A Message from Our CEO – January 2024
“The wise rest at least as hard as they work”
- Mokokoma Mokhonoana
‘Busy’ has become a status badge. When you ask someone, “how is work?” they usually respond “busy,” or “crazy,” or “crazy busy.” This is one I like: “insane.” Really, work is insane? Then why on earth are you working there? In a perverse and twisted trend, being overworked has become an aspirational lifestyle, according to two researchers at Columbia and Harvard. The researchers found that the perceived scarcity of your value at work contributes to your social status. We value busy more than purpose.
Blame the Boomers. They rolled up their sleeves and bombastically blew up the 9-5 workday. Then Gen X came along, slid into leadership positions, and continued the trend with their hard driving result-driven intensity and neuroticism. Can Millennials and Gen Z save us? I really hope so. Indeed, trends of 30-year old’s and younger emphasize purpose over paycheck, and balance over work-centrism. If they have their way, and surely, they will when they step into leadership positions, work and attitudes toward work might be entirely unrecognizable. With a boost from AI, and a reprioritization of what matters, we might just start to value friends, family, and community first.
Get. A. Life.
Warren
January 2024
Busyness, rather than leisure, has become the new status symbol in the U.S., with Americans now associating long working hours with higher status due to perceptions of competence and demand. This trend reflects changes in social class, work dynamics, and public values – it also suggests a societal need to reevaluate what work-life balance really looks like, and encourage a healthier approach to both productivity and relaxation. (The Atlantic)
Despite its merits, remote work may fall short in sparking the collaborative creativity essential for significant innovations, particularly in scientific and technological fields. Organizations may want to consider creating opportunities for in-person brainstorming sessions, even in a predominantly remote work environment, to better foster breakthrough ideas and maintain a competitive edge. (Business Insider)
A recent Korean study found a strong correlation between long commute travel times (those over an hour) and experiencing depressive symptoms – particularly among unmarried men and lower-income women. Flexible working arrangements and support for healthier transit alternatives are among the options that employers can explore to help mitigate the adverse effects of longer commutes. (Journal of Transport & Health)
Hybrid work is on track to replace both fully in-person and fully remote work in white-collar environments – the challenge now lies in identifying and implementing the hybrid model that best fits each workplace. Business leaders should aim to define clear hybrid work policies that leverage the strengths of both models, while taking into account any challenges or benefits specific to their industry and their employees. (CNBC)
Analysis of U.S. job ads reveals a significant and growing divide in remote work opportunities (favoring higher-paid and more educated workers), which raises concerns about fairness and morale among front-line staff. Companies could address this disparity by aligning their work arrangements with those of their front-line teams, or offering other forms of flexibility, such as a four-day workweek or less rigid scheduling. (Harvard Business Review)
When it comes to traditional work hours, Millennials in particular find a 9 a.m start time to be too early, with 24% preferring to begin work later compared to only 15% of Gen Z, 11% of Gen X, and 2% of Boomers and Silent. To attract and retain talent across generations (and stages of life), businesses could explore more flexible scheduling options that respect individual preferences and work-life balance. (NewsWeek)
A holistic look at recent promotions and workplace advancement trends suggests the need for better advocacy and negotiation skills among employees, as well as more proactive career development support from managers. Organizations looking to boost engagement and reduce employee churn should encourage open discussions about career growth and ensure that employees feel empowered to negotiate for deserved promotions and raises. (Worklife)
Hybrid and remote work poses unique challenges for career development among younger generations, and may exacerbate existing disparities in mentorship for women and people of color. Creating more structured and inclusive coaching programs (potentially by leveraging technology to facilitate remote connections and support diverse career paths) would be helpful for newer employees, while also enriching the mentorship experience for more seasoned workers. (FastCompany)
A Message from Our CEO – December 2023
“I gave my blood, sweat, and tears for this?”
--Taylor Swift
Most people spend one-third of their waking hours at work or thinking about work. And lately they’re complaining and miserable about work. But why? Wages are increasing, and workers have more flexibility than they did before the pandemic. Yet, 34% of workers “dread starting their workday” and 52% of workers feel stress at work everyday. Part of the reason is the vibe-cession, the non-descript existential dread, malaise and discontent or our times. Climate change, inflation, war, polarization, and Netflix raising their rates with nothing to show for it.
But drill down further you’ll find the real reason—one that is less obtuse and more prescriptive. The vocational torment lies in a very simple truth—
Employers are good at hiring and really, really bad at onboarding. The first 6-months on the job are mission critical. It is during this period where new hires crave training, coaching and mentorship. It is where first impressions are made and employees start to learn how much their organization is vested in their success. All this blew apart with the remote revolution. Your company is in Washington DC, and you live in Dallas, for example.
Recent research shows that the least engaged employees are the ones in their first 6-months on the job. It used to be the opposite-- the “honeymoon period” (stupid name) where hope and opportunity are paired with a new computer and great cafeteria. Instead, new employees sit on their hands, at home, often in a different metro than their boss. Connections are never established. The neurons atrophy and they wonder why they are here.
This does have a generational component, as most new hires are Gen Z. Their need for safety, support, coaching and mentorship is an imperative. The solution? Be purposeful about building an over-the-top onboarding process. Reinvent your process, and start with the question: “How can I help new employees LOVE [your company here] in their first 6-months on the job”? We can help with that, btw.
Make it a priority in 2024.
Honeymoon’s Over. Get Back. To Work.
Warren
December 2023
Despite benefits like increased wages and more flexible work options, U.S. workers are experiencing heightened levels of stress and disengagement that signal a deeper issue in modern workplace dynamics. The situation calls for employers to explore solutions that address the root causes of employee discontent, including fostering more inclusive and supportive work environments, rethinking remote work policies, and enhancing interpersonal connections within teams. (The Wall Street Journal)
Gen Z's reluctance to pursue promotions, particularly individual contributors who are choosing work-life balance over management roles, signals an oncoming leadership crisis for companies who can’t adapt. Employers might consider redefining leadership roles and enhancing support and training to bridge this growing gap in their succession planning. (Visier)
The rise of public pay transparency has led to an “arms race” in employer compensation, with companies broadening their focus from just salaries to a variety of non-cash benefits and perks. This new landscape requires that managers examine their employment offers to ensure that they are competitively meeting the evolving expectations of job seekers. (Zip Recruiter)
Despite the growing availability of “pink collar” roles, men's avoidance of jobs predominantly held by women points to a persistent stigma around feminine occupations and a rigid adherence to traditional gender roles. Any organizations that are able to successfully navigate these gendered perceptions when hiring in traditionally female industries will have access to a larger, more balanced pool of candidates. (The New York Times)
A recent report on office spaces shows that, while companies are increasingly mandating RTOs, a good number are also choosing to reduce their offices’ square footage. Hybrid work presents a unique challenge for these types of organizations – looking to mandate in-person attendance while balancing the costs of underutilized office space calls for both innovative strategies in space management and flexibly timed work schedules. (Robin)
The concept of merit-based flexibility, aligning remote work privileges with measurable productivity, presents a compelling shift from conventional office-centric models. Proponents of this model suggest that focusing on performance outcomes rather than mere physical presence could help organizations achieve higher productivity (and employee satisfaction). (Fortune)
With its focus on employee wellbeing through initiatives like wellness allowances, long holidays, and the practice of “fika”, Sweden’s work culture sets a high standard for organizations looking to foster a positive work environment. This approach could serve as a model for global companies hoping to improve employee satisfaction and promote a more engaged and healthier workforce. (The Guardian)
The modern workplace’s focus on efficiency and digital communication has coincided with a decline in basic interpersonal skills among employees, prompting leaders to actively teach skills like initiating conversations with a greeting. These anecdotes underscore the importance of nurturing soft skills and personal interactions among newer hires, particularly when trying to build a strong company culture. (Business Insider)
A Message from Our CEO – November 2023
“If you don’t like the weather, wait a minute.”
--Astute Observer
It’s over. The Great Resignation bandwagon has slowed to a crawl and is going in reverse, as employers now hold most of the cards.
Turnover has declined steeply, and as the end of the year approaches (aka, firing season) expect to see some significant layoffs, particularly in large organizations. In the last 3-months, 4% of employees were new hires. This compares to over 9% in 2022, more than double. There are less musical chairs than people, so voluntary resignations will become “involuntary” resignations.
But here’s a bigger problem… just as many bad performing employees are staying as long or longer than good performing ones. They’re not leaving, but they are quietly quitting—not getting the work done that needs to be done. So companies are left with the same problems that exist in high turnover and low turnover environment—poor management, especially mid-level management. You can’t blame them for being bad managers. As our second article spells out, three-quarters of the managers are “accidental managers” poorly training for their roles. The UK study suggests we are “throwing managers in the deep end” without a life raft.
Being a workplace consultant for over 2 decades, I have seen training budgets slashed over the years and it’s not helping companies get to the next level. You’ve probably done your budgets for the year, but I would recommend you spend less on AI and climbing walls and re-allocate money to develop your mid-level managers. It’s the best investment you can make for the future of your organization.
Training. And. Development
Warren
November 2023
The “Great Resignation” seems to be over, signaling a new era of workforce stability marked by a normalization in quit rates and diminishing salary benefits for job changers. Leaders looking to make the most of this cultural shift should focus on improving job satisfaction among long-term employees through career development opportunities and workplace enhancements. (Fortune)
Research reveals that over three-quarters of UK managers are considered "accidental managers" with inadequate training for their roles, a situation that can have a negative impact on employee satisfaction and lead to an increase in resignations. Executives should prioritize management training programs for those newly promoted employees to enhance leadership quality and reduce turnover. (Chartered Management Institute)
The shift back to in-person work comes with increased personal costs for employees, prompting the need for employers to reassess the traditional office model and explore ways to alleviate financial pressures. Providing options like remote work flexibility, enhanced office perks, or compensation adjustments could be essential strategies to align with workers' post-pandemic RTO expectations. (Owl Labs)
The enduring (and “aggressively corny”) Zoom wave seems to have outlived the pandemic and become a permanent part of digital etiquette, signaling meeting conclusions. Recognizing and fostering these types of gestures, however small and trivial, can help organizations bolster a sense of community and belonging among remote teams. (Financial Post)
Despite increased company restrictions, many employees are secretly leveraging AI tools like ChatGPT to improve performance and output. Exploring secure, regulated ways to integrate GenAI into workflows is key – leadership should consider structured pilot programs for AI tool usage that include robust compliance checks and data privacy training to align company policy with employee work habits. (BBC Worklife)
The majority of Americans anticipate AI will negatively impact job numbers, with skepticism higher among older demographics and those with less education. Companies should engage in transparent communication about AI integration, emphasizing upskilling and reskilling programs to prepare their workforce for an evolving job market. (Gallup)
Designed to give employees additional time off to focus on personal health and happiness, “well-being days” are being increasingly adopted by larger companies as a remedy for workplace stress and burnout. To ensure long-term effectiveness however, managers must pair “well-being days” with comprehensive strategies designed to tackle the root causes of stress. (Financial Post)
LinkedIn has revamped its feed in an effort to elevate posts that deliver expertise and solicit meaningful engagement, hoping to differentiate its content from that of other social media. The platform’s new strategy rewards creators who share informed content within their areas of professional experience, sidelining less work-focused posts aimed at mass appeal and virality. (The Washington Post)
A Message from Our CEO – October 2023
“You can’t always get what you want, but if you try sometimes, you might find, you get what you need.”
--Mick Jagger
A new report from Adobe says that Gen Z is not in love with AI. But what they do love is learning hard skills. Gen Z grew up devouring terabytes of data. They have a remarkable ability to process and sort information with lightning speed. As an aging Xer, I watch with awe and envy as they tear apart a spreadsheet. Employers love this dexterity, but it’s useless if it’s not applied to a specific job or task. This is where hard skills come in—developing concrete and measurable abilities to perform a task at optimal levels. Gen Z is hungry for these hard skills, and about half say if their employer doesn’t provide them, they’ll move to a new job.
So, where does AI fit in? Don’t assume that they’re using it to complete their assignments. A puny 23% express excitement about using AI in the workplace. Writing a term paper is one thing, but navigating an agile environment daily is another beast.
The best thing you can do with this supercharged generation is to get to know them and build trust. They have a strong BS meter and can spot a fraud a mile away. Be authentic. Just be you. Embrace your dim-witted technology competence aging Xers! Make a friend, be a coach, and mentor a Gen Z today.
It. Pays. Off.
Warren
October 2023
The United Auto Workers strike underscores a growing demand for a 32-hour, four-day, blue-collar workweek, challenging the perception that this shift is only feasible in white-collar environments. Organizations should assess their operational efficiencies and be attuned to the broader implications of this movement, recognizing that a shorter workweek might enhance recruitment, productivity, and employee satisfaction across various sectors. (Marketplace)
Technological progress, demographic trends, and the changing landscape of the workplace are seeing younger employees increasingly leading multigenerational teams, creating a shift in traditional power dynamics. To successfully navigate generational gaps, these new managers should foster open communication, acknowledge the expertise of their team, and position themselves as both leaders and learners. (The Wall Street Journal)
The integration of GenAI tools (like Chat GPT) can provide significant performance boosts in tasks like creative product ideation, but over-reliance on these tools has also been found to diminish group creativity and individual innovation. Harnessing GenAI's full potential requires organizations to understand its strengths and limitations, leverage varied methods of innovation, and establish a culture of constant experimentation. (Boston Consulting Group)
A recent survey shows that nearly half of Gen Z would like to see more “hard skills” training in their jobs, compared to only one-third who would like to see increased soft skills training. A good onboarding program should certainly align with employee needs and the demands of modern workplaces, but businesses should keep in mind – while technical gaps are easy to identify, Gen Z may simply not be as aware of their soft skills gap. (Adobe)
As the remote work debate continues, the daily commute has emerged as a sticking point: Supervisors believe that the day begins at the office, while post-WFH employees are increasingly seeing the commute as part of their working hours. A flexible hybrid approach might help bridge the gap between workers who champion the perks of a saved commute, and leaders who are wrestling with the intricacies of remote mentoring and culture conservation. (Fortune)
The increased number of older employees in the global workforce has prompted changes in how organizations structure accommodations and benefits. To better handle the demographic shift, executives should consider programs catering to the specific needs of older workers, including health benefits tailored to age-related conditions, flexible work schedules to assist with family care, and strategies to combat age-related stereotypes in corporate culture. (Bain)
Post-2020 corporate DEI commitments appear to be waning, with companies scaling back on related roles and initiatives amidst tech layoffs and recent legal challenges to race-based considerations. As organizations reconsider DEI programs, they must be wary of the long-term implications on talent attraction and retention, understanding that superficial commitments risk alienating potential employees who prioritize authentic diversity and inclusion. (Fortune)
Despite a decline in fully remote roles, certain companies (particularly tech startups) remain committed to a remote-first approach, viewing it as more than just a flexible work option. Embracing a remote operating model, not as a perk but as an organizational philosophy and competitive advantage, improves access to diverse talent and, when implemented correctly, can enhance both employee engagement and overall productivity. (BBC Worklife)
A Message from Our CEO – September 2023
“Life is a series of collision courses with the future.”
--Jose Ortega y Gasset
Every once in a while, I’ll come across two trends that are headed for a collision course that no one is paying attention to. This is one to watch: The adoption of ChatGPT and other Generative AI applications in the workplace. Or maybe the lack of adoption.
On the one hand, according to Blackberry research report, 75% of companies plan to ban ChatGPT and other Generative AI applications. Most companies that are deploying or planning to implement these bans permanently. They cite that the risk of data security, privacy, and corporate reputation are too high.
On the other hand, over 50% of knowledge workers are using some form of Generative AI tools. A new generation of workers feels that these AI tools are “core to the work they do”. In a report by Handshake, the college class of 2024 is far more likely to be aware and use generative AI in their jobs than the class of 2023. And probably the class of 2025 even more likely.
Meanwhile, sentiment on AI adoption is fraught. According to Gallup, 75% of employees feel that AI will lead to fewer job opportunities in the next 10-years. But this sailboat has launched, and the winds are strong. Adoption of these tools is accelerating. How do you tack to safer shores while maximizing the unprecedented power of AI?
Honestly, I have no idea. But to put all this current moment in perspective, I gravitate to a quote from Douglas Adams, “Technology is a word that describes something that doesn’t work yet.”
Tack and Jibe. Sail On.
Warren
(PS if you are still reading this article, first, God Bless you. No one makes it through to the end. But now that you’re here, I need your input. Do you miss “Dear Friends” as a salutation? I ditched it this time. Should I still say, “Dear Friends”? I’m actually not friends with most of you, right? So, whadya think? Friends or no friends?)
September 2023
Over half of managers report that they have had to forgo making a critical decision about the workplace because they lacked the requisite data to support it, with the disconnect between RTO mandates and employee preferences only highlighting the need for better data-driven decision making. To improve the RTO experience, business owners should invest in research and tools that provide actionable workplace metrics and help them make informed choices. (Envoy)
As hybrid work schedules become the norm, one often overlooked option worth exploring is the one-week-a-month in-office model, which emphasizes intensive collaboration during that week and independent productivity when remote. Managers considering this approach should ensure robust planning to maximize the benefits of in-person interactions when in the office, potentially incorporating some social or team-building events as well. (Worklife)
A recent survey of hiring professionals finds that the transition from entrepreneurship to traditional employment can be a difficult one, with former business owners facing hurdles due to recruitment biases. Many organizations can in fact benefit from entrepreneurs’ innovation, passion, and creativity, and should broaden their recruitment practices to take advantage of these skill sets. (Fortune)
Fully 42% of workers and 58% of employers believe that their company needs improved resources to help employees understand their benefits, a key component of many compensation packages that, when properly utilized, can dramatically improve workers’ health and wellness. Prioritizing accessibility, offering multiple communication options, and simplifying benefits descriptions are all steps that can improve employee access and adoption. (The Hartford)
New to the workforce and unfamiliar with in-office mores, some younger workers are enrolling in online business etiquette classes to better understand professional conduct and communication. Recognizing the challenges RTO poses for Gen Z is a great first step – savvy employers will invest in new hires by facilitating mentorship opportunities and training programs to build essential skills and foster a positive company culture. (Worklife)
Remote work's lasting appeal is rooted in its positive impact on work-life balance and time management, even leading some employees to make significant sacrifices to maintain remote positions. Whether in person or remote, businesses hoping to adapt to this shift should prioritize flexible work arrangements, and recognize that accommodating diverse preferences is crucial for retaining top talent in the current still-evolving landscape. (Business Insider)
Burnout isn’t just for longterm professionals anymore, as more than 80% of graduating college students are already experiencing symptoms before even entering the workforce. It’s no surprise then that this generation expects future employers to prioritize mental health, and HR leaders should strive to be proactive in addressing work-life balance concerns for potential hires by advocating for support programs and flexible work arrangements when possible. (Handshake)
Fully 75% of organizations globally are either considering or in the process of implementing bans on Generative AI applications (like ChatGPT) – however, perhaps surprisingly, 55% of respondents still acknowledge the potential for increased efficiency through these applications. Business owners hoping to harness the benefits of AI should explore secure software solutions and ensure adequate employee training on data security and privacy before opening up to new technology. (Blackberry)
A Message from Our CEO – August 2023
Dear Friends,
Let’s talk about belly buttons. They are everywhere these days. Crop tops are all the rage and cost next to nothing on Temu. Gen Z can fit dozens in their tiny closets with their tiny budgets. According to the Gen Z cognoscente Hive, “crop tops are comfortable and promote body inclusivity” And they are “making their way into offices.”
Is this appropriate workplace attire? Most companies say “um, no”. From “very casual” attire to basic workplace etiquette, a remarkable 60% of companies now offer basic work etiquette training to new Gen Z hires around topics like appropriate dress code, how to have a “polite” conversation, how to make eye contact and stand up straight. Here is the good news. This training is easy to implement, and it works. Companies are finding that a few hours on the topic will clear things up. Gen Z are not the rule breaking mavericks like the Boomers and their “long hair” crusade, or the Xers with their “I don’t care if you like me, I’d rather wear a black t-shirt and work in the corner where no one sees me” attitude. Gen Z are quick learners and have a keen sense of social norms.
Etiquette training — just do it.
Warren
August 2023
The prolonged absence from traditional work environments has left many unfamiliar with office etiquette, so much so that nearly half of business leaders report that their organization is offering some form of professional training to their workers. With lessons on communication, dress code, and virtual conduct, these programs aim to bridge the gap in soft skills, especially for Gen Z employees who have limited in-person work experience. (Resume Builder)
While remote work may or may not have led to increased productivity in its own right, the improved work-life balance WFH brings has undoubtedly contributed to some of the highest employee satisfaction ratings in decades. Corporate leaders looking to boost morale may wish to explore tailored remote work policies, allowing for individualized flexibility as it aligns with both company goals and employee preferences. (The Wall Street Journal)
Hybrid and remote work arrangements have disrupted many workers' ability to function efficiently in an open-office setting, leading to cognitive challenges and dissatisfaction among employees who find it hard to focus in a shared environment. Employers who recognize these struggles in their workforce should consider a more flexible work model that prioritizes collaboration in the office while allowing for independent, focused tasks to be completed remotely. (The Wall Street Journal)
A recent peer-reviewed study found that bankers who worked from home showed a lower probability of engaging in financial misconduct than those who worked in an office (a ~7% chance WFH vs a ~38% chance in-office). These results challenge the conventional belief of the office as a hub of ethical behavior, and suggest that isolation from office culture (when it is unethical) may foster greater integrity. (European Financial Management)
A major British trial of the four-day work week was expanded to Canada and the US with positive results: Companies saw dramatic improvements in turnover and morale, all while maintaining overall productivity. These results suggest that a modified work-week could lead to better engagement and retention, but managers must ensure that a new schedule is adapted to accommodate both internal and outward-facing employees. (4 Day Week Global)
The rise of the "triple-peak" workday, where employees take a break in the late afternoon and return to work at night, offers the potential for greater work-life balance, but also requires a reconsideration of team collaboration. The key here is personalization, allowing employees the space to be productive on their terms whenever possible – whether that means accommodating parenting needs, different time zones, or night-time work preferences. (Business Insider)
The latest GAO report reveals that federal agency headquarters are only about 20% occupied across the board, with some offices’ occupancy numbers as low as 9%. The report reflects a longer term trend towards underutilization and privatization that was only exacerbated by the pandemic and shift towards WFH – these latest findings only emphasize the need for federal agencies to evaluate and optimize their office spaces. (The Wall Street Journal)
Video call provider Zoom recently mandated a part-time RTO, highlighting a potential long-term equilibrium for tech firms that maximizes both the benefits of face-to-face interaction and the flexibility of remote communication. While some have dubbed the move “the end of remote work,” reports on the benefits of remote and hybrid work, persistently low office occupancy rates, and the struggles of RTO show that WFH clearly isn’t over yet. (The New York Post)
A Message from Our CEO – July 2023
Dear Friends,
It’s hard to believe that the aimless, wasted misfits who came of age with big hair in the 80’s and the weepy nihilism of Nirvana in the 90’s are now officially the titans of the C-suites. The Boomers are finally retiring to play pickleball and tell everyone how young they feel.
This is a Gen X moment… if anyone cares. Bueller?
So, it is not surprising that two of our stories this month feature the influence of GenX on mainstream corporate culture. Gen X was the first generation to set work boundaries, uncomfortably wrestling with the work-obsessed Boomers. Now that they’re in the C-Suite, GenX has become the new warriors of flexible work. And it is just in time, as companies are struggling to find that perfect balance between remote and in-office work.
For Gen X, it is not about working hard, it is about working smart. Adding a few hours a week of free time allows them more time to meddle in the affairs of their Gen Z kids. GenX may have been raised independent, but as overprotective parents, they may be raising a generation that is becoming over reliant and lacking initiative. That’s a topic for another day.
Dude. Reality. Bites.
Warren
July 2023
As the threat of recession looms, corporate efforts are being ramped up to enhance productivity by removing inefficiencies in everyday work. Initiatives like AT&T's "Project Raindrops", has saved employees nearly 3 million hours yearly, while other firms like Meta, Airbnb, and Shopify are optimizing processes and trimming unnecessary meetings to heighten efficiency. (The Wall Street Journal)
This summer, white collar professionals are embracing outdoor workspaces, espousing their positive impact on efficiency and creativity. Coworking companies like Industrious and WeWork are realizing the benefits of a natural environment and are working to provide equipped outdoor areas, seeing them as not only a distraction-free zone, but a mental health booster and productivity enhancer. (Worklife)
As executives seek RTO and employees favor WFH, the post-pandemic tug-of-war is stoking debates around productivity, mental health, and corporate culture. While some companies are instead exploring hybrid models, many are still grappling with declining staff mental health, stagnant productivity, and an erosion of company culture as they struggle to effectively manage the new work landscape. (Bloomberg)
Business strategist Greg McKeown suggests a shift from the outdated management mindset of "maximum effort = maximum results," towards a healthier "optimal effort = maximum results'' approach, noting the detrimental effects of relentless work culture on employee performance and wellbeing. He posits that this new mindset cultivates an atmosphere of respect for work-life balance and open communication to alleviate workplace stress. (Harvard Business Review)
Over-protective Gen X parents are increasingly meddling in their children's work affairs, filling out job applications, attending interviews, and even handling salary negotiations. This involvement, while aimed at aiding their children's success, often makes these young candidates instead seem overly reliant or lacking in initiative, casting a shadow on the potential independence of these job seekers. (The Wall Street Journal)
With Amazon, Disney, Meta, and Lyft all solidifying their RTO plans, it seems the era of “work wherever you please” might be gradually drawing to a close. However, all these transitions aren’t necessarily going smoothly – companies like Salesforce and Google have resorted to leveraging both incentives (like charitable donations) and punishments (like negative performance reviews) to compel seemingly unwilling employees to return to in-person work. (The New York Times)
Excessive corporate jargon can lead to feelings of exclusion and misunderstandings among employees, with nearly half reporting that they had made a workplace mistake as a result of opaque language. These issues are particularly pronounced among younger generations – while only 23% of Boomers feel that jargon is used too much, that number jumps to 60% among Millennials and Gen Z. (LinkedIn)
The latest professional buzzword, “resenteeism,” describes an evolution from “quiet quitting” to open displeasure, characterized by low performance and lack of motivation. Many of these negative workplace trends are spurred on by poor work-life balance, burnout, and job insecurity, but “resenteesim” in particular can be curbed by encouraging open communication from employees and addressing legitimate grievances. (The Economic Times)
A Message from Our CEO – June 2023
Dear Friends,
I personally know two people that have a reasonably high paying job and do virtually no work. I thought this was an anomaly but a new article in Vox reveals that these “job zombies” are everywhere. Vox interviewed one government affairs representative that says she completes the work for her eight-hour shift in two to three hours each day. “I get paid,” she says, “but I feel useless and like I could be doing more.”
Ahh, the pressures of Zombie work… do I take a nap or go for a run?
A vast majority of people I know are over-worked and stressed about it. It’s been that way pretty much forever. But now we are off-loading work to automated processes through bots, AI and other tools. Some roles—specialized advanced analytics for example, are so specified that the boss has no clue what their employees do.
Despite this recent phenomenon of navel gazing on the job, Gen Z, is pressing the panic button at work. Deloitte’s annual survey on Millennials and Gen Z point to a generation that is really struggling under the weight of chronic anxiety. They’re worried about their financial situation, inflation, climate change and even concerned that the companies they work for aren’t doing enough to make a difference in the communities they serve. Just like everyone else, they are giving work a demotion and striving to prioritize life over work.
All of this makes the workplace strangely unfamiliar to leaders and managers. If you really want to get a handle of how work is changing, I’d recommend… a couple of books that put all of this in perspective. Amy Edmondson’s The Fearless Organization, changing social environments to respond flexibly to a changing environment. Another good one: The Transformation Myth: Leading Your Organization Through Uncertain Times by MIT Press, which will provide you with ideas on leading during uncertainty and change.
Manage The Zombie. Or. It will Manage you.
Warren
June 2023
Deloitte's 2023 Gen Z and Millennial Survey reveals alarming levels of stress in workplaces around the world, with 46% of Gen Z and 39% of Millennials experiencing constant anxiety. Poor work-life balance, cost of living concerns, and the stigma around discussing mental health are key contributing factors; with over half of both generations living paycheck to paycheck, there is also a growing pessimism about reaching financial goals, starting families, and owning homes. (Deloitte)
Recent pay transparency laws in the U.S. have fallen short of expectations as employers tend to list broad salary ranges rather than specific numbers. Analysts suggest that these wide ranges may obscure actual salary figures, potentially hampering recruitment efforts and undermining the original intent of the transparency laws – to narrow wage disparities and boost equity. (Worklife)
The growing ranks of the “jobless employed,” i.e., workers who are chronically underutilized, pose a significant threat to productivity and overall workplace morale due to negatively impacting company culture, breeding inefficiency, and leading to broader employee disengagement. Robust performance tracking mechanisms, clearly defined job roles, and a culture of accountability are critical to keeping all team members equally engaged. (Vox)
Financial stress among all workers is rising, impacting productivity and social interactions across generational lines. This tension has the potential to significantly degrade not only workplace performance, but overall morale and team cohesion among both employees and managers alike – organizations are encouraged to offer resources like financial education and wellness support to mitigate these stressors. (Fast Company)
A recent survey of future corporate workspace plans shows a strong preference for hybrid work models, with 56% of surveyed firms favoring this mixed approach, versus only 31% preferring “office first” and 12% preferring “remote first”. However, there is also an acknowledgement that managing workplaces will become more challenging: Fully 60% of these firms predict that managing their workplace will become more or much more complex over the next three years. (The Guardian)
Fewer than half of Millennials are factoring Social Security into their future financial plans, compared to 90% of Boomers, and over three quarters of young Americans believe that these benefits will be drastically reduced or gone by the time they retire. This significant shift in retirement expectations is based on legitimate concerns, and Millennials are planning accordingly: The vast majority of this risk-averse generation anticipates depending primarily on their personal savings in retirement. (CBS News)
Offering more individual flexibility and the potential for greater efficiency, remote work is a boon for many seasoned employees – but does it offer the same advantages for younger workers? The lack of collective cultural fabric and “proximity benefits” may be negatively impacting the career progression of newer hires, a group that is currently reporting historically low levels of engagement at work. (Forbes)
An op-ed by the CEO of the virtual assistant platform, Time Etc., highlighted the company’s transition from traditional management to a coaching-centric model focused on goal-setting, feedback, and professional development opportunities. This novel approach led to both higher productivity and workplace happiness, with the company consistently ranking in the top 1% of teams worldwide for employee engagement since implementation. (Fortune)
A Message from Our CEO – May 2023
Dear Friends,
Employees are changing their expectation about work in ways we couldn’t imagine when “work” meant long grueling hours on a 19th century factory floor. Hyper connected with advanced AI technology in knowledge jobs, workers have new expectations about the role work plays in their lives. They’re looking for more than just a paycheck, or just a career. Now they want to be in community with others, connected to something larger than themselves-- something that has meaning and purpose. The backdrop is our current historical moment, defined by simultaneous crises—economic uncertainty, geopolitical tension, social change, and broken politics. With civic engagement drying up, and a dramatic increase in those that are religiously unaffiliated (almost one-third by Gen Z), a new book by Derek Thompson claims that the cubicle is the new pew. “Workism” is replacing religion.
While I’m skeptical on Thompson’s analysis, our research suggests that purpose, meaning, and a sense of community is prioritized now more than before in the workplace. So, what can leaders do to get a handle on this paradigm shift? First, get some research under your belt. Implement robust qualitative and qualitative analysis of your employees so you can “meet them where they are”. Because the workplace is changing so rapidly, implementing a continuous feedback loop to assess their priorities is key. Once you do this, get your managers into leadership training. Managers are the new leaders in the workplace today. Their job is far more complex than even 3 years ago, and their challenges are not just day-to-day, but strategic and long term. Finally, talk to your customers. Their expectations are changing too. Flexibility is the new strength, and you can’t operate in a fast-changing environment without listening to your employees and customers.
Expect. More. Change.
Warren
May 2023
When surveyed about their opinions on "work spouses," both Gen Z and Baby Boomers were relatively accepting of the concept, with only 39% and 40% disapproving, respectively. Millennials were surprisingly far less open, with 57% of this risk-averse generation against the idea outright. (Newsweek)
Gen Z job seekers rank Google, Tesla, and Patagonia as their top employers of choice, underscoring the way that this generation values not just innovation and sustainability, but also work-life balance and career stability. Younger hires value the job security that often comes with working at large organizations; companies looking to attract and retain Gen Z should consider these longer-term priorities when recruiting the next generation of employees. (Axios)
Derek Thompson’s new book, "On Work: Money, Meaning, Identity," explores the ways in which he believes that Americans have replaced organized religion with work. This isn’t a big stretch for workaholic Baby Boomers, largely responsible for defining our modern workplace culture – this generation has always had a penchant for imbuing every aspect of life with personal values and a deeper meaning. (The Atlantic)
Companies considering adopting a shorter work week should weigh the potential positive impacts on well-being and productivity for all employees, but should keep in mind that a four-day work week would be a major boon for women in particular. Women often face additional pressures in balancing work and family responsibilities, making advantages like improved work-life balance and reduced burnout especially impactful. (The Star)
Employee engagement trackers are pointing to an unsettling downward trend among Gen Z specifically, an unusual statistic given that younger workers have historically been the most enthusiastic. Although some point to remote and hybrid working models as the culprits, solutions that create space for collaboration, clarify institutional ambiguities, and give employees a voice will likely have a more positive impact than a mandatory return-to-office. (Business Insider)
A team of economists found that there may be one critical factor holding remote employees back in their professional advancement: Remote workers tend to receive less feedback overall from their managers and colleagues. Employers hoping to foster an environment that promotes constructive collaboration should take conscious steps to ensure that all employees have equal opportunities for career growth and development. (Yahoo Finance)
Workplace loneliness is a growing issue, particularly among women – over half of women at work say they experience loneliness, and that number only rises as women surveyed move up the corporate ranks. These findings have significant implications for workers’ well-being, engagement, and productivity, which makes fostering a supportive and inclusive work environment key to combating loneliness among all employees. (Fortune)
Japan is fighting an uphill battle against societal expectations by hoping to incentivize more male workers to take paternity leave. While family leave policies have been found to promote both gender equality and work-life balance, many fathers are reluctant to utilize them – cultural norms may be different around the world, but all employers should strive to create a supportive environment that encourages employees to take advantage of family-friendly initiatives. (CNN)
A Message from Our CEO – April 2023
Dear Friends,
I learned a new word today, “gwarosa”. It is Korean for “death by overwork”, and scores of people quite literally died from working too hard in the last few years. Last week South Korea’s government announced a raise on it cap of working hours to 69 per week, which is exactly the wrong thing to do. Gen Z is livid and rallying hard against the policy. Meanwhile in France, Boomers are initiating violent riots on pension reform. The whole world seems agitated with government policy, and angry about working conditions.
In the US, people are quietly quitting, unions are rising, and four-day work weeks are gaining traction. As recession seems more likely this summer or later this year, company leaders will need to make hard choices in an urgent environment. I firmly believe that one of the reasons we got here is because of bad leadership. More specifically, leaders are not prioritizing talent development. Middle managers are getting crushed with administrative work and individual contributor work, and not able to work on strategy-focused work and talent development. As a result, employees become disengaged, aggrieved, stressed, etc. A zillion studies show that great managers stay close to the emotional health of their team, instill trust, provide autonomy, and set clear goals.
Sounds simple, and no gwarosa.
Help Wanted: Great Leaders.
Warren
April 2023
Mass protests have erupted in France against the government's proposed pension reform, which would raise the nation’s retirement age from 62 to 64. Aging Baby Boomers have made retirement policies into a major issue: Employers around the world should be aware of the potential for strong reactions to benefit reforms, prioritizing clear communication and employee input, and planning for potential disruptions to minimize negative consequences. (Associated Press)
South Korea recently proposed increasing the maximum weekly working hours from 52 to 68, sparking protests and calls for the government to prioritize workers' rights and well-being. Work-life balance has become a global priority, particularly among younger workers; many advocates are urging employers to also consider the broader economic and social implications of their decisions in regards to working hours. (CNN)
While Europeans and Asians have returned to in-person work in large numbers (generally over 80%), the US is still embracing WFH, with roughly half of Americans still working remotely. Whether Americans are simply slower to return to the office remains to be seen, however managers who have been banking on a 100% return should prepare for the possibility that remote work has become a more permanent feature of the landscape. (The Wall Street Journal)
The Tulsa Remote program, which offers a $10,000 grant to eligible remote workers who relocate to Tulsa, OK for at least one year, aims to foster a sense of community among remote workers and to connect them with local organizations and businesses. The program has become incredibly popular among both participants and local officials, and has sparked a series of similar efforts in other cities across the US. (WorkLife)
American workers are taking fewer vacation days than ever, a trend which will likely have negative repercussions not just on their mental and physical health but on overall productivity as well. A lack of time off may also have a broader impact on society and the economy, as burnout and stress can lead to decreased workplace engagement and increased healthcare costs. (The Washington Post)
Strong company culture is critical to success in a hybrid work environment, helping create a sense of belonging and purpose in an environment when workers may sometimes feel disconnected from the organization. Executives have a critical role to play in shaping and maintaining culture: Promoting inclusivity and collaboration, prioritizing employee engagement and well-being, and leading by example. (Quartz)
Psychological safety in a professional setting refers to a work environment where employees feel secure to express their thoughts, ideas, and concerns without fear of retribution, ridicule, or negative consequences. This type of work environment has been strongly linked to employee satisfaction; managers looking to increase innovation and creativity in particular should strive to prioritize and promote a supportive environment. (WorkLife)
Shopify recently implemented a “No Meetings Wednesdays” policy after using a bot to auto-delete a total 322,000 hours of meetings from employee calendars, in an effort to give employees more time to simply… work. While this approach may not be ideal for every company or industry, Shopify’s COO says that he has “gotten more positive feedback on this change than anything else he's done at Shopify.” (NPR)