Tag Archives: career change

Could healthcare be the career for you?

Article by Belinda Fuller

Could healthcare be the career for youHealthcare is currently one of the key sectors driving overall employment growth in Australia, with the industry recently recording a 19% year on year growth. Various roles are experiencing significant growth thanks to our ageing population, as well as the rise of chronic diseases which require on-going healthcare management and support.

With national new job ads consistently recording rises of more than 10% each month compared to the same time last year, some industries stand out more than others. In Australia, one of those sectors is community services and development – with aged and disability support roles a key occupation driving growth. The need for more workers in this area is being driven largely by Australia’s ageing population, but also by the country-wide roll out of the National Disability Insurance Scheme (NDIS) which has positively impacted job ad growth in that area over the past two years.

With healthcare currently Australia’s biggest employer, and the Productivity Commission forecasting that Australia may need almost one million aged care workers by 2050 in order to meet the anticipated demand from ageing baby boomers, healthcare may be a great career to consider.

Whilst the demand for aged care nurses and workers is high, our rapidly ageing population will also drive demand for employment in other areas. Some of the most in-demand jobs will include:

  • Aged Care Nurses: Taking care of the medical and social needs of the elderly on a round-the-clock daily basis, an aged care nurse typically works in a nursing home, residential facility, hospital or through a home care service. These nurses ensure their patients’ final years are as comfortable as possible for both themselves and their families. As a job seeker, you could start as an assistant in nursing (AIN) which is also known as a personal care worker (PCW) and personal care attendant (PCA) after completing a TAFE or RTO qualification – usually a Certificate III or IV in aged care.
  • Clinical Nurses: Working alongside doctors, a clinical nurse is a registered nurse who is recognised as a senior staff member across all areas of practice but particularly in acute care. Clinical nurses care for patients throughout hospital wards with responsibility for administrating medication, comforting patients, and assisting medical staff to provide quality care. To work as a Clinical Nurse, you usually require postgraduate qualifications in nursing.
  • General Practitioners: Commonly known as a GP, general practitioners perform a very important role in medicine, and are often the first point of contact a patient has with the healthcare system. There is currently a high demand for GPs, particularly in rural and regional areas. In Australia, there are multiple pathways into general practice. The most common pathway is through the Australian General Practice Training (AGPT) which includes four to six years at a university medical school, a minimum of 12 months’ hospital training, and completion of GP registrar training and exams (usually three to four years).
  • Physiotherapists: Physiotherapists are highly qualified health professionals who work in partnership with their patients to assess, diagnose, and treat a wide range of health conditions and movement disorders. They also help older patients to repair damage, reduce stiffness and pain, increase mobility, manage chronic pain, and improve quality of life. To become a physiotherapist, you will need to complete a four-year bachelor’s degree in physiotherapy or a five-year double degree. Once graduated, some people choose to specialise in a particular field which involves further postgraduate study.
  • Social Workers: Social Workers assess the social needs of individuals, families and groups, assist and empower people to develop and use the skills and resources needed to resolve social and other problems, and further human wellbeing and human rights, social justice and social development. To become a social worker, a four-year bachelor’s degree or higher is usually required.

If you’re thinking about a career in healthcare, there are many specialist healthcare recruiters. These sites are a great place to start your research and learn more about different job opportunities.

Here are some examples of sites:

Are you thinking about a career in healthcare? Would you like career counselling to help you decide on a new career path or course? If so, please see our career coaching services.

 

How to adapt in our changing digital world

Article by Belinda Fuller

How to adapt in our changing digital worldRecent research conducted by Manpower indicates we are in the middle of a ‘skills revolution’, both in Australia and around the world. With digital transformation happening within most organisations, and technology evolving rapidly, the types of skills employees need are ever-changing. So what will the most in-demand skills be and how do you ensure you have them?

With the necessary skills changing at a rapidly increasing pace, most employers are reporting that they cannot find the talent they need. The people in demand are those that seek to continuously learn and adapt.

A recent Manpower survey asked 20,000 employers across 42 countries (with more than 1,500 participating companies from Australia) about the likely impact of automation on their headcount, the functions that will be most affected, and the human skills they value the most. The results indicate that automation is mostly a good thing for employees (as long as you have the right skills). While many companies agree that no one is immune from digitisation as more and more industries shift to advanced, automated processes, most employers expect their companies to grow rather than shrink – and the need for additional people – especially those with good IT skills to drive transformation – is real.

Labour market predictions often talk about the long-term extremes where technology will erode jobs – with robots replacing roles and even the threat of a world without work. However, this recent research indicates a different future, while providing a real-time view of the impact of automation on the workforce in the digital age – now and in the near-term. It shows which functions within companies are set to grow or contract. And it provides insight on the value of soft skills – or human strengths – that are in demand by employers but that are challenging to find.

The most in-demand individuals have a blend of human strengths with technical and digital know-how. 8 out of 10 companies say communication skills, written and verbal, is their most valued soft skill. We’ve identified several other skills we think will be important for individuals to succeed.

  1. Complex problem-solving skills – with increasingly complex problems that include incomplete, contradictory or ever-evolving requirements, threats and trends – people who can solve problems with viable solutions will be in demand.
  2. Critical thinking – this can be defined as the objective analysis of facts to form a judgement. Often the subject is complex and requires analysis or evaluation of vast amounts of information. In today’s ‘information age’, data is present everywhere – with companies collecting huge amounts of data about everything their customers do on a day-to-day basis. Being able to leverage and effectively utilise this data for competitive advantage is a key skill to possess.
  3. Creativity and innovation – competition is fierce today across most industries, budgets are tight and doing things the way they’ve always been done doesn’t cut it. Having the ability to think outside the box to achieve success is a top skill to possess.
  4. Collaboration – working well with others and appreciating the input from different team members is essential in today’s work environment. Human interaction in the workplace will become more and more important as computers and robots take over certain tasks. Being able to work together to leverage individual’s strengths while being aware of weaknesses and adapting to address these will be important.
  5. Leadership – regardless of how much an organisation and its day-to-day operations become ‘automated’, employees will remain at the heart. Being able to develop strong relationships with employees and successfully lead teams is important. Listening carefully to understand concerns; identifying ways you can help them become more efficient, effective and enthusiastic; and developing and maintaining strong ongoing professional relationships is key. Good leaders consistently provide support and show their team they are there for them. It is more vital than ever for future leaders to know how to motivate teams, maximise productivity and respond quickly and effectively to needs.
  6. Service orientation – digitisation, technological advancements, and increasing competition means customers will be picky – and rightly so. Customers can choose who to do business with and they can change that decision as often as they like. It’s no longer as difficult as it once might have been to switch suppliers or move to a different brand. People who make customer experience a priority, anticipating customer needs, and designing products and solutions to meet those needs, will be in demand.

As our workplaces continue to rapidly evolve, it’s clear that we need to develop new skills if we’re going to keep pace with change. Employers will begin to rely more and more on people with the desire and ability to develop new skills. Employability today is becoming less about what you already know and more about your capacity to learn.

Would you like assistance from a Career Coach to identify areas where you might be able to improve your career? If so, please see our list of services.

How to return to full-time work after a break

Article by Belinda Fuller

How to return to full-time work after a breakWhether you’ve had time off to raise a family, study, take a sabbatical, work for yourself, recover from an illness, or take an opportunity to work part-time – returning to full-time work can be a shock to the system! It’s not just the need to get out the door each morning and turn up to work, it’s the routine and ‘work’ mentality that you have to get on top of.

It’s a huge shift and returning to full-time work after a break – no matter what the reason – can be difficult. Take some time to prepare, settle in to your new workplace, and go easy on yourself because you’ll soon be feeling at ease. Our tips for success include:

  • Organise your personal life: You’ll have less time for yourself than you’ve had previously, so try to ensure your personal life is as organised as possible. Think about when you can run errands that you’ve previously done during the day, make sure you have reliable child care arrangements if they’re needed, maintain your exercise or gym routine, plan your work outfits, organise your lunches, pack your bag the night before, and try to organise evening meals ahead of time to avoid feeling overwhelmed and out of control.
  • Understand what’s expected: When you work for yourself, you might be used to doing everything. Be careful about being too keen to do this when you return to work. Not only could you offend someone by ‘doing their job’ but you could also be diverting your energy away from the areas you’re expected to be focused on. You were hired for a reason, so learn exactly where you fit and the value you’re going to add – this will be essential for your success.
  • Find a friend: It’s important to have someone who can help you understand the law of the land. This isn’t about company rules, regulations, policies and procedures, but more about the company culture, general office politics and etiquette which can often take time to learn. It’s great if you can find someone helpful whose advice you can seek from time to time. Be careful not to overwhelm this person with requests or take up too much of their time.
  • Get clear on communication: Organisations and individuals have broad ranging expectations regarding communications and it’s important you adapt to the existing behaviours early on. Work out what people do to communicate regarding different issues. Do people mostly communicate face to face, on conference calls, or via email? What’s the culture with walking up to people’s desks and nutting out a problem there and then? Does your supervisor expect constant updates on every detail, or just a heads up on major projects or issues?
  • Keep your goal in mind: Whether you’ve returned to work for a steady pay check and regular benefits, to learn new skills, or be a part of a collaborative team again, it’s important not to lose sight of those reasons. Some days you’ll be thinking you can’t continue with the full-time grind and related commute, so on these occasions, remember your goal and why you returned to full-time work in the first place.
  • Embrace change: Sometimes doing things the way you’ve always done them will not serve you best in the future. In your new workplace, there are sure to be things that are done in ways that you may not necessarily agree with or be comfortable with. Embrace the change and you might be surprised.
  • Build your reputation: As a newbie, you’ll need to build your credibility before trying to change the world. Work on developing good relationships with your boss, colleagues and direct reports. Take some time to get to know people, offer assistance to others where appropriate, don’t be afraid to ask for help if you need it, and try not to be overly critical of the way things are done.

Successfully managing the change from part-time, home-based or no work, to working full-time again can be a huge challenge. By going easy on yourself to take the time needed to settle yourself into your new routine, find your place in your new role, and build new relationships, you’ll be off to a great start.

Are you looking to transition back to full-time work? Would you be interested in obtaining some career counselling to help you decide on what steps to take? If so, please see our career consulting services.

NextGen work – the new way forward

Article by Belinda Fuller

NextGen work - the new way forwardA recent study conducted by Manpower looked at ‘NextGen’ work and the trend of people choosing to work in non-traditional ways, searching for alternative work models in favour of traditional, full-time, permanent roles. It seems that part-time, contingent, contract, temporary, freelance, contract, on-demand online, and platform working are on the rise.

We know that today there are more and more people choosing to work in non-traditional ways for a variety of different reasons. Gigging or the ‘gig economy’ is a term used to describe the growing phenomenon of task-based employment. Rather than working as an employee and receiving a salary, workers receive one-off payments for individual tasks (aka ‘gigs’). In theory, this is just another term for freelancing or contracting, although the difference is scale – with gigging usually referring to smaller ‘tasks’ completed in a more casual or irregular way.

Usually, workers in the gig economy find jobs through dedicated websites and Apps (such as Airtasker or Fiverr) – signing up for the tasks they want to complete and only agreeing to complete work that appeals. For many people, it’s a great casual arrangement with the flexibility to control how much they work while studying or working in a full-time role. For employers – the gig economy can be appealing, since it cuts down on fixed costs such as office space, training and permanent wages and allows companies to seek out specialist skills and expertise as and when they need them – but it doesn’t provide the consistency and ongoing expertise that many companies need.

Manpower conducted a recent study which can be found here. The study looks at shifting labour market dynamics, the aging population, and changing skills requirements which are being driven by technological progress and globalisation. The study found, across the board, that what people want from work is changing significantly. The ‘Monday to Friday, 9 to 5′ job has moved on with the majority of jobs growth over the last 10-15 years occurring in the alternative ways of working mentioned above. Manpower’s study found that while the gig economy or the ‘uberisation of work’ is making headlines, the number of people actually earning a decent living from gigs is still relatively small. What people and businesses really want is NextGen work – new ways of working that still offer career security, opportunity for growth and prosperity for individuals.

What is NextGen Work?

NextGen work is a flexible, non-permanent way of working. While flexible working has already existed for many years, studies indicate that at least 30% of the Australian workforce undertakes some kind of freelance, contract or casual work – with many doing it by choice rather than necessity. And it’s not just the younger generation that enjoys the fact they can pick and choose work to focus on. Older workers are also embracing the trend to reduce stress, increase flexibility, take back control of their career and life, and in many situations earn higher levels of income for their difficult-to-find skills and unique levels of experience.

While people want different types of careers at different times in their lives, the Manpower survey found that 87% of people would consider NextGen work for their next job, or in the future. And employer demand for NextGen workers has risen consistently for decades too. The reasons for choosing NextGen work are diverse and include:

  • Earning extra money
  • Having the flexibility to do different things
  • Learning new skills
  • Reducing stress
  • Having a better work life balance with more control over time

Most people taking on NextGen jobs, work for themselves. They choose when and where to work – and when not to. While some individuals prefer jobs with regular hours, NextGen workers value flexibility and control over their work schedule over working regular hours as a full-time, permanent employee.

Many individuals now mix short-term jobs, contract work, consulting gigs and freelance assignments to create their own portfolio career. There is no doubt that the gig economy or NextGen way of working is here to stay. The opportunities for NextGen work options are endless. Most people choose it to provide more flexibility and freedom in their life with employers appreciating the skills, expertise and fresh eyes that new team members can bring. If you’re going down this path – be prepared to work hard and allow some time to build your client base and reap the rewards this type of career can bring.

Would you like help deciding whether or not to join the NextGen wave of work?  If so, please see our career counselling services.

 

How to handle rejection

Article by Belinda Fuller

How to handle rejectionLearning how to handle rejection while job hunting is tough. You need commitment, effort and persistence to ensure success in today’s job market. With multiple avenues available to search for, apply and secure your role, not to mention the competition, it can be complex. As hard as it is, it’s an important part of the job search process and one you need to learn to manage.

Even though we are experiencing a fairly buoyant job market at the moment, our evidence from talking with clients on a daily basis suggests it can take at least six months, sometimes longer, to secure a new role. If you’re sending out application after application only to receive rejection letters (or worse, nothing), it’s easy to get disheartened.

Rejection is a normal part of the job-hunting process and will help you to learn, grow and move one step closer to the perfect role. Until you get there, here are some tips for keeping your spirits up during the search.

  • Don’t take it personally: It’s easy to take rejection personally. But remember there are usually a variety of factors that recruiters consider when making their decisions. In addition, there are often upwards of 100 applicants for a single role. It might just be a case of how well you stacked up against the other applicants on that occasion as opposed to your overall suitability for the role.
  • Don’t get bogged down: Negativity is pervasive and once you start those thoughts, it can be hard to get rid of them. Move on from any rejections or disappointments quickly and treat every application as a fresh new opportunity. Maintaining your positivity and enthusiasm will also help you perform better when you do land an interview.
  • Treat it like a job: Looking for a job is hard work! We suggest clients try to complete some job search tasks every day – whether that be networking with old colleagues, searching for jobs to apply for, talking to recruitment agencies, polishing your resume, or practising for an interview – do something constructive every day but make sure your goals are realistic and achievable.
  • Remember some things are not meant to be: No matter how perfect a job might seem at the time, I’m a big believer that if you don’t get it, then it just wasn’t meant to be. It’s often only in retrospect that we can clearly see that failure or rejection can make way for the best opportunity yet.
  • Don’t settle for second best: Stay focused – the longer you look, the more tedious the process can become. After a long period applying for jobs with few positive results, it can be tempting to lower our expectations and settle on anything, especially if you are keen to leave your current role. Remember that lowering your expectations is not the best approach for your career in the longer term, and you may just be right back where you’re at now in no time at all. Employers value signs of passion and determination, so reflect this in your application, even if you lack the experience.
  • Focus on your strengths: It’s important to be able to clearly and concisely articulate your value and the accomplishments you have made in an appealing way. If you have a good understanding of the areas you need to excel in to achieve the type of role you’re looking for, this process will be easier. Even though you didn’t get the job you thought was perfect – your skills and qualities will be perfectly suited to another company and position – it’s just a matter of talking about them with enthusiasm and confidence.
  • Improve your approach: If you’ve been at it for a while, take some time out to assess your progress. Are your resume, cover letter and application documents tailored for each role? Are the roles you’re applying for truly a good fit? Have you done any networking? What can you improve? Whether its rewriting your resume and cover letter, putting some time into your LinkedIn profile, or practising your interview skills – find ways to improve what you’re currently doing. If you’re applying for government roles, make sure you address the required selection criteria specifically how they’ve requested. The selection criteria process has evolved significantly over the past few years, so the approach you may have used previously might not be relevant now. For tips, refer to our previous articles on responding to selection criteria. For other improvement tips, see our articles on resume writing, LinkedIn, and interviews.
  • Ask for feedback: If you didn’t get the job following an interview, ask for some feedback. Many recruiters are happy to provide this. The reason why you didn’t get the job is often not what you think. This feedback can be used to assist in perfecting your next application or interview.
  • Learn new skills: If there are gaps in your skill set, think about taking a short course or volunteering for extra responsibilities in your current role. There are plenty of short (often free) courses available online that can fill a gap – some worth looking into are: Lynda, Alison, and MOOC.

In a competitive job market, landing an interview is a huge achievement. Learning to handle rejection is an important part of the job search process and learning how to not let it get you down is even more important. Acknowledge what you did well and understand some things are out of your control. Learn from every experience, then try to let it go and move on to the next application.

If you would like help in searching for your next role, please see our Job Search Coaching, Interview Training & Coaching, or Resume and Cover Letter Writing Services.

The future of work – will robots replace us all?

Article by Belinda Fuller

The future of work - will robots replace us all?

Digital technology has already reinvented the way people work but there’s more to come amidst a constantly changing technology landscape. As individual tasks increasingly become automated, jobs are being redefined and re-categorised but will robots eventually replace us? Or will we reach a point where people and machines work alongside each other?

With the concept of work changing at this ever-increasing pace and more individual tasks becoming automated through machines, artificial intelligence (AI) and other technologies, jobs are being redefined. Some experts predict we are on the cusp of the fourth industrial revolution with changes marked by mind boggling advances in digital, physical and biological technologies set to revolutionise our future.

As our workplaces continue to rapidly evolve, it’s clear we need to develop new skills to keep pace with the change. Much of the research conducted on this topic suggests that robots won’t (and can’t) replace us altogether (at least not in our lifetimes). With many jobs lost to automation replaced by new ones, jobs aren’t being replaced at the rate some predicted several years ago. In fact, research commissioned by technology company Infosys and presented at the World Economic Forum last year revealed that 72% of workers whose jobs are effected by AI will be redeployed within the same area of their organisation (34%) or retrained for another area (38%).

What the research shows is that robotics and/or AI are being used to automate routine and mundane tasks, resulting in large scale reclassification of work. However, the resulting value of that automation means people are freed up to focus on higher value work that can only be done (at the moment) with human imagination. While new jobs are being created by AI, particularly in the field of robotics, it’s impossible to predict exactly where jobs will emerge and what skills will be needed.

Digital technology has already completely reinvented the way we work, however while many industries have activities with potential for complete automation, many do not. In addition, other factors will influence whether tasks will be automated completely or partially. These include the technical feasibility, costs involved, scarcity or abundance of existing skills to do the work, the costs of workers who would otherwise do the work, benefits beyond labour cost savings (such as improved performance), and regulatory and/or social acceptance considerations. We do know that workers involved in areas requiring more creative and imaginative skills will remain in demand. Examples include jobs where you need to: manage others and/or interact with stakeholders; apply expertise to make decisions or plan, create or innovate; complete physical work and operation of machinery in unpredictable environments; and many areas of healthcare and social assistance.

Skills such as problem solving, critical thinking, empathy, innovation and creativity, collaboration, leadership and a service focus are becoming more important. The ability for workers to be adaptable in developing new skills, and be willing and able to work along-side automation or machines will become more important. The flexibility to move to other areas will drive future success and this will largely fall to the individual to acquire these new skills or retrain in new areas.

If you are looking to advance your career, you may have already identified the areas you need to gain more experience; or the knowledge you need to develop in order to progress. With the future set to bring such staggering change and advancements – think about what areas you could develop more relevant skills in.

Would you like assistance from a Career Coach to identify areas where you might be able to improve your career? If so, please see our Career Counselling Services.

Is it time for a career change?

Article by Belinda Fuller

Is it time for a career changeThe new year is often time for change in many areas of our lives. It’s when we take time to reflect on the past, instigate some new habits and set goals! It’s also a time when many people consider changing jobs or careers. If you’ve already begun the process, good for you! Now give yourself some time to ensure success.

Changing jobs is a big deal, but if you’re looking for a bigger career change, this can be an even bigger decision for many people. If you’ve made that decision already – congratulations! You owe it to yourself to ensure you enjoy going to work each day. We’ve compiled a step-by-step guide of all the areas you need to think about to help ensure you are ready for your next step – professionally, emotionally, and financially.

STEP 1 – think about whether it really is your career that needs to change or if your current role just isn’t satisfying you. Make a list of all your strengths, weaknesses, likes and dislikes. Once you have completed that, look outside your current role, industry, and/or company to determine what aligns with your strengths and likes. We often find clients who are great at what they do and are in a job that is seemingly a good fit for them, but the company they work for is not ideal. It is very important at this stage to understand where your issues actually lie before embarking on a complete career change. If it’s the job you dislike, perhaps a similar job in a different industry or environment would make you happier. If it’s certain aspects of your current role you dislike, there might be an opportunity to diversify and take on a role with different responsibilities.

STEP 2 – once you have decided you would like to change careers, narrow down the direction you’d like to pursue. If you are unsure, consider taking a career assessment and meeting with a Career Advisor to better understand your interests and personality type, which can help you narrow down some new career choices. Research careers using online resources such as those found in our previous Useful Career Resources and Tools article.

STEP 3 – from the overview you’ve developed, decide how you might be able to make a change. You may have a lot to consider before you make your transition, including financial, family and study considerations. Analyse your financial situation and how that could be affected. Look for gaps in your resume and work out how to fill them. Do you need to undertake further study? Can some or all of the study be completed part-time while still working? Investigate opportunities to complete volunteer work. Think about the fact that many careers look great to an outsider, but the reality of the day-to-day job isn’t so interesting. Seek out and talk to people already working in your area of interest to gain a better understanding of their opinions and experiences to help you become more informed.

STEP 4 – contact employers and recruiters that specialise in your new field or industry. It’s important to proactively and enthusiastically hunt for your new role. Set up job alerts on online job sites and make sure you get out there and network with existing and new contacts.

STEP 5 – prepare your application material and update LinkedIn and other social media accounts. Tailor your application materials for every role you apply for – particularly the cover letter. We see too many people sending off applications that aren’t tailored to the role and then wonder why they don’t hear back. Pay particular attention to any selection criteria requirements and ensure you have responded in the way the recruiter has requested.

STEP 6 – take some time to prepare and practice for interviews. You may be the best candidate for the role, but if you don’t perform well in the interview, it’s unlikely you’ll progress. See our article this month ‘How to prepare for an interview without sounding like a robot’ for more tips.

Changing careers can be a very rewarding experience, but will require strong courage and conviction from you. It will most likely involve lots of hard work – especially if you need to complete additional training or study. Taking an honest look at why you want to change careers and what you hope to achieve is a great first step to ensuring a successful career change.

Would you like help deciding whether or not changing careers is a viable next step for you? If so, please see our Career Coaching Services or visit Career Counselling Sydney.

 

When are you happiest at work?

Article by Belinda Fuller

When are you happiest at workFollowing on from last month’s article which suggested some resources to help mature age workers succeed in our ever changing working environment, recent research from recruitment firm, Robert Half, provides some insight into the impact our age can have on our happiness at work.

According to a recent survey conducted of 2000 workers, employees aged over 55 are happiest and those aged in their 20s and 30s are among the least happy in the Australian workforce today. Statistics aren’t everything, however anecdotally many of our consultants working with clients on a day-to-day basis would agree.

While people in their 20s and 30s can be just starting out in their careers, they’re often looking for excitement, challenge and fulfilment that is hard to find. On the other hand, older workers are more likely to have found what they’re looking for, or managed to achieve the work-life balance they desire.

Here are some interesting statistics from the Robert Half survey:

What age group is happiest at work?

  • Workers over the age of 55 are the happiest employees with a score of 70 on a scale from 0 to 100
  • Employees aged 35-54 are the least happy in the Australian workplace with a score of 67
  • This was closely followed by employees aged 18-34 with a score of 68

What age group has the highest professional fulfilment levels?

  • 82% of employees over the age of 55 found their work worthwhile
  • That percentage dropped significantly to around 66% for workers aged 18 to 34
  • 70% of workers aged 35-54 found their work fulfilling

What age group has the highest stress levels?

  • One in three employees aged 18-34 said they found their job stressful
  • 29% of those aged 35-54 reported stress
  • For employees aged 55 and over, 26% reported that their job was stressful

Who is satisfied with their work-life balance?

  • 67% of Australian employees aged over 55
  • 59% of employees aged 35-54
  • 57% of employees aged 18-34

Who finds their work interesting?

  • 75% of employees aged over 55
  • 66% of employees aged 35 to 54
  • 62% of employees aged 18-34

In recent years, it has become huge business to try to discover the secret to employee satisfaction, as companies recognise the benefits of achieving a positive workplace with happy employees. If you are not happy at work, make some plans to change things. Here are some articles to help you on your way.

Are you happy at work? Would you be interested in obtaining some career counselling to help you decide on a new career path or course to improve your happiness at work? If so, please see our Career Coaching services.

Helpful resources for mature age workers

Article by Belinda Fuller

Helpful resources for mature age workersWith life expectancy on the rise, most people are wanting (or needing) to stay in the workforce longer to boost their retirement savings and ensure their financial future. But for many workers, this means a change in attitudes, retraining, and development of new skills to ensure they are not left behind in our ever changing digital and global world.

This drive for older workers to maintain their skills and develop new ones will ensure they remain competitive in the workplace for as long as they need to work. While in the past, many people expected to retire around 60, this is now no longer the case. In recognition of our ageing population, the federal government has already announced a rise in the retirement age to 67, which is due for implementation by 2023 and designed to reduce the impact on welfare.

So what are the main areas mature age workers need to focus on? Most experts agree that the ability to adapt, change and be flexible are key aspects that will determine an older worker’s ability to remain in the workforce. In addition, technical capabilities will be important. To succeed in the current and future period of digital disruption and globalisation, workers need to constantly up-skill to remain relevant.

Older workers should also develop transferable skills so capabilities can be adjusted and relevant ‘sideways’ moves can be made if necessary – particularly where industries shrink, collapse, or even become obsolete. This also requires older workers to think more creatively in terms of the type of work they might be able to do, as well as being prepared to work in completely different areas to what they’ve been used to.

People who are happy to retrain and upskill are those most likely to be in demand and highly active until they choose to retire. Many courses can be undertaken online today – for free or at a very low cost. They can be completed as short courses over a period of days or weeks, instead of longer post-graduate study that people might think of when they consider training and development.

List of Helpful Resources

Career transition assistance: As part of the Government’s Working Age Payment Reforms, a Career Transition Assistance Program will be trialled in five regions around Australia, before being rolled out nationally from July 2020. The program provides opportunities for mature age people to reskill and become more competitive in the job market. Participants in the program will be able to boost their skills, learn new job-search techniques and better understand local labour markets. The trial commences in July 2018 in various areas around Australia.

Older workers: A site dedicated to job listings from age-friendly employers who are specifically searching for older workers.

CoAct: A national network of employment agencies that can help mature age workers to re-enter the job market after an extended period of time away, or change careers.

Mature workers / care careers: A site that welcomes mature aged workers to the disability, community and aged care sectors.

Small business assistance: As a mature worker, you may be in an ideal position to establish your own consultancy or small business. This site provides everything you need to know – including business setup advice, taxation obligations, financial and insurance information, general business planning, information on employing people, grants and assistance, and a vast array of other useful facts.

Open2Study: This site provides access to a variety of free courses that can be studied online.

MOOC: A Massive Open Online Course (MOOC) is a free online course available to anyone wanting to take it. They are similar to online courses in terms of teaching and learning methods using videos, group chats, assignments and tests but they do not generally provide academic credit for use in other traditional courses, nor will you have much (if any) interaction with the lecturer. They are a great option if you don’t want to commit to a long term study option or would like to ‘try before you buy’.

Australian Government – mature age workers: This Australian Government webpage details information and articles on some of the support and resources available to mature age workers.

Restart – Department of Employment: This site provides information about the Australian Government’s financial incentives available to businesses to encourage them to hire and retrain employees who are 50 years of age and over.

As a mature age worker, you have a lot to offer. Both the government and businesses are slowly starting to recognise this. Tapping into the experience and success of older workers makes good business sense for most, and ensuring as many of our growing pool of older people are employed in the Australian economy, for as long as they are able to be, makes good economic sense.

Are you interested in obtaining some career advice? If so our career advisors are experts in their field and can provide comprehensive Career Coaching. We also offer LinkedIn Profile Writing Services with experienced writers who can help you network and connect with like-minded industry experts and ensure your profile sets you apart from your competitors.

4 career lessons I learnt from my mum

Article by Belinda Fuller

Four career lessons I learnt from my mumDespite my mum never telling me that life was like a box of chocolates, I love this analogy because life really is a colourful mix of great and not so great that when put together is hopefully more good than bad! My mum always tried to focus on the positives and she continually reinforced four key messages that I think are great career lessons for anyone.

I didn’t always think my mum was wise, especially as a teenager! As a mum myself now, I often wonder if the guidance and support I’m providing my children is enough. It got me thinking about the lessons I’d learnt as a child and young person and how they influenced my career decisions later in life.

  1. Never look back: “The only time you should look back is to see how far you’ve come”. Dwelling on the ‘what could have been’ is no good for anyone and definitely a career killer. Focus on the future and what can be, rather than worrying about what you should have or could have done in the past. Commit to making some changes today that will impact on your future success.
  2. Always try your best: Every day, across almost every aspect of our lives, we have the option of ‘doing our best’ or being satisfied with something less. Regardless of the result, my mum was always more concerned about whether I’d tried my best. There will always be an excuse as to why you shouldn’t or didn’t give something your best effort, but when it comes to your career – it really does matter. If you’re not doing your best, then you’re operating at a lower level, you’re compromising your standards and you’re setting yourself up for consistent achievement of a lower level performance. So give it your all – with 100% effort (and no lies to yourself about the fact that you tried your best when really you didn’t), not giving up after just one attempt, and seeking help where you need it.
  3. Learn from your mistakes: Mistakes are made to teach us. We make mistakes every day, some that matter and some that don’t. The fact is, most mistakes are great learning opportunities – especially when it comes to your career. Mistakes can:
    • Help us determine what works and what doesn’t
    • Clarify what’s important in our life
    • Teach us how to tell the truth (by being honest about our failures)
    • Increase our capacity to change and grow
    • Help us take responsibility for our actions rather than shifting blame
    • Identify the need not to over-commit
    • Make us understand the importance of focus to achieve success.

So embrace your mistakes, and turn them into a learning opportunity – just try not to make the same mistake twice!

  1. Happiness is a journey: It’s not a destination that once reached is put aside. In philosophy, happiness translates from the Greek concept of eudaimonia, and refers to ‘the good life’, or flourishing, rather than simply an emotion. In psychology, happiness is a mental or emotional state of well-being with positive or pleasant emotions. People often think they’ll be happy when they “lose the weight, get the job, are in a relationship, buy the car etc…” but this is often not the case. The fact is, happiness is a choice with different people approaching the same situations with vastly different attitudes. If you approach your situation with positivity, you will be happier. See our article Choosing to be happy at work for tips on workplace happiness.

There are many other life lessons that can be translated to career success – you can’t please everyone, money doesn’t buy happiness, you don’t always get what you want, there’s no shame in not knowing the answer, your health is more important than anything, and the list goes on. What did you learn growing up which has influenced your career success?

Are you interested in obtaining some career advice? If so our career advisors are experts in their field. If you would like some direction, please see our Career Guidance Counselling or MBTI personality profiling.