Career Development Is Essential to Improving the Employee Experience OutBuro - the lgbtq professional entrepreneur online networking community gay lesbian bisexual transgender queer job listings

Career Development Is Essential to Improving the “Employee Experience”

Internal certification programs make career development meaningful and measurable

NEW YORK–(BUSINESS WIRE)–#Questionmark–As high numbers of workers look set to change jobs as part of the “great resignation”, employers are upping the ante on staff retention by seeking ways to improve the “employee experience”.

Questionmark, the online assessment provider, is urging managers to put career development at the heart of that employee experience in 2022 — or risk losing staff.

In a bid to retain the best talent, employers have been focusing on making changes to the workplace environment and improving relationships between team members and managers. Yet a new survey of American workers reveals that career development remains the most important retention factor. Nearly two thirds (64 percent) say they would leave their job in 2022, citing a lack of growth, training, and development opportunities.1

Neil McGough, General Manager of Questionmark, said: “A company’s culture plays a pivotal role in employee retention. There is a view that the only way employers can stave off the threat of the ‘great resignation’ is to look with fresh eyes at the ‘employee experience’. Yet workers remain consistent that their number one demand is career development. It is essential that employers re-invest in their teams and find a way to increase a sense of career development across their organizations.”

Career development works best when it is meaningful and measurable. By issuing internal certificates and digital badges, underpinned by robust assessment or skills development, employers can help team members mark and recognize their progress.

www.questionmark.com

About Questionmark

Questionmark unlocks performance through reliable and secure online assessments.

Questionmark provides a secure enterprise-grade assessment platform and professional services to leading organizations around the world, delivered with care and unequalled expertise. Its full-service online assessment tool and professional services help customers to improve their performance and meet their compliance requirements. Questionmark enables organizations to unlock their potential by delivering assessments which are valid, reliable, fair and defensible.

Questionmark offers secure powerful integration with other LMS, LRS and proctoring services making it easy to bring everything together in one place. Questionmark’s cloud-based assessment management platform offers rapid deployment, scalability for high-volume test delivery, 24/7 support, and the peace-of-mind of secure, audited U.S., Australian and European-based data centers.


1 https://www.inc.com/rebecca-deczynski/employee-training-upskilling-retention-survey.html

Contacts

US: Kristin Bernor, external relations: [email protected] +1 203.349.6438

UK: Peter Sigrist: [email protected] +44 7720 056 981

Australia and New Zealand: Chelsea Dowd: [email protected] +61 2 8073 0527

7-Eleven Franchisees Report Chronic Understaffing Issues Despite Increasing Pay Above Minimum Wage Levels

National Coalition Survey Finds Staffing Crisis Worsened this Spring

SAN ANTONIO–(BUSINESS WIRE)–#7Eleven–Results of a recent survey of U.S. 7-Eleven franchise owners conducted by the National Coalition of Associations of 7-Eleven Franchisees (NCASEF) finds an overwhelming majority have raised their wages beyond what is mandated by their state or local minimum wage, but still face chronic understaffing. The 17-question survey of 422 respondents was conducted in June 2021.

“This survey proves what our franchisee members have been telling us for a long time. They can’t find enough people to work and they are working too many hours themselves,” said Jay Singh, chairman of NCASEF, an elected, independent body representing the interests of more than 7,400 7-Eleven franchised locations in the U.S. “What is most telling is that only 13% of franchisees who responded said overnight operations were financially profitable to them as franchise owners. That’s because the economic environment we find ourselves in has changed, but the royalty structure for 7-Eleven franchisees hasn’t.”

Franchisees who said overnight operations were unprofitable were asked how these four factors impacted profitability:

  • Increased labor cost (27.25%)
  • Lack of an available, qualified and reliable workforce (11.05%)
  • Lack of customer traffic during overnight hours (10.54%)
  • Declining customer count due to newer competitive stores near your store(s) (0.26%)

Fifty percent cited “All of the above.”

Ninety-seven percent of respondents said they have had trouble staffing their store over the last year. Ninety-six percent said they (or their designee) had worked more shifts than they typically work during the last 60-90 days. Nearly 50% reported they (or a designee) had worked at least 10 overnight shifts during the last 60 days because they didn’t have enough staff.

Further survey results show:

  • Just 20% of respondents said they are able to offer a competitive wage to their employees based on their current contractual gross profit split with 7-Eleven, Inc. The company’s franchise agreement requires franchisees pay a graduated gross profit split in exchange for their right to operate. For some franchisees, the portion of the gross profit split, or royalty, can be greater than 59%.
  • Ninety-two percent of respondents said they had increased their hourly pay rate over the last year and 89% said they have raised their hourly pay rate beyond what is mandated by their state or local minimum wage. Yet, 97% say they have had trouble staffing their store during that same time.
  • Ninety-six percent said it has become more difficult to staff their store just over the past 60-90 days. Ninety percent of respondents said they have lowered their standards for new hires because of the state of the labor market.

(Full results of the survey are available HERE.)

The National Coalition survey also asked franchisees if they are currently taking advantage of the recruitment tools 7-Eleven has made available to franchise owners. Ninety percent of respondents said they are “utilizing the recruitment tools such as Hire Right, which 7-Eleven provides.”

“These tools are helpful, but franchisees are still being forced to raise wages in order to find and retain high-caliber workers. Unfortunately, many franchisees can’t afford to compete with other employers,” Singh said.

General Counsel Eric H. Karp said this survey shows franchisees are being squeezed by the staffing crisis and the terms of their agreement. “7-Eleven could help its franchisees first by sharing with us their extensive data on franchisee profitability in general, and overnight profitability and employee expense in particular. Then the corporation needs to agree to hold a collaborative and amicable meeting to find solutions to these intractable issues.”

About NCASEF: The National Coalition is a trade association for 7-Eleven franchise operators in the U.S. Originally founded in 1973, NCASEF is comprised of 41 separate independent Franchise Owner Associations collectively having more than 4,400 7-Eleven operators as members.

Contacts

Media contact:

Matt Ellis

Ellis Strategies, Inc.

[email protected] | 617-278-6560

OutBuro Launches LGBTQ Virtual Career Fairs - LGBT Corporate Employer Branding Company Ratings Recruiters Job Search Seeking Reviews Monitoring

OutBüro Launches LGBTQ Virtual Career Fairs

We are super stoked! OutBüro launches virtual career fairs focused on helping LGBTQ professionals advance their careers with LGBTQ friendly employers who are committed to LGBTQ corporate equality. We currently have 12 virtual career fairs planned in the first half of 2020. Check them out.

Are you actively looking for an LGBTQ friendly employer or passively open to new career opportunities? The new OutBüro virtual career fairs are for you.

While reviewing technology partners to bring this exciting service to the LGBTQ community every single potential solution partner stated, “I’ve been in this industry a very long time and I have never heard of any other LGBTQ focused virtual career fair. This is the first”. Additionally in chatting with recruiters and human resource directors, so far they have made similar comments. Further, each one so far as stated they are excited about this new approach to finding great new talent who happen to be LGBTQ.

Create your professional profile on www.OutBuro.com today so that recruiters can find you, knowing they are seeking quality LGBTQ candidates!

The OutBüro virtual career fair platform is intuitive and mobile-friendly making it possible for you as the job seeker to even participate while on your lunch break. In addition to interacting with employer recruiters via text chat, the recruiters may invite you to a one-on-one video chat. So please be dressed appropriately – even if just from the waist up. LOL Be in a quiet setting without lots of distractions.

Job seekers check out:

12 Tips: Getting the Most Out of an OutBüro LGBTQ Virtual Career Fair

LGBTQ Corporate Equality Focused Employers Want to Hire You

Once you complete your virtual career fair profile, it will be usable in all future OutBüro virtual career fairs you participate in it. You may update your information at any time.

Employers, learn more about the OutBüro virtual career fairs focused on assisting your organization with its diversity and inclusion recruitment marketing to attract quality candidates who happen to identify as LGBTQ:

OutBüro’s mission is to connect the world’s LGBTQ employees, professionals, and entrepreneurs with opportunities to grow in their careers and grow their companies. We strive to connect companies and organizations that support LGBTQ Corporate Equality with quality candidates while providing a voice and insight into workplace culture and LGBT workplace issues.

Employers also check out:

Employers contact us to discuss your needs, targets and learn more about how we may collaborate to help you attract quality LGBTQ candidates.

OutBuro - 10 LGBTQ Corporate Equality Ratings Employer Reviews Monitoring Workplace Diversity Inclusion Recruitment Marketing Branding LGBT Professionals Entrepreneurs Community

I am LGBTQ and Job Hunting

In addition to all your education, experience, and great skills as an LGBTQ job seeker, you might be wondering how to locate an employer who will value and support you as a gay, lesbian, bisexual, transgender or queer human too. Which companies should you be targeting?  Knowing if a company has the following policies and practices is a great start:

  • Sexual Orientation Non-Discrimination Policy
  • Gender Identity Non-Discrimination
  • Domestic Partner Benefits
  • Supports LGBTQ Equality Globally (if operates in more than one country)
  • LGBT Inclusion Competency
  • Public Commitment to LGBTQ Equality
  • Requires Similar Policies for Contractors and Vendors

Search Company Site and the Internet for Signs of Gay-Friendliness

Having the above policies and practices are obviously great signposts that the company is LGBT-Friendly.  But how do you know a company has them in place?  They are rarely listed in the average job description. If there, you may find it buried at the bottom of the job description of their EEO section.  It then usually only lists non-discrimination based on sexual orientation and every now and now and then gender identity. That is typically as far as it goes.  

Naturally, you will be scouring the corporate website of every potential employer you are submitting your resume to. Seek any public information there regarding diversity and LGBT policies. Also, seek out any employee Pride or Out groups. Do an internet search using the company name and “pride” to see if there is any posted news about it and/or it’s employees participating publically in pride festivals.  If your city’s Pride Event has a website, check that out for lists of sponsors and corporate parade participants.  

To be Out or Not on Your Resume/CV

Check out a recent OutBüro titled “Are You Out as LGBTQ on our Resume/CV?

OutBüro Provides Every LGBTQ Employee a Voice

OutBüro (OutBuro.com) recently launched filling a void in the gay, lesbian, bisexual, transgender, and queer employee community by providing an LGBTQ-focused employee company rating site similar to Glassdoor.com. LGBTQ employees can rate their employers not only on general topics but those particular to the company’s LGBTQ policies, benefits, LGBTQ community support. Typical topics along with work-life balance, job security, CEO performance and much more are included to provide an LGBTQ specific view along with the broader picture of the employer.  Every company listed in the OutBüro Company Rating directory and posts any jobs on the OutBüro Job Portal must, absolutely, cannot pass go unless they answer if they have the above LGBTQ policies and practices in place.  The required responses to each are: Yes, No, Unknown and N/A.  One of those four choices MUST be selected.  Companies are encouraged to Claim their listing so they may ensure the information on the site is accurate.

Ratings incorporate a free-form text entry together with prompting for cons and pros in addition to a message to the CEO. Registered members’ evaluations are displayed anonymously so you may be honest with the best intentions. Ratings should adhere to our Community and Company Rating Guidelines. Other members can indicate your rating as helpful in addition to flag improper content for community self-governance.

OutBüro enables every LGBTQ individual to rate their current and previous employers. Since we are new and growing you might not locate a company. No problem. If a company is not currently in the system, simply add it in just a few minutes. Then continue with your rating. Yes – You can do that.

Every business may be added no matter its size or location.

Leverage LinkedIn’s Largest LGBT Professional Group

OutBüro’s founder, Dennis Velco, founded LinkedIn’s largest LGBT professional networking group 12 years ago and now has 47k worldwide members. Today it is a service of today OutBüro and is a great additional resource. Short background story here. Connect your target company current employees via OutBüro on LinkedIn group members or via the main OutBüro community.

Get the Inside Scoop From Current and Past Employees

At the era of consumer-review websites, it is no real surprise to discover that more than half of possible hires stated they’d trust an organization’s current employees to get an accurate and fair review of the firm itself. That is greater than the percentage of individuals who’d trust either the organization’s HR group or site. Should you use consumer-review websites that will assist you to decide on what type of restaurant to try next or what film would be well worth the ticket cost, you ought to do exactly the same with prospective companies.

General Company Rating Sites

In addition, you should use general employee company rating sites to glean what you can about the general culture, work-life balance and more. They can be very helpful in your overall information discovery with past and current employee reviews. Here are the top sites to leverage:

Summary

Do your homework and be prepared. On Employee Rating sites including OutBüro’s Company Rating, glean what you can and pay it forward. Leave your reviews so that others can benefit from your first-hand experiences. On OutBüro specifically, you are providing past and current employers with an anonymous appreciation for a job well done in supporting you and the LGBTQ community as well as tactfully providing constructive feedback on how they can improve for the betterment of all.

Your voice counts and we appreciate your participation on OutBüro.

 

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