Wayfair的动态

In my four decades at Starbucks, I enjoyed meeting managers—across the country and in our Seattle Support Center—who started their Partner journey as baristas. They climbed a ladder of opportunity, often learning new skills and stretching themselves as they rose to new roles. Creating those pathways has long been a part of our secret sauce: When those in positions of leadership have walked in the shoes of those on the front lines, they are often better managers. ? That’s also what I see at Grainger, the industrial-supply company that tops this year’s American Opportunity Index, a groundbreaking ranking of how well large employers are creating genuine opportunity for their workers. The Index is different from every other best-place-to-work list because it is based on studying what really happened to more than 5 million workers over five years.? ? “For recent grads and job seekers, the list can serve as a field guide,” this great Bloomberg story about Grainger notes, “while for employers, the AOI shows the payoff of investing in employees, especially as?hiring?cools,?layoffs?continue and companies?dial back?diversity initiatives.” ? Grainger has cracked the code on moving people up and creating opportunity. I urge you to check out this article, which is available outside Bloomberg’s paywall today. https://lnkd.in/g6KCGGyZ

The 2024 American Opportunity Index just came out. Put together by the Burning Glass Institute, Schultz Family Foundation, and Harvard Business School, it highlights top U.S. companies that are leading the way in helping employees grow their careers. Big names like Costco, Capital One, Meta, and Bank of America made the top list. Companies in over 30 sectors are stepping up to support their teams, even in a tough economy. When businesses invest in their people, everyone wins. #CareerOpportunities #EmployeeGrowth #AmericanOpportunity

As far as traditional 20th century American dreams go, a big promotion at work used to rank just behind a new house and a Cadillac. But according to a recent Randstad survey, 42% of Americans now say they don't want a promotion, with the persistent threat of layoffs and post-pandemic priority shifts leading many to question the value of corporate ladder-climbing. Yet that doesn't mean Americans are losing their work ethic — according to Business Insider, greater autonomy and a belief that one's work is meaningful can be potent motivators for those who no longer aspire to corner offices. https://lnkd.in/e7Jfzdrb

As far as traditional 20th century American dreams go, a big promotion at work used to rank just behind a new house and a Cadillac. But according to a recent Randstad survey, 42% of Americans now say they don't want a promotion, with the persistent threat of layoffs and post-pandemic priority shifts leading many to question the value of corporate ladder-climbing. Yet that doesn't mean Americans are losing their work ethic — according to Business Insider, greater autonomy and a belief that one's work is meaningful can be potent motivators for those who no longer aspire to corner offices. https://lnkd.in/ecGfShT3

Friends and followers, it’s a big day. We have just released the 2024?American Opportunity Index, revealing which large U.S. companies are doing the best to advance the careers of their employees and grow the middle class in an evolving labor market. This year’s Index finds that many firms beyond the technology and financial-services industries, including those in the energy and resource-related sectors, are succeeding at providing pathways to opportunity for workers. Overall, companies from more than 30 sectors are represented in the Index’s Top 100 Employers of Choice list. The Index shows that where you work matters: Employees at the 100-best firms on the Index’s pay metric can earn up to 130% more for the same job than those at bottom-100 firms.?Those at the top for internal advancement are 150 percent more likely to be promoted than those at the bottom. These are stunning findings. Congratulations to the companies topping this year’s list:?Grainger,?Costco Wholesale,?Capital One,?Meta,?ServiceNow,?J.B. Hunt Transport Services, Inc.,?The Coca-Cola Company,?PepsiCo,?MetLife, and?Bank of America. The project is based on the premise that when employers invest in unlocking the full potential of their people—by providing good jobs and ample opportunities for advancement—their businesses do better.?The Index also provides critical new transparency for workers, revealing which companies and industries are providing the best wages, chances for promotions and job opportunities for first-time job seekers and those without college degrees. The Index is a project in the public interest from?the?Schultz Family Foundation,?The Burning Glass Institute, and Harvard Business School's Project on Managing the Future of Work. This Index wouldn’t have been possible without the partnership and support of Howard Schultz, Sheri Schultz, Vivek Varma, Matt Sigelman, Gad Levanon, Joseph Fuller, Marie Groark, Kris Goddard, Tien Austin, Jason Rzepka, Shrinidhi Rao, Luke Chen, and Jake Madsen.

Is it any wonder that neither millenialls nor Gen Z are interested in climbing the corporate ladder, when that usually means increased stress, office politics, less meaningful work and higher risk of layoffs? If promotions can't motivate people anymore, then surely companies can make up for that by offering employees "interesting work, the autonomy to create their own schedule" or "the feeling of being trusted and valued members of the team". Except they are not. In fact, all those elements that could maintain people's motivation and give meaning to their work are threatened with extinction in today's corporate world. Is it any wonder then that so many people are quietly or not so quietly quitting?

We are absolutely amazed at how quickly the first half of the year has flown by, especially with all the wet weather! ??? It’s been a very interesting year so far, with Job Reports from the REC and KPMG showing that the market place is becoming increasingly competitive. This is having a rippling effect on salaries, especially following April’s increases to national minimum and living wages. The jobs report also indicates perm placements continuing to decline. The main factors have been around slow decision making by hirers, candidate shortages and a lack of vacancies.?Alongside this, there's a continued uplift in temporary resource, however even here the rate of growth seems to be slowing. Whilst this focuses on the wider UK jobs market, we've seen similarities within food manufacturing. Especially as certain functions such as Engineering and Technical are becoming much harder to hire for due to a struggle for newly emerging talent and businesses desperately hanging on to the staff they have. With this said, it hasn’t stopped some of the biggest names in the industry shaking things up with senior appointments. Here a few that have happened over the last few months. ?? M&S entices two senior appointments away from competitors Aldi and Morrisons. Kara Greatorex, will be moving from Aldi, who’s she’s been with for the past 15 years, to join as the new Chief Commercial Officer. Reporting into her will be Jon Downes who is brought in as Supply Chain and Commercial Operations Director. ?? Samworth Brothers hire from within to fill the shoes of Hugo Mahoney, promoting Simon Wookey to take the reins. Wookey, who moves from his post of Chief Commercial Officer and has been with the company since 2019 after moving from a 20 year tenure at Greencore, started his the new role on July 1st. ?? Weetabix parent company announces Colm O’Dwyer will succeed Sally Abbott as their MD from 1st October. O’Dwyer, who has been the Commercial Director since, joined Weetabix from Coca-Cola back in 2016, and went on to become the GM for the Weetabix On-The-Go business. These changes are just a snapshot, but with summer finally here and the election out of the way, we are hopeful we’ll see a boost in candidate confidence and more exciting moves in the industry! ?? #Recruitment #FoodManufacturing #JobMarket #CareerMoves #IndustryUpdate

If there is one question I get asked the most in my role, it’s “How do I get into Social Impact/Corporate Social Responsibility?” There is no "one size fits" answer that will work for everyone. The common thread is to get familiar with the work before a role is open and network! If you are interested in learning more about this field of impactful work, join CHC: Creating Healthier Communities and register for what I know will be a very informative webinar! CC: Amanda Ponzar

The era of easy promotions is coming to an end. New data shows white-collar promotions down 42% in Q1 compared to the 2019-2023 average. I suspect that this isn't just a blip – it's a new reality. During the ZIRP years, promotions were treated like participation trophies – handed out to keep restless employees from quitting. But times have changed. The job market has cooled, and employers are raising the bar on what it takes to move up. Many have also realized that too many layers of management have slowed down organizational progress. But, as promotions become rarer, companies will need to reimagine how they keep their talent growing and engaged. The solution isn't simple, but it's necessary. We need to redefine career growth beyond just moving up the org chart.

As the labor market softens, the 2024 American Opportunity Index shows that where you work matters more than ever. Top employers pay their workers 2.3x more for the same work and are 2.5x more likely to promote them. Yet only 20% of firms increased promotion opportunities vs. last year, while 60% fell back. Similarly, although top employers are 2.8x more likely to hire people without degrees, almost half of all firms have decreased their hiring of people who either lack college degrees or meaningful previous work experience even as more and more firms commit to skills-based hiring. A project of The Burning Glass Institute, the Harvard Business School Project on Managing the Future of Work, and the Schultz Family Foundation, the American Opportunity Index is different from other measures of employer quality which are based on surveys, qualitative evaluation, or the data companies themselves provide. Instead, it assesses how well 395 of America’s largest companies promote, pay, hire, and retain their workers based on an independent, comprehensive data analysis of the career trajectories of more than 5 million of their employees. Topping this year’s ranking are Grainger, Costco Wholesale, Capital One, Meta, ServiceNow, J.B. Hunt Transport Services, Inc., The Coca-Cola Company, PepsiCo, MetLife and Bank of America. The Index’s Top 100 Employers of Choice list span 30 sectors, proving that business model isn’t destiny when it comes to how much opportunity firms create for their workers. When workers rise, companies rise with them. Just one example:?top firms retain their employees 1.6x longer than their peers. Now in its third year, the 2024 American Opportunity Index offers a critical benchmark for companies to assess how they foster opportunities and drive mobility, providing a data-driven yardstick for identifying the practices that build value in the workforce. By offering good jobs and opportunities for growth, top-ranked employers aren’t just supporting their employers, they’re building a stronger foundation for the future. I am grateful to Joseph Fuller at HBS and Rajiv Chandrasekaran and Marie Groark at the Schultz Family Foundation for their partnership, along with Burning Glass Institute colleagues Luke Chen, Shrinidhi Rao, Nik Dawson, and Gad Levanon and SFF's Kris Goddard. Many thanks as well to Glassdoor for making available compensation insights used in constructing the Index - including a new AOI-Glassdoor Employee Sentiment Score and to Lightcast for the use of job postings data used in weighting factors computed based on the Institute’s career history database. Check out Matthew Boyle's excellent feature coverage in Bloomberg. https://lnkd.in/eeqDMwpk To explore the Index, including a range of tools for analyzing company performance, visit https://lnkd.in/egetsYAc #management #humanresources #careers