Just like it sounds, “ick” describes disgust or discomfort with someone or something.

• FR: Short for “for real”

• Rizz: Another word for “charisma,” rizz connotes charm and cool factor.

• Understood the Assignment: This Gen Z jargon recognizes those who excel at something—clearly, they “understood the assignment” in order to do so well.

• L and W: Losses and/or wins, L and W are shorthand for successes or challenges in the office.

• Bet: Akin to “okay,” this Gen Z word acknowledges that the speaker understands the assignment or task.

• Fire: When something or someone is “fire,” they are cool and impressive.

The list goes on—and the vocab is always subject to change based on trends, world events and a generation that knows what it wants and how it wants to say it.

Is the Great Resignation 2.0 on the Horizon?

In 2022, the world witnessed the “Great Resignation” as about 47 million workers quit their jobs in the wake of the pandemic. Some economists are wondering if the Great Resignation 2.0 will make an impact in 2024 since nearly 3 in 10 workers say they will quit their jobs by year-end. A Resume Builder survey of 1,000 full-time employees in the workforce noted that 28 percent expect to resign later this year, particularly younger workers ages 18 to 34 and those in the service industry.

Those who plan to make a career move say they will do so to increase salary, flexibility and job satisfaction. More than half of these workers cite low pay as a primary reason for the planned movement and nearly 45 percent want better benefits and reduced job-related stress.

In response, employers may need to rethink salary and benefits packages as well as remote and hybrid working options. However, since it remains an employer’s market, it may take a swing back to a candidate market to shift these trends.

Interestingly, many workers who participated in the initial Great Resignation later admitted that they regretted the decision to resign.

Why You Shouldn’t Worry about the Increase in the Unemployment Rate

In May, the unemployment rate reached 4% for the first time since January 2022, representing a minor uptick from April’s 3.9% rate. However, economists are saying “don’t worry” because new college graduates are likely the key reason for the increase. The May numbers chiefly reflected unemployment by new job seekers ages 20 to 24 as well as teens looking for a summer job.

The U.S. unemployment rate has been notably low for the past several years and 4% is still considered to be a historically low rate, according to experts and economists who will continue to monitor unemployment insurance claims, which approached 240,000 for the week ended June 15.

Likewise, both the number of jobs and overall size of labor force are both continuing to grow: Nearly 84% of people ages 25-54 are actively participating in the workforce, based on Bureau of Labor Statistics data, its highest peak in two decades. In addition, overall job growth is strong with “nonfarm” payrolls reaching 272,000 in May, outpacing the Dow Jones estimate of 190,000.

The news for now: All is well, but continue to pay attention to future unemployment rates and insurance claims.

The Value of Interim Leadership

Interim leadership might be the full answer for many organizations looking for affordable, flexible transformation. An option for companies that want a seasonal leader but on a more flexible or part-time basis, interim executives offer experience, intelligence, and adaptability.

Why are interim execs more popular than ever?

Interim leaders are trending across companies and industries because:

• They are more affordable. Exec pay is a top budget item for many companies, so interim execs offer a more sustainable and affordable option, especially for smaller firms or start-ups.

• They are flexible and adaptable. If your organization has a specific short-term need or issue to approach, interim execs can help you get the answers you need when and where you need them.

• They are innovative. Bringing in an interim exec, whether for a project or on a part-time schedule, can, in turn, elicit diverse insights, thanks to creative and impactful leadership.

Interim leadership can come with several potential challenges, however. Integrating a part-time leader can be more difficult than hiring a full-time or permanent one, and communication and performance metrics can also be areas that companies need to focus on if they want to employ this model successfully.

If your organization is considering adding an interim position, it is smart to talk with other companies who have done it well—as well as current interim execs—to gain their feedback and insights. Consider the options – consulting, projects, and part-time work—and ensure your legal and HR teams are apprised of next steps and on board.

Ultimately, interim leadership can add up to a full complement of innovation, experience, and excellence for your organization.

Anticipating the Alpha Generation in the Workforce

Independent, always connected, diverse and incredibly technologically savvy, Generation Alpha has grown up in a digital world, accustomed to spending hours each day in front of a screen or device. Named for those born in 2010 and after, Generation Alpha represents the start of a new era and generation that has been transformed by digital technology.

The world of the Alpha Generation is replete with smartphones and tablets, virtual assistants, data, artificial intelligence, personalization and wearables, among other technological innovations. This young generation is often more comfortable with online technology than they are with in-person interactions and they tend to enjoy working independently.

While all of these traits can be beneficial for workplaces, there are some challenges when it comes to the Alpha Generation: Their attention spans tend to be shorter and they sometimes lack the creativity and ability to connect with others that are hallmarks of previous generations.

While this generation is too young to impact the workforce in full force today, savvy companies will be prepared to meet this online and connected cohort in a few short years.

What is Skills-Based Hiring and Why Is It So Important?

Traditionally, hiring for an open position entails a careful review of candidates’ experience and education. Skills-based hiring, on the other hand, takes a closer look at the specific skills that each applicant brings to the table, particularly the ones that would help them succeed in your company. It decreases time to hire while increasing the overall fit of candidates with your company. This shift in evaluation also helps candidates find the best jobs for their particular talents and interests.

While this was an aspiration for many HR departments and businesses for years, skills-based hiring is now more of a reality, thanks to reduced costs and increased opportunities due to the latest technology.

Here are 3 tips to successfully bring skills-based hiring to bear on your job openings:

1. Identify the work that needs to be done and the specific skills required to do it. First, you need to understand the specifics of projects, goals and deliverables for any job opening. What skills will best suit this position? The ability to code under pressure? Strong public speaking skills? Be very specific. Then, revise job descriptions to match. You can use a skills database that will match jobs with skills to make this process easier.

2. Train your team to hire for skills. This will likely be a shift for your HR team and your company’s recruiters so they will need to be retrained on new technology and parameters as well as the overall culture change you are expecting. Getting internal buy-in is sometimes the most challenging part of the process, but showing how effective this type of hiring is will definitely help your case.

3. Track your efforts and progress. This change in hiring will not likely happen overnight and it is important to track metrics such as quality of each hire, the time to fill each open position and overall candidate performance. The data you capture will help you fine-tune your skills-based hiring program and make updates as necessary.

As you implement and review your skills-based hiring practices, you will likely need to make updates in things such as job descriptions or interview practices along the way—that is completely normal. Skills-based hiring can look a little different for each business and each industry.

As jobs change and new positions and skills are created, skills-based hiring can help your company stay at the forefront of successful hiring and employee and business growth.

Most Millennials Want to Launch Their Own Business: Here’s How

Millennials already have a reputation for being entrepreneurial, techie and purposeful. That’s why it is not so surprising that a recent study from Bentley University indicated that two-thirds of Millennials, who were born between 1981 and 1996, today would like to launch their own business.

Here are 4 top tips for starting an effective and successful business:

1. Make a plan. As the saying goes, “failing to plan is planning to fail.” Millennial entrepreneurs must develop a business plan that covers all of the basics, such as business purpose and mission, finances and budgets, customers, the market for the product or service, pricing and more. This is critical for every generation, not just Millennials.

2. Find the funding for your business. How will you pay for start-up costs? Whether you are securing investors, loaning your business money from your savings or applying for grants, this is a critical step in launching a successful business. This is a critical component of your budget.

3. Share the news. Digital marketing can be a great boost, and should include a website and email list, social media outlets, digital campaigns and more designed to reach your audience. And word-of-mouth marketing is still an asset as well—let your friends, family and broader circle know what you are up to!

4. Connect with others. Join a business community or find a mentor who can provide honest and open feedback—and make sure you are open to hearing that input!

Launching a business can be a fun and creative endeavor as well as a challenging one. The more prepared Millennial entrepreneurs are, the more likely they will be to succeed in their chosen business!

Half of U.S. Workers Want to Change Jobs

Take this job and shove it? That is the message coming from the latest LinkedIn’s Workforce Confidence Index, which revealed that nearly half of U.S. workers are looking for a job change in 2024.

According to the recent report, workers in retail and hospitality top the list of those who will be updating their resumes and applying for new jobs this year. Many plan to make a move in order to earn a larger paycheck.

The rest of the top 10 list includes: administrative and support services, arts and rec, technology, information and media, transportation, logistics, supply chain and storage, financial services, education, professional services and consumer services. Workers who are satisfied with their pay grade and expecting a raise in the next six months are less likely to make a job shift.

About 44 percent of educators in the United States—the 8th top industry looking for a job change—will look for a new position this year and only one-third of them anticipate a pay raise in the next six months, coming in at the lowest rate for all industries surveyed in the index.

Employers in all industries should be looking out for workers who plan to leave—and welcoming new employees with open arms.