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copyright  2003
1999 Fourth Quarter Newsletter

How to Recognize Stars in the Workplace

Networking: Star performers use networking as a way to do their current job better. They know that sharing information with knowledgeable people can help them get things done. Stars are aware that you can't get work done today without having a knowledge network.

Good Followers: A star performer is not necessarily a leader in the workplace. In fact, star performers know how to work with a leader, even when there are personality differences. Star performers continue to be productive even when they're not in charge.

Self-Management: People that are capable of looking at the big picture of things are often star performers. Figuring out which parts of their work are most important to the company's success and to their own careers is what makes them star material.

Leadership: As stated before, star performers are not necessarily in upper management positions, but they lead by bringing out the best in other people. They pay close attention to the needs of their superiors and their followers.

Perspective: Star performers are able to view things from a variety of different perspectives. They look at things from the view of their boss, co-workers, clients and competitors.

Initiative: Star performers excel at their own work, but also tend to come up with new ideas that focus outside of their position, ideas that will help the company achieve its most important goals.

Show-and-Tell: Whether at a meeting at a formal meeting or around the water cooler, star performers have the skills to get their points across.

Teamwork: Star performers will pay close attention to the team they are on and whether or not the team is accomplishing its goals. They will make commitments and deliver on them.

Good Followers: A star performer is not necessarily a leader in the workplace. In fact, star performers continue to be productive even when they're not in charge.

Organizational Savvy: Star performers tend to avoid needless office political situations. They do, however, pay close attention to how their company works. Stars identify the competing interests within their company and learn how to manage those interests to achieve their work goals.

What Makes Employees Happy?

Contrary to popular belief, young professionals beginning their careers today are looking for advancement opportunities as opposed to job security, like their baby-boom generation parents. This was determined by a new survey commissioned by the AFL-CIO to help us understand the work force of the new economy. This eye-opening information shocked a labor movement, which has spent much time trying to protect jobs from the wrath of economic change.

AFL-CIO President, John Sweeney stated that the purpose of this survey was to "provide a snapshot of the generation of workers with the most at stake who will ultimately determine how we'll do as nation in the next century." Surprisingly, "what we found is the attitude of today's young workers are predictable in some ways, counterintuitive in others."

The fact that younger workers would trade job security for advancement opportunities is a curse to the majority of the labor movement. This type of action represents a policy challenge for a movement that is trying to re-establish its role as a power in the American economic system.

The AFL-CIO showed that 60% of workers between the age of 25 and 29 believe that employers are not meeting their expectations when it comes to profit sharing and providing opportunity for advancement for their employees.

Seventy-two percent of the workers surveyed believe that they will work for somewhere between 2 and 10 employers over their career lifetime. They also believe that they have a responsibility to update their skills and education to keep up the pace with the ever-changing needs of the workplace, although 75% of young workers do not have a college degree.

The job situation for young Americans today depends on one factor - whether or not they have graduated from college. Most young graduates are employed in full time permanent positions versus only half of non-degreed workers with such employment. Those that do not possess a college degree are working in part time, temporary, or sub-standard arrangements.


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