Monthly Archives: December 2011

iSite Blog 2011 in review

The WordPress.com stats helper monkeys prepared a 2011 annual report for iSite.

Here’s an excerpt:

The concert hall at the Syndey Opera House holds 2,700 people. This blog was viewed about 14,000 times in 2011. If it were a concert at Sydney Opera House, it would take about 5 sold-out performances for that many people to see it.

Click here to see the complete report.

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Construction #CSR Gen X + Y and a desire to ‘do good’

As part of background reading for construction CSR / Social Media project, focused on employers looking to attract young people into the industry, I came across a fascinating article in the Canadian Globe and Mail, GenY seeks responsible employer who listen.

It struck a real chord with an expression that had been forming over the last few weeks, that “if we dont get sustainability, social media and CSR right then young people will not want to work in construction. But they will want to work for other sectors” A compelling reasons why all this starts in the boardroom both as an organisaiton continuity or survival issue and forward thinking, growth and innovation matter.

And it is very much a social media matter, Gen X and Y will use social media to broadcast negative thoughts and obersvations, as well as positives. (The slide comes from a recent constructing social media presentation)

Corporate social responsibility ranks “quite highly” for Generation Y workers …

“The challenge is that Gen Ys hold organisations to their CSR policy. If they join and they feel that the organisation is not living up to the policy, they will become disengaged, leave the organisation and, even worse, will use social media to broadcast their negative thoughts.”

There are a number of other factors that make a company an employer of choice for Gen Y, such as: meaningful, engaging work and the opportunity to build skills; access to the latest technology; working with friends and co-workers in the same age group; a collaborative work environment and management style, and an organisational capacity for fun.

So what turns them off?

  • Stodgy, traditional companies – “they will join and stay for the money for a while, but then will leave looking for greener pastures.”
  • Managers who are not interested in them as people, or their career progression.
  • No clear line of sight between what they are doing and the big picture.
  • “When the cost of doing anything [long hours] outweighs the benefits [work-life balance].”