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Tag: generations

  • Should You Dress Like Younger Coworkers?

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    conference room with a variety of coworkers of different generations and ages and work outfits; the woman standing and addressing the group is a young Black woman wearing a blue blouse and light colored pants
    Stock photo via Deposit Photos / monkeybusiness.

    The NYT had an interesting “Ask Vanessa” question recently: should you dress like younger coworkers? Let’s discuss…

    In the NYT article (gift link), the writer asks Vanessa:

    I work with many younger peers in a job that includes a lot of launches, dinners and parties. While I “dress” for these events, my peers remain in the jeans, knits and sneakers they wore all day. In this situation I advertise myself as a relic, no matter how well the clothes suit me. Are there ways I can embrace a more casual approach while also respecting the occasion? — Ali, Sydney, Australia

    Vanessa Friedman, the NYT’s fashion critic, tells her that age is a hard thing to completely bamboozle people over — no one will think you’re as young as your daughters unless you’re Kris Jenner. But, she notes, you want to lean into your age and the experience that brings… and dress as you please.

    Should You Dress Like Your Younger Coworkers?

    I do agree with this advice — presumably, with age you have earned the right to dress however you want to. This is why we often advise younger women just starting out to look to a midlevel for fashion guidance instead of the boss — because the boss can dress however she likes.

    I also think that people are OK with there being an adult in the room in most circumstances for work events. Who’s in charge? The person dressed the best (in a conservative sense) is often a safe assumption.

    That said, there are a few nuances here that I think are interesting, and I’d love to get your thoughts…

    Does Wearing a Sheath Dress + Heels Age You?

    It’s one of those things that is particularly hard right now because fashion has taken a decidedly casual turn in recent years — and a great example of this is the sheath dress + heels, which always used to be a safe outfit for conferences, networking events, and more, as well as the office.

    In recent years I’m sure we’ve all attended events where most people wore jeans and blazers or something similarly casual (especially the young’uns), and there were a few women still in sheath dresses and heels. I will note at the getgo that I’m sure they looked fabulous — it’s been a very safe choice for a reason, it’s so easy to look polished and put together. But… did it age them?

    I think that question is kind of irrelevant, honestly — the more important question is, did they look like they were out of touch? Did they look like they didn’t know what year it was, or how current fashions were? I don’t think so — I think those people in heels and a sheath dress probably kept their gravitas and respect and looked in charge. Could they have gotten away with jeans and a blazer and loafers and still looked polished and in charge (or, in a more conservative setting, a pair of wide legged trousers and a lady jacket)? Absolutely, but while also meeting the occasion.

    Does It Matter How Big of An Age Gap There Is?

    Here’s an important point: the smaller the age gap, the harder the question becomes.

    If you’re in your early 40s, you probably came of age professionally in an era where a sheath dress, blazer, and heels were not just acceptable, they were the default uniform for looking competent at work. Many women built entire wardrobes around that formula, and it worked reliably for years.

    Meanwhile, coworkers in their late 20s (and even early 30s) may have started their careers during or after the pandemic, when offices were already moving toward softer business casual. They didn’t “reject” formal workwear — they simply never adopted it. To them, the visual language of professionalism is different: trousers, knits, flats, and layers instead of suits and pumps.

    So when the two groups meet at a work dinner or networking event, it can feel less like a fashion disagreement and more like a time-travel moment. Both groups are dressing professionally according to the rules they learned… but the rules aren’t the same.

    The Real Issue: It’s Not Age… It’s Formality

    I don’t think a sheath dress and heels automatically ages someone. What it can do, however, is signal a level of formality that no longer matches the environment.

    For many years, the safest strategy was to dress slightly more formally than everyone else. Today, that can sometimes read less as “polished” and more as “out of sync,” especially in offices where hierarchy is flatter and approachability is valued.

    In other words, the question isn’t:

    “Do I look older than my coworkers?”

    It’s:

    “Am I speaking the same visual language as my workplace?”

    Clothes communicate role, authority, and adaptability. When most of the room is in relaxed tailoring and you are in a full traditional professional outfit, the difference can stand out more than you intend — not because you look bad, but because the dress code has quietly shifted.

    So What Should You Actually Wear?

    The goal isn’t to dress younger. The goal is to dress current.

    That does not mean adopting every trend your coworkers are wearing. It means updating the structure of your outfit while keeping your personal style and level of polish.

    Some easy translations:

    Instead of:

    • sheath dress + pumps
      Try:
    • column dress + flats or loafers + soft jacket

    Instead of:

    Instead of:

    You keep the authority and polish, but you just remove the stiffness.

    What You Don’t Have to Do

    You do not need to:

    • wear sneakers to professional events
    • copy your younger coworkers’ casual outfits
    • abandon tailoring or quality clothing
    • chase trends that don’t feel like you

    Vanessa Friedman is right that you won’t convince anyone you’re 26 by dressing like a 26-year-old. But you also don’t have to dress like it’s 2012 to look competent.

    Professional style has moved toward “polished real clothes.” The sweet spot is clothing that looks intentional and current without looking like you tried to blend into a different age group.

    A Useful Rule of Thumb

    If you want a practical guide, try this:

    Match the formality of the room, not the age of the people in it.

    Younger coworkers are often unconsciously calibrating to workplace culture; they just started from a different baseline. When you adjust formality rather than copying specific items, you stay aligned with the environment while still looking like yourself.

    And, in many situations, there is still value in being the slightly more polished person in the room… just not the only person dressed for a different decade.

    Readers, let’s hear from you. Have you run into this at conferences, recruiting events, or office dinners? Have you ever changed an outfit because everyone else showed up more casual (or more formal) than you expected?

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    Kat

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  • Legacy in Every Bottle: How 5 generations of the Wente family shaped California wine

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    LIVERMORE, Calif. — For more than 140 years, Wente Family Vineyards has blended tradition, innovation and family passion in every bottle.

    Fifth-generation sisters Aly and Niki Wente are carrying on their great-great-grandfathers legacy, leading with sustainability, shaping the story “from grape to glass” and inviting guests to experience a little piece of the family every time they visit.

    “When you visit Wente Family Vineyards, I want guests to feel that they are coming to be a part of our family,” said Niki Wente, director of Vineyard Operations. “You’re tasting all of our hard work. All of the generations are in every bottle of wine.”

    Founded in 1883, Wente Family Vineyards holds the distinction of being the oldest continuously family-owned and operated winery in the United States. The legacy began with Carl Wente in the Livermore Valley and continues today under the leadership of the fifth generation.

    “(Carl) learned how to make wine in the Napa Valley under Charles Krug,” said Aly Wente, senior vice president of Hospitality, Business and Marketing, and Carl Wente’s great-great-granddaughter. “He came to Livermore because Livermore was a really similar wine growing region to Napa.”

    Aly and Niki’s great-grandfather, Ernest, began planting Chardonnay in the Livermore Valley in 1908, importing cuttings from Burgundy.

    “He curated this really flavorful fruit-forward style of Chardonnay and people started to hear about it. Today, we believe that around 75% of all California Chardonnay has genetic roots back to our familys property,” Aly said.

    “We come from a line of strong men who helped shape us,” Aly continued. “But now we have this incredible force of women leading winemaking, leading viticulture. So, we like to say ‘from grape to glass.’ Women are really kind of shaping the story at Wente right now.”

    For Niki, that story begins in the vineyard.

    “I run our entire agricultural division and so every day I’m really focused on sustainable quality of wine grapes and how to continue to produce the most beautiful wines possible from dirt to bottle,” she said.

    At the tasting lounge, Aly said, “You can park your car, taste wine, play an 18-hole championship Greg Norman-designed golf course, then come back and potentially see a concert or attend a food and wine experience. You’ll never have to move your car and you get to have this wonderful day enjoying wine and being with people.”

    Reflecting on the legacy, Niki said, “My great-great-grandfather Carl Wente would be stunned silent at the success of all the generations over the years. We have so much passion for growing grapes and making wines and working as a family and it’s just so important to us.”

    More info can be found at wentevineyards.com.

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    CCG

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  • Gen Z’s Work Values Are Different From Employers. Here’s How Hiring Managers Can Meet in the Middle

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    A hiring manager shared something with me that explained the dilemma so many workplaces are facing today. He said, “Job interviews with young candidates have turned into a sparring contest where both parties attempt to clarify what they want out of the job experience.” This observation now has research behind it. 

    NYU professor Suzy Welch released the results of her study on Gen Z and businesses across America. Ms. Welch teaches M.B.A. students and attempts to prepare them for a life of purpose and leadership as they graduate. There’s just one problem. These students have a different set of values than most companies do.  

    Fasten your seatbelt. Welch’s analysis produced an outcome that startled her and her team. A mere 2% of Gen Z members hold the values that companies want most in new hires, which are: achievement, learning, and an unbridled desire to work. Gen Z respondents’ top three values were: 

    • The desire for self-care and personal pleasure or to be happy 
    • The desire to express authentic individuality or to have a voice 
    • The desire to help people or to make a difference in others’ lives 

    Of course, none of these top values are bad, but values are choices, and right now, Gen Zers have chosen to push back on the traditional “work ethic.” They prefer a more “look out for number one” mindset. I can’t always blame them, but for now, employers must figure out how to close the gap between what the organization wants and needs, and what that young potential team member does.  

    The motivators behind Gen Z values in the workplace 

    As I hosted 13 focus groups with members of Gen Z, I had two epiphanies. First, I began to realize they represent the future, and I would do well to listen rather than merely demand that they align with past ways of doing things. Second, as I listened, I heard many say they didn’t want to “hate their work” like so many do today, nor feel bound to it.  

    Further, some said they witnessed their mom or dad “worship their work” and become workaholics. They saw them stressed out and unhappy. No wonder their top priorities on the job surfaced differently in Welch’s study. 

    The secret to meeting in the middle 

    The key to my research emerged when they associated work with hobbies. The young people I met wished that work could somehow be treated as a hobby they participated in, rather than a job. In other words, they did it because they wanted to, not because they had to. Their motivation was devotion, not duty.  

    Herein lies the gap between old and young. I expect them to embrace my kind of work ethic, but I’ve found I see that kind of motivation when I profile their job differently. I began describing the tasks I needed them to perform as a hobby: places where they could connect their talents and their passions. I gave them more autonomy to accomplish tasks with strategies they came up with, rather than the steps I prescribed. Soon, they owned the task, rather than “renting it” from me. 

    Certainly, there are several tasks that need to be done at a specific time. They must meet a deadline because others depend on them. However, this criterion is agreeable since their motivation shifted from duty to devotion. I had their “heart” not just their “head” in the mix. I enjoyed engaged, not disengaged employees. 

    What compromise looks like  

    Consider your favorite hobby growing up. Did you play sports? Did you have a collection of coins or baseball cards? Did you play video games or paint pictures? I found that when I had a great hobby, I could hardly wait to get to it, and my best work might happen at 10:00 pm, not 10:00 am. I was inspired, not forced to do it. Isn’t this what leaders want from their staff?  

    I wonder if this could be what meeting in the middle looks like with Gen Z: 

    • Since we’re paying them, we do require punctuality and outcomes. 
    • Yet, we’re getting their inspired work, from fully engaged teammates. 
    • Our values and their values have found a place to overlap. 

    When it comes to the future, there is a lot of uncertainty. But one fact is that Gen Z will be there. It’s time to adapt and become better leaders. May their push back on traditional values nudge older generations to grow and enable them to achieve more than they felt they could. I have no doubt this will allow both leaders and teammates to get on the same page. 

    To get a copy of my new book, The Future Begins with Z: Nine Strategies to Lead Generation Z as They Disrupt the Workplace. 

    The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

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    Tim Elmore

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  • Nearly half of Gen Zers get help from the bank of mom and dad, report finds

    Nearly half of Gen Zers get help from the bank of mom and dad, report finds

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    To keep up with the high cost of living, many young adults turn to a likely safety net: their parents.

    Nearly half, or 46%, of Gen Zers between the ages of 18 and 27 rely on financial assistance from their family, according to a new report from Bank of America.

    Even more — 52% — said they don’t make enough money to live the life they want and cite day-to-day expenses as a top barrier to their financial success.

    “The high cost of living is certainly impacting Gen Z,” said Holly O’Neill, president of retail banking at Bank of America.

    The financial institution polled more than 1,000 Gen Z adults in April and May.

    Why times are so tough for Generation Z

    Many consumers feel strained by higher prices — most notably for food, gas and housing. However, those just starting out face additional financial challenges.

    Not only are their wages lower than their parents’ earnings when they were in their 20s and 30s, after adjusting for inflation, but they are also carrying larger student loan balances.

    Even compared with millennials, Gen Zers are spending significantly more on necessities than young adults did a decade ago, other reports show.

    They also have the debt to prove it. Roughly 15% of Gen Zers have maxed out their credit cards and are at risk of falling behind on payments, more so than any other generation, the New York Fed reported in May. 

    “What delinquency rates are showing is that there is increased stress among some segments of the population,” the New York Fed researchers said at the time.

    ‘The high cost of housing definitely is a barrier’

    In the years since the Covid pandemic, homeownership has been one of the greatest tools of wealth creation — and those who have been priced out of the housing market have disproportionately struggled to achieve the same level of financial security, according to Brett House, economics professor at Columbia Business School.

    “That is a massive challenge for wealth accumulation among Gen Z,” he said.

    More from Personal Finance:
    Inflation is causing financial stress
    This ‘bucket strategy’ could lower your taxes in retirement
    More Americans are struggling even as inflation cools

    Second only to food and groceries, housing is the expense most young adults today need help with, Bank of America also found.

    “The high cost of housing definitely is a barrier for them,” O’Neill said. “We also found that the majority of Gen Z don’t pay for their own housing.”

    Experts recommend spending no more than 30% of your take-home pay on shelter, but many young adults covering their own expenses are shelling out far more. Two-thirds of those Bank of America surveyed said they put more than 30% of their paycheck toward housing, and nearly a quarter spend upwards of 50%.

    O’Neill said she advises her own Gen Z children to adhere to the 50-30-20 rule, which recommends putting 50% of a paycheck toward necessities, including food, housing and transportation, 30% to discretionary spending and the remaining 20% into savings.

    Fewer Americans feel financially comfortable overall

    But it’s not just Gen Z struggling. Most Americans believe they don’t earn enough to live the life they want these days, according to a separate survey, by Bankrate.

    Just 25% of all adults in the survey said they are completely financially secure, down from 28% in 2023, the report said.

    The survey respondents said they would need to earn $186,000 on average to live comfortably, Bankrate found. But to feel rich, they would need to earn a bit more than half a million a year, or $520,000, on average, the survey found.

    Similarly, inflation’s recent runup and specific challenges related to housing costs and college affordability were significant obstacles to achieving financial security, according to Bankrate.

    “Many Americans are stuck somewhere between continued sticker shock from elevated prices, a lack of income gains and a feeling that their hopes and dreams are out of touch with their financial capabilities,” said Mark Hamrick, Bankrate’s senior economic analyst.

    Subscribe to CNBC on YouTube.

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  • ‘I’m Sure I’m Going To Die Penniless’ — Almost Half Of Gen X, The ‘Lost Generation,’ Has More Credit Card Debt Than Savings — Even the ‘Broke’ Millennials’ Are Faring Better

    ‘I’m Sure I’m Going To Die Penniless’ — Almost Half Of Gen X, The ‘Lost Generation,’ Has More Credit Card Debt Than Savings — Even the ‘Broke’ Millennials’ Are Faring Better

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    Generation X, often referred to as the “Lost Generation,” finds itself in a precarious financial situation, wedged between the money struggles of millennials and Gen Z on one side and the relative stability of baby boomers on the other. According to a recent Bankrate survey, 47% of Gen Xers (ages 44-59) have more credit card debt than emergency savings.

    This statistic paints a picture of Gen X falling behind all generations, with millennials (ages 28-43) faring only slightly better at 46% having more debt than savings, and Gen Z (ages 18-27) at 32%. On the other end of the spectrum, baby boomers (ages 60-78) appear to be in a more comfortable position, with 68% having higher emergency savings than credit card debt — the highest percentage among all generations surveyed.

    Don’t Miss:

    The survey data highlights the financial tightrope that Gen X is walking, sandwiched between the debt burdens of millennials and Gen Z, often referred to as the “broke” generations, and the comparatively well-prepared boomers. This Lost Generation moniker takes on new significance as Gen Xers struggle to build a financial safety net amid competing demands of supporting their children and aging parents.

    Greg McBride, chief financial analyst at Bankrate, points out the strain many households are facing, stating, “Financing purchases at 20% interest rates is a sign of the financial strain millions of households are feeling.”

    The survey also revealed that Gen Xers were the most likely generation to report having less emergency savings than they did a year ago, with 34% admitting to a decline in their financial cushion.

    Pew Research Center’s examination of Generation X highlights their significant role as a bridge between the notably different baby boomers and millennials. Despite their critical economic and social position, Gen Xers have often been overlooked in discussions about demographic, social and political changes. Their financial outlook is notably more pessimistic compared to other generations, partly because of the economic stresses associated with middle age.

    Trending: If the average American household is a millionaire, why do people feel so broke?

    This bleak reality was echoed on Reddit, which posted an article about Gen X having the largest wealth gap. In the comments, one user wrote, “I feel like I did everything they told us to do and be successful, and I’m sure I’m going to die penniless.”

    Another lamented, “I myself have been a casualty of multiple economic downturns, notably the 2008 recession … and, well, it’s not looking good for me.” A third user pointed out, “There’s no safety net under capitalism, but millennials are not the enemy. They’re allies.”

    As the generational divide widens, Gen X finds itself at a crossroads, caught between the financial challenges of their children’s generations and the looming retirement prospects of their parents’ cohort. Navigating this middle ground will require a concerted effort to prioritize both debt reduction and consistent savings — a balancing act that many Gen Xers are still struggling to master.

    it is never too late (or too early) to start working toward financial stability. Consulting with a financial adviser can play a pivotal role in helping people across all generations to assess their current financial situation, set realistic goals and create a plan to achieve these goals.

    Financial advisers can offer tailored advice on a range of strategies to reduce debt, increase savings and plan for retirement, ensuring that individuals are taking proactive steps toward financial health. Whether it’s exploring options to consolidate debt to lower interest rates, setting up an emergency fund to avoid future debts or investing wisely for long-term growth, a financial adviser can provide guidance tailored to each person’s unique circumstances.

    Read Next:

    *This information is not financial advice, and personalized guidance from a financial adviser is recommended for making well-informed decisions.

    Jeannine Mancini has written about personal finance and investment for the past 13 years in a variety of publications including Zacks, The Nest and eHow. She is not a licensed financial adviser, and the content herein is for information purposes only and is not, and does not constitute or intend to constitute, investment advice or any investment service. While Mancini believes the information contained herein is reliable and derived from reliable sources, there is no representation, warranty or undertaking, stated or implied, as to the accuracy or completeness of the information.

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    This article ‘I’m Sure I’m Going To Die Penniless’ — Almost Half Of Gen X, The ‘Lost Generation,’ Has More Credit Card Debt Than Savings — Even the ‘Broke’ Millennials’ Are Faring Better originally appeared on Benzinga.com

    © 2024 Benzinga.com. Benzinga does not provide investment advice. All rights reserved.

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  • Iowa State Fair cuts vendors over fraud concerns

    Iowa State Fair cuts vendors over fraud concerns

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    Dad’s Old Fashioned Lemonade lost the spot at the Iowa State Fair it has called home for 73 years.The Iowa State Fair sent Dad’s Old Fashioned Lemonade and three other vendors a letter informing them they would not be offered a future contract to do business. The Iowa State Fair sent the following statement to KCCI:”The Iowa Department of Revenue made the Fair aware of fraud taking place during the 2022 Iowa State fair by concessions operators.”Dad’s Old Fashioned Lemonade is one of the four accused.”We were audited last year. They tried saying we were not claiming all of our funds. But we were. And we proved that we were,” said Diane Perry, Owner Dad’s Old Fashioned Lemonade.Perry thought everything had been worked out.She suspects there are other reasons the fair is waving goodbye to her lemonade stand.”And I could be totally wrong. But we just didn’t make enough money for the fair board,” Perry said.She knows her days selling lemonade at the fair are over; something her family has done for five generations since 1948.”It means everything. It’s a family tradition. We love doing it because it’s what we’ve done for so many years,” Perry said.Fair officials have not released the names of the other three vendors.

    DES MOINES, Iowa —

    Dad’s Old Fashioned Lemonade lost the spot at the Iowa State Fair it has called home for 73 years.

    The Iowa State Fair sent Dad’s Old Fashioned Lemonade and three other vendors a letter informing them they would not be offered a future contract to do business.

    The Iowa State Fair sent the following statement to KCCI:

    “The Iowa Department of Revenue made the Fair aware of fraud taking place during the 2022 Iowa State fair by concessions operators.”

    Dad’s Old Fashioned Lemonade is one of the four accused.

    “We were audited last year. They tried saying we were not claiming all of our funds. But we were. And we proved that we were,” said Diane Perry, Owner Dad’s Old Fashioned Lemonade.

    Perry thought everything had been worked out.

    She suspects there are other reasons the fair is waving goodbye to her lemonade stand.

    “And I could be totally wrong. But we just didn’t make enough money for the fair board,” Perry said.

    She knows her days selling lemonade at the fair are over; something her family has done for five generations since 1948.

    “It means everything. It’s a family tradition. We love doing it because it’s what we’ve done for so many years,” Perry said.

    Fair officials have not released the names of the other three vendors.

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  • Rodgers says time helps him appreciate years with McCarthy

    Rodgers says time helps him appreciate years with McCarthy

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    GREEN BAY, Wis. — Green Bay Packers quarterback Aaron Rodgers says the passage of time has given him a greater appreciation of the seasons he spent playing for Mike McCarthy.

    McCarthy, now with the Dallas Cowboys, will return to Lambeau Field on Sunday to face the team he coached to a 125-77-2 record from 2006-18.

    “It’s probably normal in any relationship you have,” Rodgers said Wednesday. “When you’re able to take time away and you have that separation, it’s natural to look back and have a greater sense of appreciation and gratitude and thankfulness for that time.”

    McCarthy coached Green Bay during the 2010 season when the Packers won their lone Super Bowl title during Rodgers’ playing career, but the relationship between the quarterback and coach eventually soured. McCarthy was fired late in the 2018 season.

    Four years later, McCarthy is returning to Lambeau Field as the coach of the surging Dallas Cowboys (6-2) while the Packers (3-6) are on their first five-game skid since 2008.

    If any hard feelings remain between McCarthy and Rodgers, they certainly aren’t letting it show. They’ve spent this week exchanging compliments.

    “When I think of him, I think of the one-on-one conversations we used to have, especially in the younger days,” McCarthy said. “And it always ended with a hug and, ‘I love ya.’ So that’s what I think about our relationship. I think he made me a much better coach. You’re talking about a man that’s one of the premier professional athletes of his generation.”

    Rodgers recalled those meetings as well during his weekly news conference. He said the two of them started meeting every Thursday after practice around 2009 or 2010.

    “Those were always fun,” Rodgers said. “Those could go 30 minutes or four hours. You’d start getting to story time. It just bonded us over the years, those conversations. I always appreciated that.”

    McCarthy and Rodgers helped the Packers win a Super Bowl as the sixth and final seed in the NFC playoffs during that 2010 season. Rodgers won MVP awards while playing for McCarthy in 2011 and 2014.

    The Packers made eight straight playoff berths from 2009-16 under McCarthy, but slumped to 7-9 in 2017 and were 4-7-1 when he got fired.

    During those latter seasons, Rodgers’ displeasure was occasionally apparent, whether he was occasionally criticizing the offense or complaining that he wasn’t consulted before the 2018 firing of quarterbacks coach Alex Van Pelt.

    McCarthy said many of the issues between them could have stemmed from the generation gap. And the different ways in which they communicated. McCarthy turns 59 on Thursday, while Rodgers’ 39th birthday is Dec. 2.

    “I think personal relationships are private, and you have to remember I was born in the 60s,” McCarthy said. “I’m being better at expressing myself publicly.”

    Rodgers isn’t exactly heading into this reunion with momentum.

    The Packers desperately need a victory and Rodgers is still dealing with an injured right thumb that kept him from practicing on Wednesday, which has happened four of the past five weeks. Rodgers says he expects to practice Thursday.

    Rodgers threw three interceptions to match a career high in Green Bay’s 15-9 loss at Detroit on Sunday.

    Perhaps the matchup with McCarthy’s team will help him bounce back, even though they apparently have patched up any differences they might have had at one time. Rodgers said they’d always stayed in touch, but have communicated a little more in the past year or so.

    “I think as time goes by, the gratitude for that time as you look back on the journey of your career goes up a little bit,” Rodgers said. “I appreciate the little things a little bit more because really this game and life is about the journey. I’ll always be tied with him because of the connection that we had and the years we spent together.

    “Obviously my longest-tenured coach, my longest-tenured play-caller. I’m thankful for those years and thankful maybe a little bit more now as the years go by.”

    NOTES: The Packers have claimed DB Johnathan Abram off waivers from the Las Vegas Raiders. Abram was the 27th overall pick in the 2019 draft. … The Packers placed OLB Rashan Gary on injured reserve and signed wide receiver Jeff Cotton to the practice squad. Packers coach Matt LaFleur already had indicated Monday that Gary would miss the rest of the season. … The list of Packers who didn’t practice Wednesday included OT David Bakhtiari (knee), LB Krys Barnes (concussion), LB De’Vondre Campbell (knee), WR Romeo Doubs (ankle), CB Shemar Jean-Charles (ankle), OG/OT Elgton Jenkins (knee), CB Eric Stokes (ankle/knee) and WR Sammy Watkins (knee) as well as Rodgers.

    ———

    AP Pro Football Writer Schuyler Dixon contributed to this report.

    ———

    AP NFL: https://apnews.com/hub/nfl and https://twitter.com/AP—NFL

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  • Tuberville: US has too many ‘takers’ who don’t want to work

    Tuberville: US has too many ‘takers’ who don’t want to work

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    MONTGOMERY, Ala — U.S. Sen. Tommy Tuberville said this week that the country has too many “takers” instead of workers and suggested that many in younger generations — including people in their 40s — don’t understand they need to work.

    Tuberville, 68, made the remarks while discussing the national worker shortage during a speech to business groups in south Alabama.

    “What’s happening in our country right now, we’re getting too many takers in our country,” Tuberville said Tuesday, according to Al.com. Later, he added, “They don’t want to go to work. We’ve got to get Generation X and these Millennials to understand that you have to tote your own load.”

    A spokeswoman for Tuberville, responding to a question from The Associated Press on Wednesday, said the state’s junior senator misspoke and meant to say Generation Z, which includes people born after 1997, instead of Generation X, which includes people in their 50s. Millennials are generally defined as people born between 1981 and 1996. The oldest millennials are entering their 40s.

    Tuberville made the remarks in Mobile on Tuesday. He was the featured speaker at a Forum Alabama breakfast presented by the Mobile Chamber and attended by local business leaders. He also spoke to news outlets during an appearance at Austal USA after touring the shipyard. The remarks about generational work ethic came two weeks after Tuberville was widely criticized for comments about race and crime.

    Fox10 reported that Tuberville blamed government benefits.

    “We’re getting too many takers in our country,” the former college football coach said. “They’d rather take a (government) check.”

    While the federal government initially sent out trillions in pandemic relief funds, the COVID-19-related extended unemployment benefits and stimulus checks have ended. The last pandemic stimulus check was given out last year.

    Businesses nationwide have struggled to fill positions amid a dire worker shortage, prompting some companies to raise wages or offer perks such as college tuition reimbursement to try to lure workers. Economists have pointed to complex reasons for the worker shortage in the wake of the pandemic, including a rise in early retirements, a shortage of affordable child care and other factors that have contributed to a workforce reshuffling.

    Tuberville’s comments came two weeks after he drew widespread criticism for saying at an election rally that Democrats support reparations for the descendants of enslaved people because “they think the people that do the crime are owed that.”

    In an interview with FOX10 afterward, Tuberville maintained his comments were about crime, not race. “It had nothing to do with race. You know crime has no color,” he said.

    Tuberville rejected calls to apologize. “I would apologize if I meant anything about race, but it wasn’t. Like I said, race has no color. Reparation would have no color,” Tuberville said.

    Al.com reported that Tuberville deflected a question about the controversy.

    “We don’t have enough people right now paying the price for a lot of the crimes that are being made,” he said. “They don’t need to be rewarded for it. They need to understand that we can’t run a country — it’s like a football team. If you’ve got people going in different directions breaking all the rules, you’re not going to win.”

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  • Productivity Is Perception: 5 Ways To Get Your Great Work Noticed

    Productivity Is Perception: 5 Ways To Get Your Great Work Noticed

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    New research suggests which generations are most—and least—productive. But productivity is largely perception, and perception is reality. Your success will depend not just on how well you perform, but also on whether you’re perceived as a great performer.

    With the trend toward quiet quitting, there is focus on whether people are productive and who’s pulling their weight—so your work may be under a microscope more than usual. Knowing this, you can use some specific strategies to be sure your great gets noticed without bragging, boasting or being arrogant.

    Frustrated Colleagues

    First, know that performance matters not just to your employer, but also to your coworkers. A study by LLC demonstrates that if you’re not pulling your weight it shows, and it annoys the people around you.

    • 42% of respondents say, laziness and a poor work ethic are some of the biggest annoyances, second only to complaining
    • 62% are annoyed by the trend to do the bare minimum to get by
    • 57% have noticed a colleague who is doing the bare minimum

    A study by LiveCareer found 71% of people believed others are lazy and 70% have criticized a coworker for doing minimum levels of work to get by. And 75% believe a trend toward people not doing their fair share hurts productivity.

    One of the problems with doing as little is as possible is that it puts additional pressure on teammates. The LLC research found 57% say they’ve had to take on more work because others are doing the minimum in their jobs. And the generations most annoyed by those who don’t pull their weight are Baby Boomers and Gen Xers. This matters since often it’s these generations who are in more senior roles and who make decisions about rewards, promotions or career advancement. Doing too little could be career-limiting, especially with companies which are trimming and the job market which is tightening.

    Perceptions About Productivity

    Unfortunately, productivity is also perception, and people in the LLC study tended to judge generations for their productivity. When respondents were asked who is least productive, 51% said Gen Z followed by 24% who said Baby Boomers and 18% who said Millennials. Only 7% said Gen X.

    Of course, the differences between individuals are more meaningful than differences between groups, and overgeneralization can be damaging—but it’s good to know what you might be up against in terms of perceptions.

    Get Your Work Noticed

    If you’re doing great work and no one notices, it may not help you. At the same time, people become frustrated by those who seek the limelight or who boast about their work—so you have to find appropriate ways to let your work shine while also ensuring you’re not overshadowing others.

    #1 – Do Great Work

    The first rule of getting noticed for doing great work is actually doing great work. The best approach isn’t to fake it. While a mouse jiggler (which simulates the movement of a computer mouse) may seem like a good idea to satisfy your company’s surveillance technology while you take a nap, it isn’t. Likewise, waking up to send an early email to make it look like you’ve been working for hours, also won’t fly. People will see through these tactics rather quickly. Avoid productivity theater and put your creative thinking toward your work, rather than toward creating the illusion of work.

    Perhaps the best reasons to authentically perform well are for your own sense of esteem. You’ll have a greater sense of meaning and confidence, knowing you’re putting your best efforts forward. In fact, the LiveCareer study found 84% of people believed work was a primary way you feel value as a person. In addition, you’ll learn more by diving in and taking initiative. And you’ll feel more connected to others by making an important contribution to your team and your community. Legitimately performing well is good for you as well as those around you. It’s the place to start.

    Also consider “recency error” which is a cognitive bias where people draw conclusions not based on an objective sense of everything that’s occurred, but with a greater emphasis on what’s happened lately. You’ll need to perform well consistently because people have short memories. With all the information coming at people all the time, your most recent contributions will be most notable.

    #2 – Be Impactful

    To get noticed for your results, you’ll also need to seek our important work. Volunteer for projects which are priorities for your organization and take initiative when you see a something that can be improved. Being proactive and enthusiastic about your engagement sends positive messages about how much you’re paying attention, invested and committed to shared goals.

    But also do windows. Sometimes, people try and avoid less glamorous tasks believing they are below them or because they’re seeking more visible efforts. But doing only the high-profile work will get you labeled as a prima donna. All jobs include some variation of “doing windows,” the elements of the role which aren’t fancy, but which are necessary. When you do everything with excellence, you pave the way toward people seeing your commitment to excellence. When you attend to the seemingly less important details, people will trust you with the more important responsibilities as well.

    You’ll also need to emphasize your outcomes, not just your activities. If you’re working on problems with your supplier, tell your boss about the ways the team plans to test solutions and how quickly you will reduce lead times, not how many meetings you’ve had. When you’re struggling to work through a conflict with a colleague, report on the ways you’re taking action to listen and connect, rather than on the number of emails you’ve sent to seek resolution on an issue.

    #3 – Be Collaborative

    When you want to get noticed, you’re also wise to build strong relationships with others. Show up, follow through, complete tasks and get things done when others are counting on you. Consider your own performance and also how your work impacts on others. And provide recognition and gratitude for others when you’ve accomplished something together.

    When you have strong relationships, research shows you’ll be happier and more fulfilled. And when you’re focused on helping others, this too is correlated with happiness. People will appreciate your work when its quality supports their work, in turn. You’ll develop respect when people know they can count on you and trust that you’ll do what you say.

    Also nurture your network. Build connections, seek mentors and ask for feedback from colleagues. Strong social capital provides you with opportunities to help others and to ask for help. It provides you with sources of advice and access to new ideas and coaching so you can do your best. When you know more people across the organization, you can support them, and you also build greater credibility because of the critical mass of people who know and appreciate the value of your work.

    #4 – Be Accountable

    To get credit for your efforts, you will also be wise to ensure you are reinforcing accountability and tracking your work effectively. Especially with more remote work and greater distance from your leader or your team, people won’t be able to see you working, and more companies are monitoring employees’ work. One report estimated 80% of the largest privately held companies use tracking technology, and a report from Gartner estimated 70% of large firms would use monitoring technology in the next three years.

    While it may be frustrating if you’re organization is using surveillance technology, you can lean into the practice. When you perform well, tracking technology can offer quantitative reinforcement of your commitment. Embrace the metrics your company uses. Enter your time, track your sales calls or work your prescribed hours. You would do good work anyway, so tell yourself these are just ways your company will know about it.

    In addition, you can also manage your own narrative. Design your own system of tracking and measuring your work, establish regular connection meetings with your boss and share your great work using a method that works for you. Perhaps you have a spreadsheet of all the customers you impact week-to-week or maybe in each session with your leader you share five things you’ve accomplished and two areas in which you need guidance to keep doing good work.

    #5 – Be Intentional

    Finally, when you’re seeking recognition for your efforts, be smart about how you work. Keep your promises and do things within the agreed-upon timeframes. In general, do things sooner, rather than later. If you commit to follow up after a meeting without a date, it will be more meaningful and memorable for people if they receive your follow up within a week, rather than much later. Put reminders on your calendar if there are things you need to do in the future.

    Get things done more effectively by reducing distractions and staying focused on outcomes. Break down responsibilities so you can experience progress on smaller tasks over time. Avoid perfectionism which can get in the way of getting things completed. You’ll have tactics which are unique to you and which work best for you, but overall, be intentional about how you work and how you accomplish results.

    In Sum

    Perception is reality, and productivity is perception. But you don’t have to be an expert at creating the illusion of productivity or engaging in productivity theater. These will actually work to your disadvantage. Instead, focus on doing your best and bringing your best—so you benefit and so the people around you do as well. These will be the surest ways to get noticed for your great work.

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    Tracy Brower, Contributor

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