OpenAI employees threaten to quit, demand board resigns | How employers can help the "least resilient" generation | What to know about N.J.'s coming minimum wage increase
More than 700 of OpenAI's estimated 770 employees wrote a letter to the board threatening to quit unless the board resigns and reinstates Sam Altman as CEO and Greg Brockman as president. Microsoft, which hired Altman and Brockman over the weekend to lead an AI research team, offered to hire any workers looking to defect, employees said in the letter. Full Story: The Wall Street Journal (11/20)
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Recruiting & Retention
How employers can help the "least resilient" generation Just 33% of Generation Z describe their mental health as good or excellent, down from an overall adult average of 48%, according to Cigna Group, and they are also more likely to experience financial stress. "Gen Z are the loneliest, least resilient demographic alive today," says Evernorth Health Service's Stuart Lustig, who offers five tips to employers on how to support the age group in the workplace. Full Story: Society for Human Resource Management (tiered subscription model) (11/17)
What wearables can teach employers about worker stress Fierce's Edward Beltran explains how employers can help to reduce worker stress by gaining insights from biometrics data via wearables. "Failure to understand stress and failure to work with employees to help them mitigate and minimize that stress represents a lost opportunity for growing employees in a way that drives the growth of the business," Beltran writes. Full Story: Training magazine (11/16)
Benefits & Compensation
Survey shows retirement plan contributions fell last year Companies and workers had a combined 12.1% rate of contribution to retirement plans last year, down from 15.3% in 2021, according to a survey from the Plan Sponsor Council of America. The survey also showed that 83% of plans now are using financial advisors to help with fiduciary responsibility, up from 76.8% a year earlier. Full Story: InvestmentNews (tiered subscription model) (11/17)
If your performance reviews have a lot of "buts" in them, chances are good you're making some common mistakes that are keeping you from a promotion you want, writes executive presence coach Joel Garfinkle. Garfinkle explains four common problems that result in those "but" statements and how to solve them. Full Story: SmartBrief/Leadership (11/20)
SmartBreak: Question of the Day
Happy birthday, Bjork! Who designed the iconic swan dress she wore to the 2001 Oscars ceremony?
"No other generation feels less connected, less autonomy over their future, more unfocused when it comes to life, and reports worst quality of life and greater hindrance due to their mental health," says Stuart Lustig, child psychiatrist and national medical executive at Evernorth Health Services, in today’s Recruitment & Retention story. I was genuinely puzzled by this statement. When I think back to the days of coaching and raising my children, these kids -- mine and others I knew -- had a lot of opportunity. A ton, actually. All the material things that kids need and want -- the latest devices, nice clothes, cars. Travel and new experiences. Great educations. Extracurricular sports and activities. Lots of parent affection and attention. How then, when they’ve been afforded all this opportunity, do these young people now say that they have “the worst quality of life”? I’m not criticizing. I’m surprised. And confused. We tried to set them up for the best quality of life. What happened? Maybe we happened. Maybe our good intentions got in the way of important experiences -- the kind you have to muscle through, the kind that build toughness and character. The kind that help you learn how to face the rigors of life. I don’t know the answer to the question, but I do know that more experts are calling on employers to help these young people get back on a positive track. According to Samer Saab, founder and CEO of Explorance, employers are key to GenZ’s successful growth and development. "We owe them the support to get them to define and fulfill their own sense of purpose. We owe them growth via challenge, hard work and opportunity. We owe them impact,” Saab said. “We owe…” That’s a heavy charge. Do employers “owe” this debt to their GenZ employees? And how did a generation that was given so much come up so unhappy? Let me know what you think. And if you enjoy this brief, tell others so they can benefit also.
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