"Permatemps" are here to stay

I came across a new term recently, used in this article to describe the employment trend in Europe. “Permatemps” describes those permanently in temporary or contract work.

It appears that the concept of “Permatemps” has hit Alberta as well. Latest Stats Can figures show the province lost 24,000 full-time jobs in January but added 25,000 part-time.

As mentioned in this New York Times piece, this rise in part-time work is the result of a troubled economy that has left employers wary of taking on the liability of full-time employees in tenuous times.

For us in the Interim Management business, this is nothing new. It’s a dynamic that fuels opportunities for senior executives looking to contract their services. However, of interest to me is that the “Permatemp” concept has become cross-generational, occurring in multiple industries and for all levels of wage earners.

I’m afraid our younger friends need to get used to this trend as it is not going away anytime soon. Where I see a difference at least in Canada is that if you have the right combination of education and practical experience, your job security may still be debatable but your income need not take the average 19% hit they say is the case in the EU.

There is an acceptable trade-off for employers and workers that both should appreciate. For the employer, they limit their long-term obligation or liability if the person doesn’t work out or there isn’t the anticipated growth for their business. The obligation for compensation beyond hourly or daily wages is much less. They can limit unproductive “down” time by being very work scope/project focused.

On the other hand, for the worker, they can invest more of themselves over a shorter period of time knowing that there will be a respite ahead. They can transfer their skills to different companies and cultures, have a broader learning experience and build a stronger resume. Over time they will be able to up their hourly ask to beyond what they would make as a full-time employee.

Lead, follow or get out of the way. The “Permatemp” concept is here to stay.

Principal Mark Olson provides leadership during a period of transition, rapid growth or crisis operating as Interim CEO, President or Executive Director. View his profile.

You may have more to lose than your vacation snaps...

Massive security breaches seem to be making the headlines on a regular basis, from celebrity photos to the personal data of millions of LinkedIn, Yahoo and Ashley Madison customers.

But, the issue may be even more serious and widespread than previously thought. According to this article by Tim Burke, Director of IT at Bettercloud, 43% of companies experienced a data breach in 2014.

This isn’t just a professional issue though, with more than 12 million people annually falling victim to identity fraud, losing an average of $5,000. Unfortunately, the question is increasingly moving from “If… ?” to “When… ?”

There are a couple straight forward security measures that can be enforced both in the workplace and in our personal lives to mitigate the risk though.

For example, implementing 2-Factor Authentication and understanding the basics of phishing emails go a long way to protecting your organization and yourself. As IT professionals, it’s important to spread awareness and change the mindset of those around us.

What are some of your favourite ways to protect your personal data?

Principal Bruce MacDonald is a senior executive with extensive experience in finance, operations and information technology. View his profile.

RESOLVE TO MAXIMIZE YOUR HUMAN CAPITAL IN 2017

There have been significant shifts in the drivers of our economy creating tremendous opportunities for organizations. The psychological evolution of the workforce, the changes in regulation, legislation and approach of our governments, and the availability and access to human capital have all made a mark. The opportunities lie in ‘how’ to manage these shifts and challenges.

Traditional methods in human resource management, like organizational restructuring, compensation, and benefit package changes and employee attraction, retention and layoff strategies, are often risky, costly and limiting. Interim management is cost effective in addressing necessary organizational, program and/or human capital changes; creating additional options for organizational leadership Interim Management can provide a fresh perspective, while also bringing a wealth of knowledge, experience, and objectivity to your organization.

The economic shifts we have experienced the past 2-3 years demands that business leaders move past old cookie cutter approaches and dive deep to uncover insights and solutions to grow their businesses. The key distinction between many interim executives and those traditional business consultants is easy to remember; an interim executive has the skills to design the solution, AND execute on those plans. Business growth is both cost and time sensitive and an interim manager gives you a competitive edge.

Three ways an interim executive can positively impact your organization:

1. Never let a crisis go to waste.

In his bestseller, The Power of Habit, author Charles Duhigg notes the best leaders seize crises to remake organizational habits - those implicit, informal and unwritten rules that employees use to survive their work environment. Changing these habits takes awareness, time, effort, and in most cases, significant organizational courage. Change agents don’t always survive the change they need to instill. An interim executive has the required experience to objectively review, recommend and manage change while providing the face for any negativity associated with difficult transitions.

2. Get a fresh perspective.

When budgets are tight and teams are slim, quick understanding of the issues facing your business is paramount. Having a fresh perspective and a big picture view is critical. Sometimes your best people are too close to the issue and can miss the trend or opportunity. Adding an interim executive increases capacity and expands your options, and helps you to find the right solution.

3. Develop human capital.

Human resources are an organization's greatest asset while at the same time representing a liability, which must be managed, developed and nurtured to achieve the organization’s mission and vision. Without shifting and evolving the organization’s human resource management practices to meet the significant adjustments occurring in our economic and social environment business leaders are left wondering how they lost their margins and business leadership positions.

Change requires an ability to stand up against the established norms in order to ensure an organization’s survival. Working with an interim executive who has the experience to lead and grow organizations, teams, and/or individuals through these organizational pivot points, can not only grow the abilities and skills of your employees but can also fast track the changes as they are not as vested in the ways of the past.

Your business or organization can’t flounder through a transformation; it needs to be purposeful and effective for all stakeholders. If you're scratching your head on how to leverage these opportunities, consider an Osborne Interim executive. The Osborne Group team has a proven track record in Western Canada - introducing experienced interim executives with the knowledge, skills, and objectivity needed to push through major initiatives in a wide variety of fields and industries. To find out more, contact Osborne Principal Joel Benjamin.