Habitat for Humanity of Catawba Valley’s Post

Check out Anne's journey of entering our SPARKS Female Skills competition this year!

This was a great panel event. Honest accounts of the highs and lows of juggling parenting with career progression, as well as tips to manage day-to-day. Key takeaways for me included: 🕵️Get to know your team - don't assume that just because someone is a parent that their circumstances will be the same as other parents in your team. 👨🏾🍼Parent out loud - being honest (and sometimes vulnerable) about your responsibilities at home can help you feel you can be yourself at work. Spending less energy on hiding what's happening in your personal life can help you to focus more on working efficiently and effectively. 🎯 Flexibility and empathy is key - lead with empathy and compassion to get the best out of people. Look after your people and your people will smash their goals/targets. It's great to know that our senior leaders are human and that they're willing to be brave and share their experiences so that the rest of us can benefit. I'm looking forward to the next one already! #parentoutloud #flexiblewaysofworking #empathy #rolemodellingvalues #seniorleadersarepeopletoo #careerprogression #inclusionandwellbeing #parentsandcarers

Good morning, Aggies! Today, the Kerry team are taking over NCAT’s social media channels to give you all the details on how you can build a future career at Kerry. Keep an eye on this page throughout the day to learn more about what life is like at Kerry North America and see if we are a good fit for you and your career plans. Any questions about Kerry, just ask in the comments below! #WeAreKerry #KerryNorthAmerica #KerryNCATTakeover

It's that time of year... Career Planning time!!! 👩💼 👨💼 Following our annual review process, our employees dive into career planning with their line manager. It's an opportunity to use the extensive feedback from the annual review process to set new goals and plan for the future. By engaging Tonka Learning, Worrells ensures that our leaders have the skills to partner with their team in this important piece. #CareerConversations #CareerFocused #CareerPlanning #Development #WorrellsVic

With four and sometimes even five generations in the workforce, it is important to be open to understanding that someone's lived experience can be quite different than your own. The world, sometimes for better and sometimes for worse has changed significantly over the past seventy years. There is a lot be learned and gained from exploring the experiences and perspectives of all generations. How do organizations balance all of these varied experiences, needs, desires, fears, challenges and working styles across generations? This is particularly challenging with respect to GenZ, as their experience has been considerably different than that of generations that came before them? At RJ Wronski Associates, Inc we are helping organizations explore questions such as: When is it appropriate or advantageous to accommodate the needs of the individual when those needs may seem to be at odds with the needs of the organization (i.e. culture, processes, values or work expectations)? How do we turn the many differences (and the similarities that do also exist) into opportunities for both the individual and the organization as a whole? How do we prepare our organization for the generational shift upon us? Collaborating with the LDP Connect Enterprise Council last week on these questions, as they relate to early talent development programs was greatly rewarding. Thank you Dan Beaudry for bringing this topic to the forefront for the LDP Connect community.

Clayton State University Supply Chain Students!!! It's the day you've been waiting for! Today is the Supply Chain Industry fair! Come see me and Tai Johnson and learn how Supply Chain is done on the blue team! I'll be at the blue table with the big smile waiting to greet you! See you soon! 😀 #claytonstate #supplychain #ptjobs #studentjobs

As we head into the end of the week, I always think of the many cleaners that are either finishing the week or have cleans to be performed. And like Rosie in the video, the question I ask is - are the cleaners getting treated as they should be? Yes, the impression in the video is of a gig worker, and the first impression that comes to mind is an Uber driver, or maybe a DoorDash delivery person, but what if I told you that the Fair Work Commission changes, due August 26, 2024, class cleaners as gig workers in Australia. Why? Because most cleaners are underpaid, mistreated, and incorrectly classed as contractors (over 80% percent of the cleaning industry operates like this - Sham Contracting) when they actually employees. So I ask you, if your cleaners, like Rosie are trying to earn a living, but getting to some payment that equates to $7 per hour, do you think this is fair? There is a solution - for everyone to accept that all workers deserve to be paid correctly, even if this means that the cleaning costs will go up. And just like Rosie, when she sees an opportunity to get a well paid job, where she is treated well, we get cleaners approach us. Cleaners hear from their relatives, their friends, and our current cleaners about how we treat our team, and contact us, asking how do they get a job with us. And to you, what is the outcome? A cleaner that is so appreciative to have the job, so happy to at last be paid correctly, so happy to have the training and support, they do their ultimate best to deliver to you, our clients and us, the best standard they can. So as we all end a week, I ask for some thought to be given to the Gig workers - the ones that work the hours most of us don't like to even think about working, and ask are they being treated fairly?

As we head into the end of the week, I always think of the many cleaners that are either finishing the week or have cleans to be performed. And like Rosie in the video, the question I ask is - are the cleaners getting treated as they should be? Yes, the impression in the video is of a gig worker, and the first impression that comes to mind is an Uber driver, or maybe a DoorDash delivery person, but what if I told you that the Fair Work Commission changes, due August 26, 2024, class cleaners as gig workers in Australia. Why? Because most cleaners are underpaid, mistreated, and incorrectly classed as contractors (over 80% percent of the cleaning industry operates like this - Sham Contracting) when they actually employees. So I ask you, if your cleaners, like Rosie are trying to earn a living, but getting to some payment that equates to $7 per hour, do you think this is fair? There is a solution - for everyone to accept that all workers deserve to be paid correctly, even if this means that the cleaning costs will go up. And just like Rosie, when she sees an opportunity to get a well paid job, where she is treated well, we get cleaners approach us. Cleaners hear from their relatives, their friends, and our current cleaners about how we treat our team, and contact us, asking how do they get a job with us. And to you, what is the outcome? A cleaner that is so appreciative to have the job, so happy to at last be paid correctly, so happy to have the training and support, they do their ultimate best to deliver to you, our clients and us, the best standard they can. So as we all end a week, I ask for some thought to be given to the Gig workers - the ones that work the hours most of us don't like to even think about working, and ask are they being treated fairly?

Who is celebrating #GreenCareersWeek this week?! 🙌 Did you know, as part of our Careers Platform here at Morrisby, you can explore a range of Green Careers - everything you need to know all in one platform: 👉 Labour Market Info 👉 Qualifications 👉 Salary Expectations 👉 Case Studies 👉 Useful Resources Log into your Morrisby portal to find out more or contact me to see what is possible! National Careers Week #GreenCareers #CareersPlatform #greencareersweek #gcw2023

In February, I spoke at Southeastern Community College’s professional development day. We discussed the need for employees to use emotional intelligence to serve those around them. At the end of the session, I asked people to make a 30-day commitment to practice one aspect of emotional maturity. Over 100 people committed that day. After 30 days of tracking progress, the team’s average emotional intelligence self-rating doubled from start to finish. Great things came from these 30 days of focus: ➡  More employees assumed positive intent about other's actions, changing the nature of conversations. ➡  More employees were listening to understand their coworkers, not just to respond. ➡  More employees were slowing down to ensure they weren’t running over people in the name of getting things done. Kudos to the team at SCC for their dedication to building a more emotionally mature culture!