The five states with the harshest expected job losses are Nevada, Florida, Pennsylvania, South Carolina and Michigan as the tourism industry has shut down, alongside large manufacturers who have shut down to avoid spreading the virus. South Dakota, Nebraska, Iowa, Alaska and West Virginia employment are projected to decline the least.
While the coronavirus might have disrupted hiring for some, job seekers need to make the most of their time now to ease the search later, according to Robert Hellmann. Depending on the industry, many professionals might have extra time to connect with you now, so reach out to form a relationship that could help down the road.
Employers should look for adaptability in new hires as these candidates are well-equipped to take on new tasks and learn new skills and technologies. Signs of adaptability in a candidate are resilience, innovation and calmness under pressure, writes Jill Chapman.
Women face a greater financial loss during the pandemic because they're more likely to stay out of work to care for children and sick family members, a PayScale report says. "Employers should recognize that employment gaps to care for family members may be unavoidable," says Sudarshan Sampath, PayScale research director.
To create real connections at work and be someone colleagues can confide in, use more than pleasantries with them but keep shared information confidential, writes Deborah Grayson Riegel. "Research shows that when employees feel higher levels of authenticity at work, they report greater job satisfaction, engagement, and higher levels of performance," she writes.
Data released Thursday showed 6.6 million US workers filed for first-week unemployment benefits in the week ending March 28, a historic high spurred by the ongoing novel coronavirus pandemic. It represents a more than 3,000% increase from early March, which economists called "monstrous," "stunningly awful" and "a portrait of disaster."
A report from HR People + Strategy and Willis Towers Watson says chief people officers will be critical to continuously retain the workforce and "to progress from anecdotal to evidence-based thinking," among other objectives, writes Maggie Kelly. "HR executives must be able to lead people in nonhierarchical, fluid work environments and empower talent on the front lines to drive problem solving and innovation," she writes.
Vulnerable leaders who admit they don't have all the answers can build trust with employees, which can lead to more productive discourse, writes Jerome Parisse-Brassens, executive director for Walking the Talk. "HR business partners need to coach the managers and leaders they work with to become more open, to let go of their fears, and to reflect on the need to show some vulnerability," he writes.
Leadership behaviors that are associated more with women have benefits for everyone, write Tomas Chamorro-Premuzic and Cindy Gallop. "Academic studies show that women are more likely to lead through inspiration, transforming people's attitudes and beliefs, and aligning people with meaning and purpose (rather than through carrots and sticks), than men are," they write.
Companies that align employees' performance goals to organizational goals are often top performers, according to an Association for Talent Development report, but the approach can be difficult. "I can see it working for managers, who should be aligned to lead their teams to those targets, but it doesn't always make sense for lower-level employees to have all their goals align with corporate goals," says Wade Larson, chief HR officer at Wagstaff.
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