It’s come up again: I was asked to explain why people are leaving their jobs. This client professes a deep belief in valuing their employees and the work they create, and they’ve been affected by the “great resignation” like so many others.
There’s been a lot of suggestions lately to rename "The Great Resignation” - I’ve seen or heard:
Personally, I like “The Great Upgrade” because it captures the fact that most who are changing jobs are doing so to find something better. I'm also hopeful that, as employers do things differently to attract and retain talent, perhaps our work experiences themselves and the many organizations we work for will also be upgraded.
Whatever you call it, millions of people have changed jobs over the past 18 months or so. At the same time, more women are dropping out of the workforce entirely,...
Recently I asked a group of people WHY they think the great resignation is happening.
The answer two of them gave was: unemployment benefits are more generous so people are choosing not to work, just get $$ mailed to them from the government.
This is FALSE.
First, unemployment benefits (at least federally) are back down to the bare minimum. And studies show that people receiving unemployment have trouble making basic ends meet - meaning, rent, mortgage, food.
This isn't a post to bash unemployment (though personally I'm all for a universal basic income to level the playing field - having shelter and enough food to maintain your health are basic human rights. /soapbox).
It's to make the point that, when millions of Americans month after month choose to quit their jobs without having another job set up, it means they are MISERABLE at work.
It's time for a reset.
First, let’s be real - the “great resignation” is not hype. And it’s not about...
Given the many changes our society has experienced since the start of 2020, a lot of people are thinking about the future of work.
To me, that means thinking about how to make workplaces happier.
This is work I love to do: Help leaders build happier workplaces, with lower levels of conflict, great meetings, and a sense of purpose at work.
Why do I focus on happiness at work?
I have never liked being the person who stresses out over work to the point where I lose sleep over it. (And I have absolutely been that person!)
If that's ever been you, you understand how essential having a reason to feel happier at work is to your whole life.
The thing is, happiness at work is not just about individual actions or stress management. Research points to many ways leaders can help their employees to achieve a happier outlook related to work. It's not just engagement or purpose; it's not just finding ways to be nice to each other; it's not just managing conflict well....
Purpose is one of my favorite topics in the field of positive psychology as it applies to working and the workplace. I’ve always felt that whatever my occupation is, it should put some good into the world in addition to pay in my pocket. So it made intuitive sense when I learned that purpose is a key ingredient in happiness, generally, and specifically workplace happiness.
Psychologists generally define happiness as the mix of positive feelings with a sense of purpose or meaning. Happiness at work, therefore, is not simply that someone tends to feel more positive than negative* emotions at work. Happiness at work is the mix of feeling positively at work while also finding a meaning in your work that has nothing to do with a paycheck or profits.
What that meaning is can vary widely. Nonprofit or government jobs are often considered meaningful: profit is taken out of the equation (usually - revenue is actually really important for most), so we assume that these jobs...
As a mediator, and a former community/political organizer, I’ve learned a lot about conflict. I founded Chantilly Mediation and Facilitation because Americans spend more time working than doing anything else - and we deserve to be happy at work. Conflict, while inevitable among humans, can be handled in ways that actually increase happiness.
There are four keys to building a happier workplace, and every one of them will help your employees deal with conflict more productively.
Your mindset is always a choice: When you can, choose curiosity. Someone at work is in your face, or didn’t do something they’re supposed to, or did do something they are not supposed to do. Instead of focusing on blame or disappointment or the person, start asking questions: Why did they behave that way? What might make them do that? What might they be thinking or feeling that would lead them to do or say...
Yesterday was World Kindness Day. Kindness at work is a key to building a happier workforce. What I love about this idea is that it is both intuitive AND supported by tons of research.
Kindness Builds High-Quality Connections
Jane Dutton researches Positive Organizational Scholarship and cofounded the Center for Positive Organizations in 2002. She talks about high-quality connections on this podcast. A high-quality connection is a short-term interaction with someone that leaves you feeling positive and energized.
It’s those moments you share with a colleague (or whoever) that maybe you don’t know very well, but you exchange a look or share a few comments that leave you feeling that this is a kindred spirit – that this person gets it – that this person gets you.
Hopefully, you share moments like this with friends and loved ones; Dutton’s research focuses on the idea that we all can share these moments with people who are just acquaintances and that...
I’m psyched to bring my Resolve Conflict Now training to BBG’s audience of HR professionals on September 18, 2019, in the comfort of their own offices - not BBG’s offices; this is a webinar anyone can join. It’s also free! Register here.
Part of the 101-level, one-hour webinar will focus on how to build a collaborative workforce. I sum it all up with four keys:
Let’s take them, briefly, one by one.
Your mindset is always a choice: When you can, choose curiosity. Someone at work is in your face, or didn’t do something they’re supposed to, or did do something they are not supposed to do. Instead of focusing on blame or disappointment, choose to get curious - Why did they behave that way? What might be happening that’s motivating them to do that thing that’s completely awful, in your opinion? Why exactly do you think it is completely awful?
Have a conversation with...
Someone asked me recently what the key is to happiness at work. I follow the PERK formula: Purpose, Engagement, Resilience, and Kindness.
EDIT: I now have a 44-minute webinar that goes into more detail and provides 4 practical tips for everyday use for $100. Check it out!
Feeling happy at work requires knowing your purpose. Purpose has nothing to do with money. It’s not about a paycheck or profits. It’s knowing that what you do makes a difference in the world. Purpose is not necessarily about doing good; the difference may be about social status or power or something relatively insignificant - like - I make things people can store stuff in. Those who can easily connect their purpose to dearly-held personal values are even happier.
If you show up to work just for the paycheck, it’s not necessarily time to find a new job - spend some time thinking about your personal values, about everything you do in your job, and consider ways...
Recently I spoke with a colleague about something that sounded eerily familiar: Her company had just instituted summer hours, but the information required by HR for managers to share with employees informing them of the new benefit sounded strangely punitive.
This had happened to me at another workplace, several years ago, in a different industry altogether.
Summer Hours Offer Flexibility & Autonomy
Summer hours are lovely: Put in a little extra time four days a week (usually a half hour added to the beginning or end of the day), and leave at lunchtime on Friday. Or, use the same small addition of extra time, and get every other Friday off. Summer hours are a form of flexibility that recognizes that many people, no matter what phase of life you may be in, like to spend summer weekends traveling or relaxing - so much so that they may be distracted and less productive at work even when they’re at the office! This policy is a nice way to keep productivity levels...