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FOR IMMEDIATE RELEASE

Matching �Intangible� Values of Employers Critical for Workplace Success

Every generation can be characterized by certain intangible values that make workers successful in their unique way. These �intangibles� go beyond skill requirements into the realm of values that employers seek in employees. In the 1960s and 70s, rock-solid company loyalty was valued and rewarded. In the 1980s, excellent people skills and the ability to communicate across generational lines were in high demand.

In the 1990s, the ability to think �out of the box� and a willingness to work long hours were highly valued.

What are the intangible values of today? ACP International, a global organization of career professionals, polled its membership to find out. The findings revealed a new work world that is very different from past generations. �It is critical to realize there is a shift in paradigms occurring,� one ACP International member reported. �Paternalism is virtually non-existent and we have all become contract employees to varying extents.�

Another observed, �Today's successful professional is �Ying and Yang� � cooperative yet competitive; all about work and still invested in their family; focused on detail while managing the big picture. Successful employees have the ability to carry the ball forward, solve problems on the fly, and manage the inconsistencies of today's world of work.�

Still another counseled, �Employers no longer expect blind loyalty. What they do expect is your unique contribution to moving the organization forward in completing its mission and purpose. It no longer matters what you did yesterday; it is important to make a current and future contribution.� The values in demand by today�s employers include:

�Flexibility and the ability to adapt to rapid change

�Ability to learn new skills and change jobs within the organization to meet client needs

�A positive, �can do� attitude

�Understanding �how we make money� and acting strategically to support it

�Tolerance for risk and ambiguity

�Ability to take direction from people outside the formal reporting chain

�Ability to work with a diverse group of individuals from different cultures with varying language skills

�Ability to quickly and efficiently analyze, synthesize, articulate, and apply the flow of information within the workplace

�Consistency in building and maintaining trustworthy relationships through a listening and learning mind set

�Ability to work well in teams

�Willingness to proactively seek out training and learning opportunities when necessary to perform job functions

�Willingness to be a �contingency worker� or independent contractor

�Ability to persuade and influence

In one of the most telling comments about how the workplace has changed, one ACP International member observed, �Employees who continue to display an entitlement philosophy toward tenure, seniority, and employment in general are at the greatest risk of being caught in a �reorganization crossfire.�

Employee Needs

Just as employer values have changed, so have the values of employees. Some of the work preferences expressed by clients of ACP International members include:

�Offer opportunities for growth and challenge

�Willingness to 'flex' to their requirements, including flex schedules, family leave, work from home options, etc.

�Be understanding when they move on for a better opportunity

�Opportunity to contribute to policy and decision-making

�Clarity about performance expectations

�Mutual respect

While the values of employers and employees may never completely match, these observations demonstrate the areas of strongest agreement, and identify ways employees can work to match the expectations of their employers.

CONTACTS: Annette Summers, ACP International Executive Director

202-547-6377 als@acpinternational.org

Al Rickard, Association Vision President

703-402-9713 arickard@assocvision.com