Hawaii had the highest rate of job quitters among US states in September, followed by Montana, Nevada, Alaska, Colorado and Indiana, and economists note these states are battling pandemic pressures as well as other workforce challenges such as retirement and aging. Other states with high quit rates also have low unemployment rates, indicating that employees could be leaving for better-paying jobs.

Some company leaders say they are choosing to downsize or sublease office space and allow more hybrid and remote work as the pandemic has reshaped the world of work. "Regardless of the footprint, it is clear that most organizations will transform the offices they own or occupy to meet the requirements of the digital world," says Juliana Beauvais, a research manager for IDC's Enterprise Asset Management and Smart Facilities practice.

The top two people strategies that companies are prioritizing are fostering an inclusive workplace and improving employee engagement, according to a Brandon Hall Group report. Brandon Hall Group's Claude Werder explains how employers can use a Design Thinking approach to develop a talent management strategy that aligns with business goals.

Employers are striving to counteract the Great Resignation by offering staff members unusual perks to alleviate stress and boost morale, writes Cindy Klein. Escape rooms, nature breaks, sleeping pods and unlimited paid time off are among the benefits being offered by some employers.

Merck diversity and inclusion executive Celeste Warren got her first lessons in leadership and the fight for justice through her father, a teacher and principal breaking color barriers, and her mother, "the chief operating officer, the chief financial officer and the chief HR officer" at home. "They both exemplified very critical leadership skills: empathy, results orientation, efficiency, inner strength and patience, self-confidence, a strong desire to drive change," Warren adds.

About 15 years ago, I had a horrible Christmas. I had overspent on gifts -- most that I didn’t even like -- and was worried about how I would pay our monthly bills. I had to run my kids to their other family’s events and that was stressful. Even Christmas Eve service at church -- one of my favorite traditions -- seemed harried and rushed. Christmas day came but by then I just wanted it done. I felt defeated, sad and angry at myself.

I vowed that I would never let that happen again. From that point forward, the holidays would be about God and family. I wasn’t going to let them get lost in money, events and rushing about for the “perfect gift.”

Fifteen years later, I’ve kept my word to myself. I do stockings for everyone but only buy gifts for my grandchildren and a handful of friends. I limit the number of parties and events I attend. I take my grandchildren to Candy Cane Lane and feed them donuts and hot chocolate while we tour the neighborhood homes. I go to church on Christmas Eve then watch the Hawaii Bowl afterward. I donate to my sister’s annual rice or saimin drive and help my friend’s motorcycle club collect donations for the homeless and then feed them on Christmas day. If something doesn’t get done -- if some gift doesn’t arrive on time or I miss a party -- I don’t lose my head over it.

Today’s Leadership & Development story talks about ways to avoid holiday stress. What do you do to maintain your focus on what’s important? Talk to me! And if you enjoy this brief, tell others so they can benefit also.