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The Variable Worker – Revisiting the Employee/Employer Value Exchange

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The stubborn 7% unemployment rate here in the United States tends to masks a larger issue of underemployment, which today might be in the neighborhood of 18%. In the 1990’s and early 2000’s, with unemployment rates at near historic lows, there was a demand for work life balance with a popular cry of “work to live don’t live to work”. Weirdly this sentiment applies today as well when perhaps 1/4 of the US working population either unemployed or underemployed. These people really do need to work to live. But with so many Americans struggling, the US traditional growth engine of consumerism can’t fix the problem. With limited disposable income American can’t spend their way out of this employment problem. So what will happen? How can companies and how can workers revision themselves to prosper under these “new normal” conditions? 
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Et Tu Brute?

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Expert Perspective by Grahall’s OmniMedia Editorial Board

The Editorial Board was planning to discuss the need for continued communications throughout the summer to support employee commitment and engagement.  As the economy and the job market warms up, employees who have failed to consider employees, and especially key employees, as a vital stakeholder group worthy of focused attention, might find their best and brightest talent leaving for what seems to be greener pastures. But with the Rolling Stone profile of “The Runaway General” McCrystal and his inevitable resignation all the news last week, we decided to discuss communications from a 360 degree perspective.
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I Love My Work

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Expert Perspective on Employee Relations

As John Hammond begins his thoughtful article I Love My Work: “When we truly enjoy our work (or play) we are most likely to commit ourselves to it, extend ourselves – in terms of time and effort – to make sure we do the best we can. In a perfect business world, every organization would ensure its own success by employing those people who most enjoy doing the organization’s work. The structure of each organization would simply evolve to maximize the efficiency of its employees’ efforts.”

To learn how to help your employees feel empowered to do the work they want to do, that they are best at, while sharing a common commitment to organizational success click here: I Love My Work.
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Win One for the Organization

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Expert Perspective on Employee Relations

As John Hammond shares in his insightful paper Win One for the Organization: “To compete under today’s cost pressures, companies must streamline and restructure to run leaner and respond to change more nimbly. While most employers have little difficulty justifying cost sharing with their employees, they have been extremely reluctant to involve employees and HR in identifying cost sharing opportunities.
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