Good News Keeps Coming for Rochester...

Over the past several months, Rochester has been nationally recognized in several capacities as one of the best cities in the country to learn, work and live. Although there is much work to be done to make Rochester a globally competitive community, we are off to a great start. The following is a snap shot of our community's recent national recognition:

A Best City for the Decade
Kiplinger's Personal Finance Magazine recently named Rochester as #6 in it's "10 Best Cities for the Next Decade". Kiplinger's search focused on "prosperous, innovative" places that specialize in out-of-the-box thinking. To read the full article, click here. The rest of the top 10 included:1. Austin, Tex.; 2. Seattle, Wash.;3. Washington, D.C.; 4. Boulder, Colo.;5. Salt Lake City, Utah; 6. Rochester, Minn.; 7. Des Moines, Iowa; 8. Burlington, Vt.; 9. West Hartford, Conn.; 10. Topeka, Kan.

A Great City for Raising a Family
Rochester was also recently named by Kiplinger's Personal Finance Magazine as a "Great City for Raising a Family." Kiplinger's search for this list focused on job growth, healthy economies and a vibrant local culture, as well as quality of public schools, crime rate and park and recreation opportunities. Rochester earned high ratings in near every category, and was also noted for a "forward-facing economy anchored by the Mayo Clinic and IBM". Click here to read more.

Where the Jobs Will Be
In a recent study done by renowned sociologist and economic development guru Richard Florida in The Atlantic, Rochester was listed as No. 1 in his list of 20 metros with the fastest-growing jobs, with projected job growth of 12-plus percent. According to Florida, jobs are the second-biggest issue facing the United States - second only to the economy, according to a recent Gallup poll - and a pending referendum on the Obama administration in the upcoming mid-term elections. To learn more about the study and how Florida came to these projections, click here.

And Much More...
As noted in the Rochester Convention & Visitors Bureau's 2010 Report to the Community, Rochester's positive media exposure on national "Best Lists" spans far beyond the aforementioned list. Additional recognition over the past 12 months include, but is not limited to:

"Top 10 Best Places to Grow Up"
U.S. News & World Report, 2009

"Best Small Places for Business and Careers"
Forbes.com, 2009

"#9 Best Cities for Job-Seeking Retirees"
U.S. News and World Report, 2009

"#34 Best Places for Business and Careers
Forbes.com, 2010

"#12 Best Town in America for Hunters and Fisherman"
Outdoor Life Magazine, June/July 2010

"#9 Top Towns for Outdoorsman"
Outdoor Life Magazine, 2009

What's Next? Striving to Ensure Rochester is a Talent-Driven Community
Rochester humbly and persistently works back up into the national spotlight as a top place to learn, work and live. Why do thought leaders such as Kiplinger and Florida award our city such recognition? Three reasons: innovation, collaboration, and a talented workforce.

Rochester’s move from a good to great community in the eyes of leading researchers, economists and thought leaders is certainly reason for celebration. However, is Rochester a community that is “built to last?” Do we have the infrastructure, “sticky factor” and system to sustain such recognition?

To learn about how the Chamber and the Rochester community are addressing these issues, and ensuring Rochester is an inclusive, thriving community, click here.

Save the Date

Thursday, Nov. 18, 2010. The Rochester Chamber of Commerce Foundation and Workforce 2020 will be holding another convening session - Join the conversation, engage and ensure Rochester's continued success!

Chamber Launches Foundation Web site

The Rochester Chamber of Commerce Foundation is excited to announce the launch of its newest Web site, focusing primarily on building a competitive workforce.

http://www.competitivewf.com/ is home to the Foundation’s workforce and education programming, and is a valuable resource guide for various workforce and educational initiatives available in the community.

Site features include a Workforce News blog, Foundation calendar, helpful links and resources, and much more. The site is also home to a new and improved Business Learning Network (BLN) calendar.

The BLN calendar consists of various Chamber-member events that provide relevant, applicable and superior educational opportunities to Chamber members. These opportunities encourage professional growth and instill tools necessary for recruiting and retaining employees in today’s ever growing and changing market. Chamber members are encouraged to submit their educational events by visiting the Web site and clicking on the BLN calendar tab.

2009 Sloan Award Recognition Breakfast Photo Gallery

Congratulations to the 2009 Sloan Award winners and honorable mention! These organizations are nation-wide leaders in using workplace flexibility as a core business strategy to increase workplace effectiveness and yield positive business results. For more information about the Sloan Awards (photo gallery available below), click here.

Winners:

• Cardinal of Minnesota, Ltd.
• Custom Alarm/Custom Communications, Inc.
• First Alliance Credit Union
• Rochester Area Family YMCA
• Rochester Community & Technical College
• Senior Citizens Services, Inc.
• Southern Minnesota Municipal Power Agency
• United Way of Olmsted County
• Venture Computer Systems

Honorable Mention:

• Express Employment Professionals

Getting Started with Flexible Downsizing - Manager and Employee "How to"

by Cali Williams Yost, author of Work+Life Fit and renowned workplace flexibility expert

The research shows that flexible alternatives to job cuts are the most cost-effective, least disruptive, productivity sustaining way to reduce labor expenses in recession. Flexible downsizing, in the form of salary/schedule reductions, adding unpaid vacation days, furloughs/sabbaticals and job sharing, not only saves money, but prepares an employer to respond when the economy turns around. But you don’t have to tell that to Paul Levy, the CEO of Boston's Beth Israel Deaconess Medical Center. The hospitals 8,000 staff members overwhelmingly supported a broad range of flexible alternatives so people could keep their jobs.

But how do managers and employees begin to create these alternative flexible solutions? As I mentioned in an interview on Public Radio International's The Takeaway, here some possible first steps:

For managers, like Beth Israel’s Paul Levy, who want to initiate the conversation:

• Estimate how much money you need to save, and don’t have any preconceived ideas about how you want to achieve that goal.


• Go to your team and explain the situation being as transparent and upfront as possible. Communication is the key in successful downsizing - research shows it lowers the level of stress, improves job satisfaction, increases the desire to stay at company, and sustains performance levels.


• Ask for ideas and proposals that could include reduced salaries/schedules, furloughs, sabbaticals, job sharing, and additional unpaid vacation days.


• See how close you get to your cost savings goal with the proposals you receive.


• If voluntary efforts aren't enough, you could institute across the board salary/schedule cuts, additional unpaid vacation days, and furlough/sabbaticals that effect everyone equally including YOU - it's important that managers share the pain and participate.


• You may still need to cut jobs, but you've minimized the number of layoffs needed.


• Keep reevaluating the market and economic situation, being sure to restore time and wages as soon as you can so you don't lose people.

For employees who want to initiate the conversation:

• If you get a sense that layoffs may be necessary, mention the flexible alternatives for reducing labor costs because chances your boss hasn’t thought about salary/schedule reductions, adding unpaid vacation days, furloughs/sabbaticals or job sharing. By making your manager aware the potential options, you are inserting them into decision-making process early on rather than later when the decision to cut jobs has already been made. Why is this important? Many managers are responding to my explanation of the benefits of flexible downsizing versus job cuts by saying, "I never thought of that." Help your manager think of it as early as possible.


• Then follow the same process you would if you were proposing a flex plan for personal reasons. Only in this case you are leading with the business needs - reducing labor costs.


• Create a plan, either individually or with a group, that outlines the flexibility you are proposing - cut salary/benefits from x%, take four week furlough during a slow time of the year, add 6 unpaid vacation days to the calendar - whatever your plan looks like. Emphasize the costs the plan would save - salary and even benefits if you don't need them. Also, outline how you will continue to get the job done and contribute your experience and knowledge to helping the business recover.


• Then after your plan is approved and implemented, sit down with your manager to review periodically. As the market recovers make sure he or she knows it's time to renegotiate your flex plan to restore some of the lost income and time, assuming that is what you want.

Let's get the manager and employee conversations started and create some innovative, cost-effective flexible alternatives to reduce labor expenses and minimize job cuts. It is a win-win for everyone. Do you have any suggestions for starting the flexible labor cost savings conversation in your workplace as a way to manage through the recession while minimizing layoffs?

Start the conversation by commenting on this article below!

Did You Know? Version 3.0

You have probably seen the older versions of this video, which we posted on our blog and Workforce 2020 Web site previously, but there is now an updated version of the same videos - with new eye-opening statistics. Check it out below. This video correlates directly with our WF2020 initiative. If this isn't eye-opening, we don't know what is!

Families and Work Institute wants to know how your organization is doing to support employees during these challenging times

As we face a deepening economic crisis, stories are emerging about how organizations are responding and what they are doing to help their employees manage. Families and Work Institute is collecting and sharing these responses on its web site to assist other employers as they develop their own strategies.

To learn what other employers are doing and to share how your organization is responding, please visit
http://familiesandwork.org/site/events/econindex.html.

In a few sentences, please describe what your organization is doing to support employees during these challenging times. As we receive your responses, this list, posted at http://familiesandwork.org/site/events/econindex.html will continue to grow and be available to the public, other employers, the media and the work life community.

Thank you in advance for sharing your ideas.

Learn.Do.Earn Initiative featured on LearnMoreMN blog

This past week, the Chamber was asked to provide a blog for the LearnMoreMN team (This group had come in this past summer to present to the Workforce 2020 coalition on “Vanishing Graduates” and did a series of advocacy videos with MNSCU and others on education/workforce related issues).

Chamber Vice President - Education & Workforce Jess Ihrke was asked to do a guest blog for the LearnMoreMN Web site in November about the Chamber's Learn.Do.Earn program that is being launched in the Rochester school district this year. To read the blog, click here.

We encourage those willing and able to provide a response to the blog on behalf of the Rochester community! This is great opportunity to advance Learn.Do.Earn and let others know across the state how our community is preparing our workforce.

STEM Summit Photos

On election day, the Chamber and Workforce 2020 held it's annual Greater Rochester STEM Summit at the RCTC Field House in Rochester. More than 700 kids were in attendance to enjoy exhibits related to STEM (science, technology, engineering and math) careers. More than 70 area businesses and educational institutions were on-hand to give the students a first-hand, interactive look at how STEM is an important field to study. A huge thank you to our sponsors as well - RCTC, WSU Rochester, Crenlo, McNeilus, La Quinta Inn & Suites, Southeast Service Cooperative and Workforce 2020.

After Opening Olympic Weekend, Americans Ranked 25th (in Education) - a U.S. Chamber blog entry

The following was an interesting blog post taken from the ICW's Workforce and Education Newsletter, a monthly publication of the U.S. Chamber of Commerce's Institute for a Competitive Workforce (August 2008, Volume 9, Issue 8). We thought it tied in nicely with education and workforce (Workforce 2020), and really makes you think about how many perceive education in today's society.

"The Olympics began on Friday with an opening flourish that few will soon forget. Thousands of individual performers, turning in nothing less than perfection. Unbelievable technical achievements, including the world's largest LED screen. In one of the acts, two-thousand and eight drummers counted down to the official opening of the games. It was summed up rather well by NBC commentator, Matt Lauer, who said it was, "Awe-inspiring and perhaps intimidating."

Well, if you are just now getting intimidated by the talents of the Chinese, you simply are not paying attention, which unfortunately seems to be a large part of the problem.

As of today, we are currently ranked first in the medal count, with China lurking just behind. However, if we were to swap our athletic standing with our academic standing, we would currently be between Azerbaijan and Slovakia, ranked somewhere around 25th in the world according to the most recent international testing benchmarks. (By the way, both of those nations scored higher than the U.S. on the latest mathematics PISA tests.)

Doubtlessly, if we ranked 25th in medals, we would have woken up this morning to fervent debate, endless handwringing, and zealously-heeded calls to action. To wit, when our Olympic basketball team won the bronze in 2004, getting back to the top was the subject of a national debate that was as vast as it was hyperbolic."

Click here for full story.

Originally published 12 August 2008. Reprinted by permission, uschamber.com, August 2008. Copyright© 2008 U.S. Chamber of Commerce - All Rights Reserved.

New Parenting Blog by PAIIR

There is a new blog in town and is full of informative, 24/7 programming for working parents - information that is a perfect fit with the Chamber's Workforce 2020 and flexibility efforts/initiatives. This parenting blog allows parents to ask questions, share challenges and joys of parenting and get support from PAIIR parent educators and other parents of young children. All are invited to share creative parenting ideas and strategies. There are currently posts on parenting, reading, fire safety, 7 ideas for parenting and the challenge of having your house taken over by small children. Check it out here!

Post-Bulletin Commentary - Steps are needed to maintain work force

There was a great article written on Wednesday this week by Bill Boyne - retired editor and publisher of the Post-Bulletin - on the predicted national workforce changes, and specifically what Workforce 2020, an initiative launched by the Chamber that is comprised of a coalition of a number of community partners including the Rochester Area Foundation, Rochester Area Economic Development, Inc. and the Department of Employment and Economic Development, is doing to address this issue.

You can read the story by clicking here (you will be re-directed to the Post-Bulletin's Web site).

Chamber Chat Show - April 2008

This morning, Jess Ihrke, director of workforce and education at the Chamber, joined Tracy McCray on KROC AM 1340's Chamber Chat show to discuss the Educators in the Workplace Institute. This program provides an opportunity for businesses to play a major role in the development of a community partnership between business and education. The Institute is a three-day (June 23, 24 & 25) workshop of classes, panel discussions and interactive work-site visits designed to give educators a better understanding of the business environment and the community. For more information or to apply, visit http://www.rochestermnchamber.com/ or contact Jess at jlihrke@rochestermnchamber.com or 507-288-1122.

Families and Work Institute Announces Release of 2008 Guide to Bold New Ideas for Making Work Work; Plus - Apply Today to Become a Sloan Award Winner

The Families and Work Institute recently announced the release today of their new 2008 Guide to Bold New Ideas for Making Work Work that details the latest and most innovative trends in effective and flexible workplace practices, based in large part on employees' ratings.

The initiatives highlighted in the Guide were culled from 129 Sloan Award-winning organizations located in 24 communities that represent 30 precent of the U.S. population. Visit the When Work Works Web site to download a copy of this new guide and to read the press release about the guide that went out over the wires.

And tomorrow, April 2, there will be an ad in USA TODAY congratulating all of the winners of the Sloan Awards for Business Excellence in Workplace Flexibility.

As a Rochester Area Chamber of Commerce member, your business may be eligible for the Sloan Award. For more information about the award and to see if you are eligible, click here. Applications are only being accepted through April 14, 2008, so don't put off this wonderful opportunity. Winners will be announced in June. Click here for application instructions. Click here to apply.

Top 10 Reasons for Workplace Flexibility (#1)

In a continuation of the past few blog entries, here is the no. 1 reason for workplace flexibility! Again, for more information about next Thursday's Workforce 2020 Flex Forum or to register, visit http://www.rochestermnchamber.com/ and check out the What's New at the Chamber lead story on the Web site.

"WORK LIFE SHOW" TOP 10 REASONS FOR WORKPLACE FLEXIBILITY (#1)

1. WHO SAYS YOU CAN’T HAVE IT ALL?
An effective workplace is when work works for employees and employers. An effective workplace where employees want to stay on the job includes job autonomy, learning opportunities, supervisor support, co-worker support, involvement in decision making and flexible workplace options.
(2004 When Work Works, FWI)

Click here for reasons 10-8
Click here for reasons 7-5

Click here for reasons 4-2

Top 10 Reasons for Workplace Flexibility (4-2)

In a continuation of the past few blog entries, here are top reasons 4-2 for workplace flexibility. Again, for more information about next Thursday's Workforce 2020 Flex Forum or to register, visit http://www.rochestermnchamber.com/ and check out the What's New at the Chamber lead story on the Web site.

"WORK LIFE SHOW" TOP 10 REASONS FOR WORKPLACE FLEXIBILITY (7-5)

4. IT CAN HELP LEVEL THE PLAYING FIELD
Workplace flexibility makes more of a positive difference in retention and stress among lower-wage employees than their more advantaged counterparts (The Impact of Job and Workplace Conditions, FWI).

3. OLDER WORKERS LIKE IT BETTER PART TIME
Fifty-seven percent of older workers, 50 years or older, would like to remain in the workforce if they could reduce their working hours. This preference for reduced work hours is expected to become increasingly important as the workforce ages (2004 When Work Works, FWI).

2. EIGHT OUT OF 10 EMPLOYEES WANT IT
Among employees who don't use a lot of workplace flexibility on the job, eight out of 10 people (79%) – men and women, young and old – want and would use more flexibility if they could do so without negative consequences (2004 When Work Works, FWI).

Check out the blog tomorrow for reason No. 1 for workplace flexibility! And don't forget to register for next Thursday's forum!

Top 10 Reasons for Workplace Flexibility (7-5)

In a continuation of yesterday's blog entry, here are top reasons 7-5 for workplace flexibility. Again, for more information about next Thursday's Workforce 2020 Flex Forum or to register, visit http://www.rochestermnchamber.com/ and check out the What's New at the Chamber lead story on the Web site.

"WORK LIFE SHOW" TOP 10 REASONS FOR WORKPLACE FLEXIBILITY (7-5)

7. DOGS ARE NOT THE ONLY ONES WHO ARE LOYAL
Seventy-two percent of employees plan to remain with their employers for the next year in organizations with high levels of workplace flexibility, versus 49 percent of organizations with low levels of flexibility (2004 When Work Works, FWI).

6. STOCKBROKERS SHOULD INVEST
Companies with highly committed employees had a 112 percent return to shareholders over three years, compared to 90 percent for companies with average commitment, and 76 percent for companies with low commitment (2000 Study by Watson Wyatt Worldwide).

5. HACKERS AREN’T SLACKERS
Generation X fathers spend 1.2 hours more time with their children than Boomer fathers with children of the same ages, yet only 52 percent of Gen X fathers aspire to advance – down from 68 percent in 1992. However, they work three hours a week more than those of the same age in 1977.
(2004 Generation & Gender, American Business Collaboration and FWI)

Check out the blog tomorrow for reasons 4-2!

Top 10 Reasons for Workplace Flexibility (10-8)

With the Chamber's Workforce 2020 Workplace Flexibility Forum right around the corner (next Thursday, March 27), we are going to run down the top 10 reasons for workplace flexibility on the blog throughout the week. If you are unaware of the big forum coming up next week, visit http://www.rochestermnchamber.com/ and check out the What's New at the Chamber section (main page, lead story) on the event! We hope to see you there!

"WORK LIFE SHOW" TOP 10 REASONS FOR WORKPLACE FLEXIBILITY (10-8)

10. YOU "CAN’T GET NO SATISFACTION" WITHOUT IT.
Sixty-seven percent of employees report high levels of job satisfaction in organizations with high levels of workplace flexibility, versus 23 percent in organizations with low levels of flexibility.
(2004 When Work Works, FWI)

Internal organizational studies have established that employees who have even a small measure of flexibility have significantly greater job satisfaction, stronger commitment to the job and higher levels of engagement with the company, as well as lower levels of stress.
(Business Impacts of Flexibility, Corporate Voices for Working Families)

9. YOU DON’T WANT TO BE AN EXTRA IN "ONE FLEW OVER THE CUCKOO’S NEST."
Fifty-seven percent of employees exhibit high levels of mental health in organizations with medium or high levels of workplace flexibility, versus 17 percent in organizations with low levels of flexibility.
(2004 When Work Works, FWI)

8. WHO NEEDS A DIAMOND RING WHEN YOU ARE ENGAGED AT WORK?
Sixty-six percent of employees report high levels of job engagement and commitment in organizations with high levels of workplace flexibility, versus 56 percent in organizations with low levels of flexibility.
(2004 When Work Works, FWI)

Check out the blog tomorrow for reasons 7-5!

Cali Williams Yost (March 27th Flex Forum's Keynote Speaker) Blogs about Workplace Flexibility

As you may have seen on our events calendar or this very blog before, the Chamber's first big Workforce 2020 forum: Workforce 2020 Flex Forum on workplace flexibility is right around the corner (March 27). In addition to breakout sessions on workplace flexibility, generational diversity, flexible work and well-being and employee wellness, Cali Williams Yost will be giving a keynote address. Yost is the auther of Work+Life Fit and is also president and founder of Work+Life, Inc. To learn more about Yost and what she is all about, I have posted a segment from her blog on this very topic - workplace flexibility.

Cali’s Fast Company Blog

Recession and Work+Life Fit
Over the past couple of weeks, I’ve been repeatedly asked: “What do you think will happen to work+life fit and flexibility if the economy experiences a recession?”


I think two things will happen. Unfortunately, too many leaders and organizations will default to a shortsighted fall back position, “Forget flexibility. People are just lucky to have jobs.” But the smart leaders and organizations won’t. They will continue to move forward integrating flexibility into the way they do business because they understand that there is no turning back. To use a recession as an excuse to stop developing news ways of flexibly managing work and life will only put them further behind in terms of growth potential when a recession ends.

What do these smart leaders and organizations know that the less enlightened overlook? They understand that flexibility is key to their businesses success in a 24/7, high tech, global work reality. They know that:

• Even in a recession talent will still be a scare commodity (see the results from PriceWaterhouse Cooper’s recent Global CEO Survey). If organizations hope to hold on to valuable talent (especially employees under the age of 30) once a recession ends they better do all they can now to win employee loyalty and be the employer of choice. And finding a better work+life fit is very important to a majority of the workforce. As a leader in a professional services firm recently said to me, “Back in 1975, there were 30 resumes for every job. Now there are 10 jobs for every qualified resume.” That ratio isn’t going to change drastically with a recession;

• You can’t effectively service global clients and manage global teams without flexibility that considers impact on work+life fit. Domestic employees can’t be on the phone all night with Singapore and then haul themselves into work the next day 8-to-6. Clients and teams in other countries can’t always be expected to be the ones to make the early morning/late night concessions. Organizations aren’t going to stop operating globally because of a recession;

• In a recession, more needs to be done with fewer resources. It’s even more critical that your employees are at their most productive and your workflow and communication management is at its most efficient. Studies show that flexibility to help employees manage their work+life fit results in increased productivity, more efficiency, and better communication.

• Finally, companies that need to cutback will use flex to creatively downsize. By offering to reduce schedules or a transition people to project-based, consulting work, employees who otherwise would lose their tie to the organization can stay. When business turns around, those companies then have the option of offering those employees a return to a full-time schedule.

So what do you think the leaders of your organization will do if we begin to experience a recession? Will there be a knee-jerk retrenchment where all innovation related to work+life fit and flexibility is halted as people fear for their jobs? Or will the recognition that without flexibility to manage time, talent, and workflow, a company will not be positioned to succeed prevail?



Click here to read this entry »

Click here to register for the March 27 Flex Forum.

When Work Works Kick-Off Luncheon Highlights Available Online

If you missed the When Work Works Kick-Off Luncheon on Feb. 5 and want to check out 20 minutes or so of the program, click here. Look Media was on hand to tape the event for those who couldn't make it as well as those who may want to re-visit the program. The event was a huge success and is just the beginning of the Chamber's Workforce 2020/Workplace Flexibility forums. In fact, on March 27 our first big Workforce 2020 forum will be happening! Click here to view the save the date flyer. More information to follow!

When Work Works: Workplace Flexibility Luncheon

Just a reminder that the Chamber's Workforce Flexibility/When Work Works kick-off luncheon is tomorrow! More information about the event is below - it's not too late to register!

All Rochester Area Chambe of Commerce business and community leaders interested in learning more about innovative approaches to creating flexible workplaces and exploring how workplace flexibility can help businesses and employees succeed are invited!

What:

Lunch and Launch of the When Work Works Sloan Awards - plus an in-depth forum on the benefits of workplace flexibility for both business and communities

When:

Tomorrow! Tuesday, Feb. 5, 2008 10:30 - 11 a.m. - Registration 11 a.m. - 1 p.m. - Lunch & Program

Featured Speakers:

Greg Roth, senior manager, Workforce & Education Programs, Institute for a Competitive Workforce; and Sloan Award Winner Panel (Perspectives, Chicago, Ill. and Mediascope, Winona, Minn.)

Where:

Ramada Hotel & Conference Center; 1517 16th St. SW, Rochester, MN 55902

Cost:

Lunch & Program - $15 per person RSVP Required: Click here to register

Also, save the date for our first Workforce 2020 Flex Forum on March 27, 2008. Attending will be keynote speaker Cali Williams Yost, author of Work+Life. This event will go from Noon - 5 p.m. and include breakout sessions on topics of workplace flexibility, generational diversity, flexible work and well-being and employee wellness. More information to come!