The following is the thoughts and analysis of Kevin Davis, the founder and chairman of First Workings, a nonprofit helping underrepresented NYC high schoolers acquire social capital through paid internships and one-on-one mentorships.
Pre-pandemic, only 2% of workers were remote. By May 2020, that number was up to 70% according to SHRM. As more and more Americans get vaccinated, questions about returning to the office continue to persist. Hybrid work (a combination of work from home, and in the office) has grown in popularity, and many large tech companies like Amazon, Meta, and Alphabet, have announced permanent policies on remote work.
As corporations plan for the future, it is important that business leaders take Gen-Z into consideration. They are currently the largest generation in America, and a generation rapidly entering the workforce as interns and entry-level staff. With the Great Resignation still occurring, firms need to take the concerns of Gen-Z into account to grow their workforce.
I have learned a lot as the Founder and Chairman of First Workings, a nonprofit organization that helps high school students from underserved communities build social capital and workplace readiness skills through paid summer internships and mentorships with large firms across New York City. Working with high school students throughout the pandemic has taught us valuable lessons on virtual learning and working.
Gen-Z is the most diverse generation
According to a Pew Research center study, Generation Z has more racial diversity than any generation before it. Their entry into the workforce has coincided with a huge “racial reckoning” throughout every industry in America. Over the past 18 months, many of the industries we partner with including finance, law, medicine, and media have taken strides to broaden the diversity of their workforce.
Virtual jobs and internships can fill in some gaps…
Virtual jobs and internships allow students and graduates to get experiences at companies regardless of their locations. Not all students can afford to move to expensive places like New York City for the summer. Others may need to spend time living with family members in places far from the firm’s headquarters. For them, virtual positions make a lot of sense and broaden their access to opportunities.
Additionally, working remotely can give new hires more one-on-one time with mentors and supervisors. Indeed in our experience, interns and mentees get far more one-on-one time from a facetime call with their supervisor, than amid the hustle and bustle of a busy office. One obvious reason for this is that when a conversation is taking place through a video call, the employer or mentor is able to focus entirely on the mentee for a set amount of time. This makes their engagement far deeper and more meaningful.
But there are costs
For new hires from underserved communities, virtual work is not always the best fit. Finding a quiet place for Zoom calls can be difficult, especially when one shares small living spaces with extended family members and or siblings. Additionally, we have noticed that many of the students we have worked with over the past 18 months are reluctant to turn their cameras on while interacting. Zoom fatigue, paired with feelings of shame or embarrassment about one’s camera background, can have a detrimental impact on their ability to make connections in virtual environments.
Companies need to prioritize face-to-face interactions
A young person entering the workforce will not have the same office relationships as older colleagues. It’s important for HR staff and management to encourage as much interaction as possible outside of Slack and email. If new staff members have a question or concern about a project, they should set up a Zoom call (or meet in person, if possible) allowing relationships, trust, and social capital to develop. Furthermore, employees should be encouraged to connect “offline” by working in person at the same time, if in-person work is optional. This will help colleagues relate better to one other, and build trust.
New employees should spend as much time as possible building intentional relationships. This does not mean idle office chat, but something deeper based on shared interests, goals, and aspirations. Those new to a job should show initiative by joining a committee or offering to help out on ad hoc projects.
Mentorship doesn’t happen naturally
If employers want their employees to mentor one another, an active effort should be made to facilitate these relationships. Companies need to outline clear guidelines and expectations to ensure an equitable and beneficial professional experience for everyone involved. The lockdown forced First Workings to develop a virtual mentorship model, and we are noticing how many of the added benefits are here to stay, despite the return to in-person work.
Managers Need to Prioritize In-Office Work for Gen-Z
If firms want to succeed in attracting and fostering Gen-Z talent, a critical eye must be turned towards remote work. It is not enough to institute small fixes, as we cannot build the future workforce from our home offices. Bringing the new generation into the workplace is the best option for building a sustainable workforce.
Job listings are popping up left and right, so what exactly *is* UX writing?
(EDITORIAL) While UX writing is not technically new, it is seemingly becoming more and more prevalent. The job titles are everywhere, so what is it?
The work of a UX writer is something you come across every day. Whether you’re hailing an Uber or browsing Spotify for that one Drake song, your overall user experience is affected by the words you read at each touchpoint.
A UX writer facilitates a smooth interaction between user and product at each of these touchpoints through carefully chosen words.
Some of the most common touchpoints these writers work on are interface copy, emails, and notifications. It doesn’t sound like the most thrilling stuff, but imagine using your favorite apps without all the thoughtful confirmation messages we take for granted. Take Eat24’s food delivery app, instead of a boring loading visual, users get a witty message like “smoking salmon” or “slurping noodles.”
Eat24’s app has UX writing that works because it’s engaging.
Xfinity’s mobile app provides a pleasant user experience by being intuitive. Shows that are available on your phone are clearly labeled under “Available Out of Home.” I’m bummed that Law & Order: SVU isn’t available, but thanks to thoughtful UX writing at least I knew that sad fact ahead of time.
Regardless of where you find these writer’s work, there are three traits an effective UX writer must-have. Excellent communication skills are a must. The ability to empathize with the user is on almost every job post. But from my own experience working with UX teams, I’d argue for the ability to advocate as the most important skill.
UX writers may have a very specialized mission, but they typically work within a greater user experience design team. In larger companies, some UX writers even work with a smaller team of fellow writers. Decisions aren’t made in isolation. You can be the wittiest writer, with a design decision based on obsessive user research, but if you can’t advocate for those decisions then what’s the point?
I mentioned several soft skills, but that doesn’t mean aspiring UX writers can’t benefit from developing a few specific tech skills. While the field doesn’t require a background in web development, UX writers often collaborate with engineering teams. Learning some basic web development principles such as responsive design can help writers create a better user experience across all devices. In a world of rapid prototyping, I’d also suggest learning a few prototyping apps. Several are free to try and super intuitive.
Now that the UX in front of the writer no longer intimidates you, go check out ADJ, The American Genius’ Facebook Group for Austin digital job seekers and employers. User-centric design isn’t going anywhere and with everyone getting into the automation game, you can expect even more opportunities in UX writing.
Have an in-person job interview? 7 tips to crush the competition
EDITORIAL) While we all know the usual interview schtick, take some time to really study for your next face-to-face job interview.
So, you’re all scheduled for an in-person interview for a job you’d kill for. It’s exciting that you’ve made it to this step, but the question is, are you ready? Especially with remote interviews being the new norm, your nerves may feel shaken up a bit to interview in person – but you’ve got this! And many of these tips can be applied no matter the interview setting.
We all know the basics of a job interview: dress nice, get there early, come prepared, firm handshake, yada, yada, yada… However, it’s good to really sit and think about all of the requirements of a successful interview.
There are seven steps for crushing a face-to-face interview. Do your homework upside down and inside out in order to walk into that room.
Which brings us to the first step: know everything you need to know backwards and forwards.
This can be done in two steps: getting to know the company and getting to know yourself. By doing website, social media, and LinkedIn research, you can get a feel of the company culture as well as the position you’re interviewing for.
By getting to know yourself, have a friend ask you some interview questions so you can practice. Also, take a look at your resume through the eyes of someone who doesn’t know you. Make sure everything is clear and can compete with other candidates.
The next step is to anticipate solving future problems. Have some insight on the department that you are interviewing for and come prepared with ideas of how to better this department. (i.e. if it’s marketing, give examples of campaigns you’ve done in the past that have proven to have been successful.)
Step number three requires you to go back to the research board and get some information on the employer. Find out who you’re meeting with (head of HR, head of the department, etc.) and make your self-presentation appropriate for the given person.
Next, work on making the interview conversation a meaningful one. This can be done by asking questions as people like to see you take an interest in them. Also, be sure to never answer the questions as if it’s your regular spiel. Treat each job interview as if this is the first time you’re presenting your employability information.
With this, your next step is to have stories prepared for the job interview. Anecdotes and examples of previous jobs or volunteer/organization experiences can help bring life to an otherwise run-of-the-mill resume.
After this, you’ll want to make sure that you’re showing enthusiasm for the position you’re interviewing for. Don’t jump on the couch in the lobby like you’re Tom Cruise on Oprah, but definitely portray that you’re excited and up for the challenge.
Lastly, make a good impression by being impressive. Be professional and in control of your body language. Put yourself in the mindset of whatever position you’re interviewing for and show them that you have what it takes.
The benefits of remote work are just too good to overlook
(EDITORIAL) Employees scream it from the rooftops and businesses don’t want to admit it: Remote work is just too beneficial to pass up- and here’s why.
Remote work has been rising in popularity in the past several years. Especially following the COVID-19 global pandemic, more companies saw significant benefits for both their business and their staff that went beyond the realm of finances by allowing remote labor.
Less happily, many people lost their job during the pandemic, but they ended up having more time to put toward their passions or were compelled to get creative with their remote business ideas to ensure a consistent stream of income.
If you remain on the fence about allowing your employees to work remotely, or are considering a career shift yourself, take a look at the top four benefits of working remotely, which may sway your decision.
Better Overall Quality of Life
Allowing your employees to work remotely doesn’t necessarily mean they work from home full time. There are benefits to having your employees work in an office part of the time – say, two or three days – and working from home, in more familiar surroundings, the rest of the week.
In this way, your workers enjoy some freedom and independence while retaining the ability to interact face-to-face with their peers. That provides human interaction, which can play a substantial role in terms of improved mental health for your staff.
Happy employees means healthier employees, which can save your outfit money in the form of healthcare costs and lost productivity. But we will get further into the cost-saving benefits a little further on.
If you’re a remote worker, you should see yourself becoming significantly more productive. But why would this be the case if you don’t have a manager over your shoulder watching your every move?
It’s true that when employees have a greater sense of independence, they also experience a significant sense of trust on the part of their employers and managers. This is one of the huge benefits of working remotely because it has a trickle-down effect on the quality and overall production of people’s work.
Can Work Anywhere with Internet
Whether you are a small business owner or have crafted your work to tailor toward a life of remote labor, this is an opportunity for someone who has dreamed of being a digital nomad. You have the ability to work anywhere in the world as long as you have access to the Internet. If you love to travel, this is a chance to spend time in various places around the globe while continuing to meet your deadlines.
Set Your Own Hours
In some cases with remote businesses, you have the freedom to set your own hours. Content writers, for instance, tend to enjoy more flexibility with regard to when they work because a lot of what they produce is project-based rather than tied to a nine-to-five schedule.
When you’re a business owner, this can be incredibly useful when you outsource tasks to save money. You can find a higher quality of performance by searching for contractors anywhere in the world and it doesn’t limit you to workers who live near to your office.
Saves Everyone Time and Money
In the end, remote work typically saves money for every person and entity involved. Businesses save costs in terms of not having to pay for a physical space, utilities, Internet, and other expenses. This allows you, as the owner, to spend more of your income on providing quality software and benefits for your employees so your operation runs more smoothly and efficiently.
According to FlexJobs, employees or remote business owners may save around $4,000 on average every year for expenses such as car maintenance, transportation, professional clothing in the office, or even money spent dining out for lunch with coworkers. Eventually, the costs add up, which means extra money in your pocket to take that much-needed vacation or save up for a down payment on your first home.
These benefits of working remotely only skim the surface. There are also sustainability factors such as removing cars from the roads and streets, because people don’t have to travel to and from an office; or employees missing fewer workdays since they have the ability and freedom to clock in from home.
Weigh the pros and cons as to whether remote work is right for you as a business owner or online professional. You might be surprised to find that working from home for more than the duration of the pandemic is worthwhile and could have long-lasting benefits.
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