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What's Up With the Great Resignation/Reshuffle/Upgrade?

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: 

  • The Great Reshuffling
  • The Great Job Hop
  • The Great Upgrade 
  • and early on, The Turnover Tsunami

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,...

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Hey Managers! Build trust to resolve conflict.

Workplace cultures that are generally supportive and collaborative usually have fewer conflicts - because they approach disagreements as opportunities to innovate, converse, connect, and build something new. 

Usually that's easier said than done, but an essential element is to build trust on your team. 

Building trust within your team, no matter the larger culture in which you work, goes a long way toward preventing conflicts on the team.

  • If you're new to managing this team, it can be relatively easy to build trust:

    • get to know your team members;

    • find excuses to share fun, light-hearted moments with them;

    • say a heartfelt “thank you” for specific actions whenever you can;

    • and, follow through on whatever plans or promises you may make to them.

  • If you can’t follow through, or if you’re finding that on stressful days you are a bit less nice than you would want to be - just be authentic. Let the team know that you’re having a tough...

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Resilience: The Work Skill Everyone Needs

Remember April 2020? If you were like me, normal everyday actions like buying a cup of coffee or getting groceries filled you with anxiety or dread. Perhaps you'd stopped these actions entirely, making coffee at home from groceries delivered to your door.

Do you remember how you felt about work at the time? 

Anxiety and stress at work has absolutely increased because of the covid pandemic, but I have stories about losing sleep at work and colleagues crying in their cars in the parking lot from years back. 

Toxic coworkers, an always-on work culture, low pay, lack of health insurance or paid time off... the list of reasons we get burned out at work is a long one and covid-19 is only one of them. 

So how do you build resilience, for yourself AND for people looking to your leadership?

The good news is, tools to build resilience for yourself will help others - through modeling and enforcing boundaries, self-care behaviors, and a growth mindset.

Here's a...

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What Listening Has to Do with Retention

This morning I had the pleasure of hearing Danny Nelms, President of the Work Institute, present about the real reasons employees leave their jobs. There are 50 different reasons employees choose to leave their workplace.

50!

The Work Institute is an HR consulting firm that treats exit interviews like academic research studies, and every year they create a report that summarizes – with anonymized data – what they have learned about why employees left their companies in the prior year.

Apparently the truism that “people don’t leave jobs, they leave managers,” is sort of, kind of, not really true. Here are the top three reasons people choose to leave their jobs:

  1. Lack of career development

  2. Work-life balance

  3. Managers

Yup, managers are number 3! But look at those first two things - they are absolutely aspects of work that managers have a lot of control over. Yes, company-wide policies set limits on career development, promotion, flexibility, and paid...

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Gratitude at Work

It’s November, so you may have seen friends posting “I am thankful for…” daily posts on your favorite social media platform. Perhaps you do it yourself. Perhaps you think it’s appropriate around Thanksgiving, and it’s a touching, positive practice. Or, perhaps you think it’s just a schmaltzy, boring, or useless practice – one that has no place in your life.

The truth is, expressing gratitude has been correlated with a host of benefits – most notably, people who express gratitude tend to be happier, healthier, and less stressed. The field of positive psychology has found many reasons people should practice gratitude, and many ways to practice gratitude.

But all of this is about your personal life, right? Wrong! Imagine if you had a less stressed-out workplace, with healthier coworkers who were generally happier than they are now. Gratitude may be the key!

In the workplace, gratitude practices can include:

  • Give gifts in person.

    ...
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