Why workplace trust is broken -- and how to fix it | Data suggest it's getting harder to switch jobs | 6 "deposits" leaders should make to build team trust
The trust between employers and employees has broken down, leading to a lack of loyalty on both sides and mistrust in company cultures. Some companies are trying to rebuild trust by offering professional development opportunities and new employee benefits while networking with former employees, who may return to the company or even become customers.
Survey research by LinkedIn shows that 85% of US professionals are considering switching positions this year, up from 67% a year ago, but they may find it more difficult as the white-collar, salaried job market cools. Job board data suggest that employers' new-hire pay, vacation time and job flexibility offerings are less generous than they were a year or two ago.
Happy Associates Drive Customer Loyalty Disengagement is impacting your customer experience. Prioritizing your frontline team member experience drives revenue and loyalty. Forrester's study shares how leading retailers connect the frontline and achieve double digit revenue growth. Boost your business — access the study.
HR leaders can play an important role in helping to shatter the glass ceiling for women, especially women of color, who make up 58% of the workforce but only a third of the senior leadership. Making diversity a priority, offering professional development and networking to women, and unconscious bias training for employees can help change the culture and create opportunities for women to move up.
The Department of Labor's Employee Benefits Security Administration has proposed rules to expand the automatic portability of retirement accounts, including the use of "negative consent" roll-in transactions for small accounts. The department has a 60-day public comment period for the proposed rules.
Mentoring arrangements have grown to include programs in which companies immediately match new hires with mentors, Black professionals receive one-on-one support, top leaders go outside their companies for their own mentoring and college students receive peer-to-peer guidance, say HR and mentoring program leaders, who offer specific program examples. "There's a transfer of institutional and professional knowledge, and mentors also have something to learn from mentees, who may bring new ideas or perspectives to them," says Diane Rosen, an executive coach and co-founder of HR and workplace consultancy Compass Consultants.
Jack LaLanne, the original TV fitness guru who lived to the age of 96, once appeared on the TV show "You Asked for It" and did how many pushups in 23 minutes?
What is the value of loyalty in our workplaces today?
In my dad’s time, loyalty mattered. You stayed with a company because it rewarded loyalty with pay raises, generous benefits and advancement opportunities. By the time Dad retired from AT&T, he was at the top of the pay scale for his position and was managing a crew of workers in his territory.
Today is different though. Workers are loyal to themselves and their needs. I don’t object to this until it crosses lines.
Lexi* is a manager. She was on vacation when she received news that a person on her team was working full-time for a competitor. Lexi was struck speechless. Two full-time jobs -- for competitive organizations? Lexi felt sick. And angry. Her supervisor wanted to wait until Lexi returned to terminate the employee, but Lexi said no.
“She has to go today,” Lexi said. “People are going to find out what happened. I never want anyone to think they can cross these types of lines and not face consequences. Her finding a new job is fine. Her finding a new job, with a competitor, but continuing to work for us? With access to our databases and resources? No way.”
Part of Lexi’s frustration is that she had been working with this employee on a plan for advancement. It wasn’t moving as fast as the worker needed, evidently. Lexi understood but nonetheless felt betrayed. She thought she had her employee’s loyalty. Apparently, she was wrong.
Loyalty between employers and employees has changed, according to our top story from Business Insider. The psychological contract -- what “employees and employers believe they owe each other and are owed in return” -- was once a given but is now broken. And with it, the expectation of allegiance in the workplace.
But what are you seeing? Has loyalty evaporated in your organization? If not, what are you doing to nurture this among your teams? Let me know! And if you enjoy this brief, tell others so they can benefit also.
*Name changed to preserve privacy.
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