#workers #pay #jobs #employers #employees
A local company was looking for “medical professionals” for $12 to $15 per hour, according to an electronic billboard.
Just down the street, at Buc-ees, they are paying non-professional labor up to $16 per hour.
And, Buc-ees has 401(k) matches, paid time off and other benefits.
It’s unclear what else you would get at the local company looking for “medical professionals.”
This contrast illustrates today’s labor market. In fairness to the local company, it’s unclear what type of “medical professionals” they are looking for. If they are looking for nurses, for example, it’s doubtful in this market that any nurse would work for so little, unless there was some other, overriding benefit to working there.
Buc-ees, a chain of highway rest stops that tout clean restrooms, loads of gas pumps, electric charging stations and an array of food and other items, is more like a Wal-Mart, in size and variety, than your basic convenience store/gas station.
Buc-ees makes no bones about wanting to take care of its work force as best it can.
More employers are encouraged – perhaps being forced – to be more rewarding to its workers, given the staffing shortages in nearly every industry.
It’s worth noting that some of the higher paid professional classifications, as in technology and media, are laying off people these days. These folks are likely to land on their feet in this labor market.
The COVID-19 pandemic changed the labor landscape perhaps forever. As businesses closed to prevent disease spread, workers lost their jobs in large numbers, or had to work from home. As they are now gradually coming back into the workforce and workplaces, they are re-evaluating what’s important in life.
It’s dangerous, particularly for employers, to give workers a lot of time to think.
The workers who are re-evaluating their situations are not, for the most part, lazy and just want to stay home. Their safety, their children’s education — kids had to go to school from home, too – and other factors are causing them to calculate whether what they were doing before Is worth going back to. As day-care options dried up during the pandemic, parents are now left looking hard for affordable child care, so they can go back to work.
Couple that with new, post-pandemic demand for goods and services unavailable for a long time, and they add up to more choices for workers.
More choices for workers mean more competition by employers.
This is good for all concerned. Certainly, we are all paying higher prices for things largely because employers have to give workers more. But, in the long term, both employers and employees will benefit.
Employers will have to try to find the sweet spot between not alienating customers with higher prices, and attracting and keeping workers.
This effort should create better places to work, and, ultimately, better products and services.
The employees will be compensated better on the job, although they may lose some that benefit through higher prices for things they need. Still, they will, as a whole, be better off in the long run than they were.
If you are a worker, evaluate your options with care, now that you have more of them. If you are an employer, find that sweet spot quickly, hire good people and your business should thrive in the long term.
Peter
Tag Archives: COVID-19
TEACHERS BAILING OUT OF PROFESSION
#teachers #education #parents #SchoolAuthorities #TeachersQuitting
First, the pandemic imposed extra stress on teachers.
Then, politicians started telling teachers what they could teach, how they could teach it and what books or other tools they could use.
It’s hardly a wonder why teachers are asking why anyone would do this job.
Maureen Downey, education columnist for The Atlanta Journal-Constitution, tackled the rapid departure of teachers in a recent column.
She quotes a Rand report on the pandemic’s role in teacher resignations. Researchers found that half the teachers who resigned did so because of the pandemic, she writes.
She also writes that stress, more than low pay, was almost twice as common a reason for resigning.
“At least for some teachers, the COVID-19 pandemic seems to have exacerbated what were high stress levels pre-pandemic by forcing teachers to, among other things, work more hours and navigate an unfamiliar remote environment, often with frequent technical problems,” Downey quotes the Rand report.
Teachers didn’t leave the profession necessarily for higher-paying jobs. The Rand researchers said most teachers who left took jobs with either less or about equal pay, Downey writes.
The Merrimack College Teacher Survey, a poll of more than 1,300 teachers conducted by EdWeek Research Center in January and February 2022, says the profession is in free-fall, Downey writes. Only 12 percent of K-12 teachers are very satisfied with their jobs, down from 39 percent a decade ago,’ Downey quotes the survey. It also says the salary satisfaction rates are lowest in the South and Midwest. Only 21 percent of teachers in those areas believe their pay is fair for the job they do, Downey quotes the survey.
In 2011, 77 percent of teachers believe their profession is respected. Now, only 46 percent of teachers believe that, Downey writes.
In short, teaching is a relatively low-paying profession that politicians love to pick on. There is already a teacher shortage, which could become acute if the pressure and restrictions on teachers continue.
Certainly, everyone wants parents actively involved in the school(s) their children attend. Some mostly inner-city teachers have seen a lack of parental involvement as a serious problem.
But, there is a difference between involvement and interference. Involvement means parents are supporting what teachers are doing, and encourage their children to vigorously participate in their education.
Interference means parents are standing in the way of teachers teaching truth to children. Few teachers will put up with that for a long time.
People go into teaching, and education in general, for the love of the job. They certainly don’t do it to enrich themselves. Yet, good teachers can play a significant role in making the world a better place by encouraging students to learn.
If the current milieu continues to chase away teachers from the profession, we may soon have schools that can’t educate students.
Those in authority over schools should not only know the difference between parental involvement and interference, but also the difference between educational improvement and educational destruction.
Teachers acutely know the difference and are voting with their feet.
Peter
TRANSITION VS TRANSFORMATION
#transition #transformation #COVID19 #FlattenTheCurve #coronavirus #LifeChanges
So you want to make a change in your life.
Will that change be a transition, or transformation?
What’s the difference? Perhaps it can be summed up by saying a transition is a minor change, while a transformation is a major change.
COVID-19 has forced most of us to make small changes in our lives. It’s also forced some of us to make bigger changes.
Whatever type of change(s) you had to make, do you want to go back to the way things were?
Many would say YES, because they miss some interactions. They miss being able to do some things they liked doing.
But very likely, there are some – even quite a few – who see this period as a time to transform their lives. They actually do NOT want to go back to the way things were.
Perhaps the job they did before COVID was not satisfying to them. When the job disappeared during the pandemic, they had no thought about going back, although their old bosses really wanted them back.
Perhaps the pandemic led to more time at home, with children, family etc. They probably got to witness more of their children’s activities than they could when they were working.
Many probably discovered that going to work was expensive – commuting costs, buying lunch every day, day-care expenses etc. If they didn’t have those things, they discovered they could live on less. Or, they discovered that the pay they got was almost entirely eaten by those expenses.
So, how did the pandemic affect you? Did it give you perspective on your life, to the point that you realize there are better things out there for you?
Maybe you feel that way, but don’t know what those better things are. So, you instinctively go back to what you know, even though you didn’t particularly like that old situation.
Meanwhile, a “new normal” is evolving, We may not see a complete eradication of COVID-19 for some time, if ever.
Society has been trying to eradicate some diseases for decades. Other diseases – perhaps COVID-19 will be among them – can be kept at bay with vaccines. If you are eligible, but not vaccinated, getting the shots, including boosters, is your best weapon against serious illness or death.
Regardless, it would be safe to prepare for COVID-19 to be around for a good while. Adjust as you must, but know that you may not have to take unnecessary risks. If we all bore in mind that the virus is always lurking, perhaps we can all take steps to minimize its effect on our lives.
That will require an effort by EVERY individual.
Peter
WORKPLACES ARE CHANGING; WORKERS’ ATTITUDES ARE, TOO
#workplaces #workers #pay #benefits #childcare #COVID19 #coronavirus #FlattenTheCurve
The pandemic changed everything.
First, it gave workers a bit more leverage in how they deal with work/life balance.
That has good, and bad, effects.
Workers are leaving jobs that paid little, with no flexibility in their lives, to either stay home with children – day-care costs are rising and options are limited – or moving on to jobs that pay more and, perhaps, offer some of the flexibility they want.
A story by Marc Fisher for the Washington Post, and a “This Life” column by Nedra Rhone tackle this issue in detail. Both were published Dec. 30, 2021, in The Atlanta Journal-Constitution.
The Post story focuses on Liberty County, Ga., along the state’s coast. Liberty is a small county, with a major military institution, Ft. Stewart, as its biggest employer.
But the county is growing by adding big warehouses. These allow people to leave the small, mom-and-pop hotel and restaurant jobs for higher-paying, and often more flexible, warehouse work.
That hurts the lower-paying sole-owner businesses, causing them to cut back on hours, service etc., for lack of help.
Some employees had been laid off when many of these operations shut down. When they reopened, many of the workers did not return, for various reasons – not the least of which is the risk of being infected with COVID-19.
Meanwhile, Rhone’s column discusses the differences among various generations in how they react to changing workplaces.
The youngest generation of workers had their world turned upside down. Many now want to be entrepreneurs, meaning they may never work for anyone but themselves in their lives.
(What these young folks may not realize is that working only for oneself may have its own pitfalls. They still have to serve clients, who will be their ultimate employers).
So, all of this begs the usual question: where do you fit in this changing workplace?
Is the idea of going back to work too risky? Or, is it going to cost you more to go back to work (commuting, day care etc.) than you would make?
In summary, workplaces are changing. Workers no longer feel forced to take, or go back to, jobs that put them at risk, will cost them more to work than not, and not get a good return from the employer(s).
Employers currently are adapting by cutting back on things that could decimate their businesses. They have to find more creative ways to entice people from multiple generations, who have different hopes, dreams and attitudes toward the workplace.
To quote Donald Lovette, chairman of the Liberty County, Ga., Commission, from the Post story: “It’s not that people are lazy. It’s that some of them are better off financially by not paying for child care, staying home for a while … It’s simple economics.”
Employers, even those in basic businesses like hospitality and restaurants, have to come up with new ways to get and keep workers.
Peter
HOW BADLY DO YOU WANT IT?
HowBadlyDoYouWantIt #attitude #perseverance #GoForIt #desire
It’s easy to feel down when you observe what’s going on around you.
Sometimes, you have to look hard to find the good.
Sometimes, when you are in a bad mood, you have to look at what’s good in your life to pull you out of it.
You may want something that you think might be out of reach. Perhaps, it’s not.
So ask yourself these three questions: How badly do you want it? What are you willing to do to get it? When are you willing to start going for it?
There is always hope.
But hope doesn’t get you what you want. You have to add effort and desire to that hope.
So, a quest begins with desire. You have to really want something to achieve it.
Then, you have to determine how willing you are to do what it takes to achieve it.
That may be the toughest question of the three. Once you have the desire, you need to think that it’s possible. If you want it, and determine that it’s possible, the needed effort should come.
That brings us to the last question: when will you start?
If you want something badly enough, you’ll want to start doing what you need to do as soon as possible – never mind how busy you think you will be.
If your goal involves helping others, it’s always a good time for that.
Now also may be a good time to reflect on what you want to do with your life. We’ve been through, and are still going through, a pandemic that has changed many aspects of our lives.
It has provided time to reflect – to analyze what we were doing and whether it was worth it to keep doing it.
If what you were doing before the pandemic was not fulfilling your goals, it may be time to think long and hard about how much effort you want to keep putting in, without getting the results you want.
It may also be time, if you like and appreciate what you were doing, to perhaps find new ways to do it.
Regardless, keep the three questions mentioned above in mind. Use them to determine not only what you will do now, but what you will do next.
What’s next, if you do things correctly, could be just exactly what you want.
Peter
REMOTE WORK BECOMING A TREND?
#RemoteWork #WorkingRemotely #coronavirus #COVID-19 #FlattenTheCurve
If you thought working from home, or, at least, away from the crowded office was a temporary solution to combat a contagion, think again.
Now, 40.7 million Americans expect to be working remotely by 2026.
Meanwhile, 86.5 million freelance workers are expected by 2027.
Those statistics come from Upwork Inc. Statista data, and were part of a Bloomberg News article also published Sept. 30, 2021 in The Atlanta Journal-Constitution.
The article says that businesses, in a survey of 1,000 hiring managers, have increased their willingness to use freelancers.
The coronavirus pandemic was a catalyst for this trend. But it probably has been building for a long time.
If you are in business, it’s better to pay for tasks than hours. When employers hire people as employees, there is a tacit, if not written, agreement that the employee will work, and be paid, for however many hours they are hired for.
Sure, employers can cut, or add to, an employee’s hours at will, in most cases.
But the employers are essentially paying for time. It means more security for the employee, and more obligation for the employer.
Sometimes, that security and obligation also comes in the form of non-salary benefits, adding to the employers’ costs.
When employers hire freelancers, there is no such obligation. The freelancer performs a task(s) and gets paid for that task. That’s much less secure for the worker, but, at the same time, provides more flexibility for the worker to do other things.
The ultimate flexibility for the worker is the ability to work from home. He or she may not get as much from the employer in this arrangement, but the tradeoff (no commuting to a work site, for example) may be worth it.
For some, the fear of loss of secure employment may not be desirable. Some depend on an employer’s benevolence. But, for others, being one’s own boss, essentially, provides coveted freedom.
Given issues with child care, inflation and the increasing costs of commuting, being one’s own boss, in the long run, may be a great tradeoff to the old time-for-dollars, strict schedule model.
To work successfully from home, however, you have to be sure that distractions, like children, won’t hurt your productivity. You still have to give the boss what he or she wants, when he or she needs it.
In short, the trends toward more freedom, flexibility and freelance work are coming. That may not suit everyone, but there may be little anyone can do about it.
It’s best for everyone to prepare for those trends now. That may mean staying with your on-location job and work a gig on the side. Perhaps that gig could be your answer to following the coming trends.
Peter
ONLINE EDUCATION AND ‘NORMAL SCHOOL’
#OnlineLearning #NormalSchool, #education #teachers #studemts
Parents and students of all ages have had to deal with a lot of school online.
But two Georgia Tech computer scientists are arguing that online learning can be as effective as in-person classes.
Their book, “The Distributed Classroom,” by David A. Joyner and Charles Isbell, was the subject of a column by Maureen Downey, who writes education commentary for The Atlanta Journal-Constitution. Her column was published Sept. 28, 2021.
“No matter the age of their children, most parents favor a return to ‘normal school,’ which they define as how they learned – a teacher in front of a room and students in desks,” Downey writes.
But Joyner and Isbell call for classes spread across many locations and times, totally contradicting the belief that parents and teachers must meet together in a room at fixed times, Downey writes. (As an aside, the fixed time and classes were designed to teach kids promptness and how to follow a schedule, skills they would need in a “normal” workplace.)
“There are several features we developed of the past year that students want to continue, such as recorded classes. Going forward, I think we have to disentangle several developments that went together during COVID-19, but don’t have to go together going forward,” Downey quotes Joyner.
She writes that the professors don’t envision a student sitting at his or her kitchen table staring at a screen all day. Students can take online classes while going to school. The professors also believe online learners can form bonds with each other, as do graduate students in Georgia Tech’s Online Master of Science in Computer Science(OMSCS) program, the column says. (Another aside: if students form bonds on social media, why can’t they do so through online classes?)
Previously, a question had been posed: if Student X wanted to take a class with Professor X, who may be miles away, why can’t that happen? Professor X is teaching his or her class anyway, why not let him or her teach it to thousands, even millions, at a time?
If Professor X’s lecture time isn’t convenient for Student X, couldn’t Student X view and listen to the class on a recording?
If COVID-19 helped advance those concepts, what will education look like in the future? Instead of School X having, say, three third-grade classes, how about one third-grade teacher and several teacher aides to offer one-on-one assistance, help grade papers and other work etc. ? Yes, the students can be in a school building if that’s preferable.
It may mean that students may get to know the teacher aides better than they know the teacher, but it could save school districts lots of money and help alleviate teacher shortages etc.
Taking the concept further, how about one teacher for multiple schools, again with aides helping individual students?
The teacher would do the same work preparing for classes. Online allows for interaction among students, though, in this scenario, a teacher teaching hundreds or thousands of students would make lots of interaction between teachers and students in real time difficult.
Educators, in general, have vivid imaginations. School systems and politicians, in general, can constrain such imaginations.
We will all have a front-row seat to watch how education evolves, how student life changes at all levels and how those who study can flex their time to accomplish whatever activities in which they need and wish to engage.
“Normal school” may look a lot different in years to come.
Peter
HARD TO RETIRE? WORK ON IT
#HardtoRetire #retirement #jobs #LeavingAJob #OtherInterests
It’s one thing to like a job.
It’s also one thing not to want to give up a business that you had founded.
But, eventually, there will be a time to go – particularly if you are 70-something.
In an article for the Washington Post, reporter Sindya N. Bhanoo discusses a couple of Baby Boomers who, even after they had “retired” officially, could not stop going to the office. The article was also published March 6, 2022, in The Atlanta Journal-Constitution.
What eventually got them to stay away? COVID-19 and remote working.
Of course, these gentlemen were important to their companies. They were highly respected, One had even sold his share of the company, but did not stop hanging around. Staff did not know what to do, how to approach him, whether he should participate etc.
This wasn’t just transitional. The guys just didn’t know how to retire.
There have been numerous stories about people, particularly those 55 and older, who were essentially forced to retire because of the effects of COVID-19, or other reasons beyond their control.
The problem was they were not ready, financially, to retire. In the people profiled in the article, money was not the problem. They were just so comfortable at their offices they didn’t want to leave.
We all long to have jobs we love. Many people do. Most will want to leave them eventually. They hope that when they do, they won’t have to worry about money.
Most people who love their jobs also have other interests they put on the back burner while they are working, intent on pursuing them when they have the time – and money.
That’s certainly a healthy way to look at work. Today’s work environment changes so often – and often radically – that a job a person loves suddenly turns sour. The work life they so embraced becomes difficult, even toxic.
The best thing a working person can hope for is that when it’s time to go, the worker can go on his or her terms, with a smile.
Not everyone – in fact, relatively few – can say that’s what happened to them.
You’ll notice the caveat “when it’s time to go.” The worker may not know when that time is. But he or she can seldom dictate when that time will come.
The lesson here is, if you like your job, stay as long as your employer or company will have you. When the company doesn’t want you anymore – it may not be a decision against you personally – you usually know it. Things will start to happen to make your life difficult.
Preparing throughout your career for that day, since you almost never know when it will be, is the most prudent action you can take.
If you dedicate your life to your job, try to find some time to develop other interests. That will make departure a bit easier.
If you have no interests other than your job, be confident enough in yourself to believe you will find other interests as time permits.
Jobs and careers don’t often end with a handshake and a party. But if you get the handshake and party – or even if you don’t — go quietly thereafter.
Peter
RETIREMENTS, RESIGNATONS AND THE LABOR SHORTAGE
#LaborShortage #retirement #resignations #BabyBoomGeneration
It was predicted years ago.
When the Baby Boom generation starts to retire in earnest, there will not be enough labor, given immigration restrictions and low birth rates.
Now, thanks to COVID-19, here we are.
Many folks 55 and older are leaving their jobs –“retiring” – whether they are ready or not.
Some, according to reports, had plans to work well beyond the “normal” retirement age. But the jobs became difficult, perhaps because clients and customers became more demanding (read: abusive).
The lesson for employers here, according to a LinkedIn thread, is to give those 55 and older a second look. They are generally reliable. They generally have a work ethic. Many of those who have retired did so before they were financially able.
Another lesson for employers might be to meet those older workers where they are. Making them work excessively long days for low pay will not do it for them. More flexible hours, better working conditions and decent pay may bring some of those workers back.
The workers, or potential workers, have to think outside the box as well. If your old job is not worth going back to, for whatever reason, but you still want to work, you may have to find something better – more suited to the life you want. That may involve doing something you may never have thought of doing.
A good tip might be: see who is hiring, find out what they want, determine whether they are willing to accept your experience and see whether they have something that will work for you. Many industries need help of all kinds. Perhaps you may be able to cobble together some part-time or entrepreneurial gigs to give you an income that will help you build for your eventual, comfortable retirement.
In the old days of work, older employees were forced out of jobs long before they were ready because of reorganizations , management changes, they made too much money etc. Few wanted to rehire them, because they felt they would not stay long enough because of their ages. Or, there was a perception that because of their vast experience, they would want too much money.
Companies are still reorganizing frequently – some would argue much too frequently. But the idea of having an employee stay in a job for many years has trended out. Therefore, buying a few years from an older worker might just help you out enough until, well, the next reorganization.
For the employee, it all comes down to starting a retirement fund as early in your career as possible. That will help cushion the unexpected blows that could crater your career path.
Like the financial markets, most career paths do not travel upward in straight lines. The same goes for workforce development.
The lesson here is that both employers and employees have to be flexible. A job you thought you would never do may be just the right thing in these circumstances. That person you’d never thought you would hire may be the just the right person in these circumstances.
Employers and employees must, of course, choose carefully and wisely. The Rolling Stones song, “You Can’t Always Get What You Want” should play in the heads of both employers and employees.
As the song says, “If you try sometimes, you just might find, you get what you need.”
Peter
PROTESTS, PANDEMIC AND FRUSTRATION
#TruckerProtests #CanadianTruckers #coronavirus #COVID19 #FlattenTheCurve
The trucker protests in Canada amount to a few ruining the livelihoods of many.
The truckers seem to be protesting vaccine mandates. Yet, most of them – more than 80 percent – are fully vaccinated against the coronavirus.
Meanwhile, protesters have been basically cleared from blocking the Ambassador Bridge, linking Windsor, Ont., to Detroit, Mich., the most widely used border crossing in North America. But reports say other protests, including those in the Canadian capital, Ottawa, are continuing.
So, the question becomes, why?
We’ve all experienced frustration, sadness, anger and, perhaps, every other volatile emotion during the last two years.
The virus has done a number not only on some of our bodies, but also many of our psyches.
That anguish, combined with divisive politics that has emboldened a few, perhaps is at the center of the trucker protests.
The good news is the border egresses are being unblocked, and, hopefully, the manufacturing supply chain disruptions can be eased.
A second manifestation of the virus-provoked frustration and anger is in U.S. schools. Parents, probably still frustrated over opening, closing and reopening of schools during the past two years, have taken to challenging the curriculum, reading materials etc., that probably have been used in their schools for years.
If the parents and schools don’t work out their disputes in a fashion that allows students to learn history, and other undisputed lessons, properly, schools will not only lose teachers and other educators in large numbers, but the ultimate penalty could be schools losing accreditation.
Loss of accreditation could mean that graduates of those schools may not be admitted to colleges, or other higher forms of education, regardless of how intelligent they may be.
The lesson here is that we all want freedom of speech. We all want our grievances heard. As parents, we all want to help make our schools the best they can be.
But, we all must remember that the 1st amendment to the U.S. Constitution does not permit us to yell “fire” in a crowded theater when there is no fire.
The right to free speech is not unlimited. Those who wrote the Constitution EXPECTED us to avail ourselves of our rights with some care and respect. They EXPECTED us to know not only our rights, but also right from wrong.
Therefore, leaning on the Constitution to justify wrongdoing is not what the founders intended.
In short, we have rights to be exercised. We, therefore, should exercise them. But we should do so responsibly.
How does one define responsible? If exercising your rights is causing harm to others who are not part of the dispute, one should think twice about how one exercises those rights.
Consider the person who calls out sick to work when he or she is not sick. That person may have a grievance with the employer. But his or her coworkers are most likely to suffer more punishment than the employer.
Speaking of illness, you may feel you have the right to conduct Activity X during a raging pandemic without taking available precautions. You may feel that if you contract the disease, so be it,. But you do not have the right to contract the disease and spread it to others. That’s why mitigation measures and vaccines may be necessary.
It seems as if the protesting Canadian truckers realize this, and have gotten their shots in large numbers. That makes the reason for protests all the more baffling.
Peter