Firms more worried about burnout than "quiet quitting" | Tips to adapt workplaces for adults of all ages | Pandemic-driven job losses persist in NYC, affecting recovery
"Quiet quitting" isn't necessarily the trend that companies find most concerning, even though it has become a popular term. Instead, many companies are focused on issues such as recruitment, employee burnout and resignations, says Matthew Bidwell, a Wharton management professor. Full Story: Knowledge@Wharton (9/13)
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Recruiting & Retention
Tips to adapt workplaces for adults of all ages Multigenerational workforces diversify perspectives and increase mentoring opportunities if employers adjust work routines and culture, particularly in companies or industries that skew younger. Older workers offer tips for leaders and colleagues to adapt their mindsets to welcome employees of all ages. Full Story: Technically (9/13)
Number of workers with past-due medical debt unchanged A report from the Employee Benefit Research Institute indicates that despite increased cost-sharing assistance, the percentage of working-age Americans who have past-due medical debt has not changed in the past seven years. The figure has stayed in the low 20% range since 2015, but it has seen a decrease from 26% 10 years ago. Having health insurance and living in a state with Medicaid expansion efforts tended to reduce the percentage of people with past-due bills. Full Story: BenefitsPRO (free registration) (9/14)
Technology
Why students are key to diversifying the tech workforce The tech industry can become more diverse over time if children are encouraged to pursue their tech interests and companies partner with schools and universities to recruit from a broader talent pool, writes Genia Wilbourn, senior vice president of Verizon Business Group's business customer operations. "Instilling these values and raising a new generation of tech savvy youth -- regardless of race, gender or demographics -- need to start as early as possible to be truly successful," Wilbourn writes. Full Story: SmartBrief/Leadership (9/13)
The HR Leader
How a worker's health diagnosis changed this ad agency Joy Smith, senior equity and inclusion manager at Marcus Thomas, writes about being diagnosed with multiple sclerosis, and how that experience, along with being a Black woman with ADHD in advertising, has shaped change within the agency. "It has freed many to proclaim they are a hot mess, too. It's raw, open, honest and undeniably refreshing," Smith writes. Full Story: Muse by Clio (9/13)
About the Editor
Kanoe Namahoe
Yesterday’s column about "quiet quitting" struck a nerve. I heard from several of you – thank you! – and my daughter. She is apparently dealing with this very issue right now. She’s been trying to hire more staff for her company and it’s been a battle. This is what she told me in our text conversation yesterday: “I’m just noticing the ‘entitlement’ in the workforce right now. Not for everyone, obviously, but a good chunk of people. So when people are offered $15 an hour, sometimes they feel ‘I’ll just work like how I’m paid’ instead of going the extra mile to eventually earn more and advance.” But is “quiet quitting” a bigger issue for some companies more than others? This question popped into my head as I read today’s top story. Wharton professor Matthew Bidwell says that the current job market has employers more focused on recruitment and retention than on workers who are “quiet quitting.” Bidwell’s argument made me wonder: Is "quiet quitting" -- in the form of “I’m not doing more than I’m told or required to do” -- more of a problem for smaller organizations than larger ones? People who told me about their challenges with this issue seem to run or work in small businesses. It makes sense that these types of organizations might be limited in what they can pay and offer as benefits and, as a consequence, might struggle to attract and retain workers with ambition. It’s possible. I had another thought, too -- one that’s connected to but not based on this "quiet quitting" topic. You folks get fired up about certain issues and conversations. Your emails go into detail about your career experiences and what you learned from them. You are clearly engaged in your work. So I wonder: Would you like to participate in roundtable-type conversations -- with your peers -- about different topics? I’m thinking of discussion groups, focused on a scenario or issue, where participants can chime in, exchange ideas, pose a problem to the group and solicit input from others. Would this be beneficial to you? Let me know. We’re in the process of planning for 2023 and this question has been on my mind. Would Workforce readers like us to host a series of roundtables where they can engage and have real conversations with their peers? It wouldn’t be the usual conference “sit-and-git.” We would hold them on certain days and limit the number of people so you can truly engage. Drop me a line and let me know your thoughts. No need to make your emails pretty. Tell me what you like, what you need and what type of event you would attend, virtually or in person. And if you enjoy this brief, tell others so they can benefit also.
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