Hr Journals

Earn more money! 2023

Have you ever found yourself calculating your time worked to determine your dollar amount on your upcoming paycheck? Did you remember to factor in taxes? What's your total take home pay? It's pretty decent right? Right? NO, because now you have to deduct the amount needed to cover your bills. And yea, don't forget your other living expenses like food, transportation, clothing and medical. So! How much money do you really have on your paycheck? What can you do with it? Where can you go? Is it enough to easily cover your leisure? Is it? No.
So, what can you do about it? EARN, MORE, MONEY. That's it. There are no hidden secret formulas privy only to a selected few. But guess what? You've just completed your first step to making more money.
You've just calculated your net income; you know your revenue minus expenses. Now that you know where you are, how can you make more money?
For the purpose of time and your short attention span, we'll just focus on a 9 to 5 worker and assume that's you. You work a standard 40 hours per week. Can you work overtime? Or maybe you earn double pay if you work seven days straight. Ah ha! you can make more money by working 7 twelve-hour days. That's it! That's it! Hehe nope. What's the purpose of making money if you don’t have the time to enjoy it?
Long explanation short, you should request a promotion which would include a salary increase or find a new job.
Before you request the promotion, you must research the position. Keep your intentions private and do not share your plans with even your favorite co-worker. There are countless variables that could ruin your proposal if the decision-maker gets alerted to your future ploy. Your tunnel vision and ex*****on will be key to a favorable outcome.
Make every effort to pinpoint and understand the responsibilities of the desired position. Study the job description to familiarize yourself with all of the aspects. Discover the challenges and create an action plan to overcome them. Make sure you are fully versed on all details of the position. Be prepared and ready to demonstrate why you're the perfect fit for this promotion.
Now that you're solid and equipped, step ahead of your fears and anxiety, request a meeting with your boss, and make your case. Open this meeting with confidence, minimize the small talk and shoot directly to your purpose for the meeting. The element of surprise will be your biggest advantage. Be prepared for the counter questions (Why this position? Why now? Why you?). Maintain eye contact, assured posture, and deliver your request with a composed tone.
The outcome of this meeting should be your least concern. Instead, your focus should be on a near perfect ex*****on and allowing your company the opportunity to show you their appreciation for your hard work. Do not waver, you're seeking one response, anything less initiates your Plan-B. Now the ball is in your boss's court.
If your boss denies your request, maintain your professional composure and remain pleasant. Bring the meeting to a soft end and thank your boss for his time and return to work. Good job, you've given your best shot. Now it's time to find a better job.

"Success comes to those who take risks."

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A recent study shows almost 20% of all workers left their positions or are considering leaving their jobs over the last year. You may have heard about the “Mass Resignation” phenomenon. However, not all the resignations have been uniformed. While the 20% is one-third composed of millennials or younger workers, only 13% of such resignations belong to the Baby Boomers and Generation X.
If the difference between these two cohorts of people couldn’t be more acute, the great resignation displays a phenomenal generation divide. While the pandemic planted work-freedom ideas in the minds of the youngsters, for the most part, Gen-X and boomers are staying put where they are.
Employers are picking their brains, attempting to understand why their millennials and Gen-Zers are leaving. Low pay would be the obvious culprit, but these workers also care about other things, such as flexible hours and better working conditions. Let’s not forget that they also tend to feel less loyal to their employers than more senior workers.
Aside from tackling these issues, companies should ask themselves. Why are Gen-xers and Baby Boomers staying with us? And is this the solution for the mass resignation? Boomers and Gen-Xers are staying put due to many reasons.
While Millennials and Gen-Zers are just starting their careers, boomers visualize retirement as the immediate step in their lives. And, who wants to be switching jobs and jumping into uncertainty when retirement is around the corner? Boomers and Gen-Xers are also likely tied to house mortgages, college tuition payments, and other long-term financial commitments that would make them think twice before renouncing the safety of the paycheck.
Let’s also consider the psychological factor here: Baby Boomers and Gen-Xers were raised and educated to believe financial stability is a top priority in their lives; whether they can bring their dog to work or not is irrelevant. Lastly, their experience -such as what they went through during the 2008 economic crisis -has made them more appreciative of their jobs. In contrast, Millennials and Gen-Zers are facing their first real financial predicament.
Are the boomers and Gen-Xers up to the task? Even in this modern, tech-filled world? The answer is yes.
Experience. The most obvious advantage. These senior workers have been out there for 30, 40 years. They have faced crises, mistakes, success, and all the ups and downs in the world. They know better.
Interpersonal skills. Being born before the digital era, Baby Boomers and Gen-Xers were forced to excel at communicating if they wanted to advance in the corporate world. Indeed, Millennials and Gen-Zers dominate digital communication with their thumbs, but they encounter a little trouble when it’s time to use their tongues.
Adaptability. This one may sound controversial. How can Baby Boomers -perceived as rigid and inflexible -be categorized as highly adaptable? Millennials and youngers do not know any other reality than our current; the internet is a given. But, for Boomers, their story has been quite different. They were there when colored tv started; they witnessed the first computers, calculators. They had to adapt to cellphones instead of landlines. No generation has seen that level of change, and they have adapted successfully.
Of course, not everything is an advantage when hiring a baby boomer or a senior employee. While adaptable, not all of them will catch up with technology as fast as younger workers. Senior employees will be more likely to request off days for doctor’s visits and other relatable situations. And, being close to retirement, they will be less flexible to relocate or travel, for instance.
The goal as a company is to have a diverse workforce. An enriched pool of workers provides the organization with different perspectives and a wide array of skills. So, how can you retain or attract Boomers and Gen Xers to keep your company generationally diverse?
Make your organization flexible. Allow your employees to take off days for doctor’s visits and such.
Offer training courses. Allow your senior employees to catch up with technology by offering courses on software and other skills.
Consider partnership options. Baby boomers are known for being very entrepreneurial. Discuss the possibility of a partnership after retirement.
Healthy company culture must encompass all generations. While it can be challenging, investing time and resources in keeping Boomers and Gen-Xers engaged has shown it is more than worth it.

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