Great Resignation leads to stress for remaining workers | Create a more inclusive workplace through storytelling | Employees push back against vaccine mandates
As more people leave their jobs as part of the Great Resignation, the workers left behind are becoming increasingly burned out as they shoulder a greater workload. Fifty-two percent of employees who remained say they've been given additional responsibilities, 30% are finding it difficult to get their work done, 27% feel less loyal to their employer and 55% are questioning the equity of their pay, according to a survey by the Society of Human Resource Management.
Engage employees in 7 steps with dynamic content HR teams have to inform and truly engage employees. This is tough to do with flat, static PDFs. Use our quick start guide and begin creating and sharing dynamic, interactive content with the whole organization. Get the E-book
Improve diversity and inclusion by encouraging employees to share their personal stories with co-workers at meetings and other in-person and online forums, write Selena Rezvani and Stacey Gordon. "The best way to create a cascading inclusion effect in an organization is to offer safe spaces where stories can be heard without judgment," they write.
Better employee benefits 78% of employees say they're more likely to stay at a job due to the benefits.1 But you don't necessarily need to spend, spend, spend to keep them happy. Read our eBook to learn how to keep staff on your side.
1. Willis Towers Watson, 2018 Employer/Employee Satisfaction Survey, Aug 2018
Since the beginning of the pandemic, a trend has emerged in which some people leave the workforce earlier than expected but don't claim Social Security right away. Retirements among workers ages 65 to 69 climbed in the 12-month period ending in September, but the number of workers applying for Social Security benefits was down 5% over the same period.
Microsoft plans to provide free resources to community colleges across the US and train a quarter-million security professionals by 2025. Microsoft President Brad Smith says this will make a "meaningful difference in solving half of the cybersecurity jobs shortage."
Leadership as a field is largely focused on elevating great individuals, but what is needed today is an employee-focused, need-based approach, writes Greg Sumpter. "Need-based leadership can be simply defined as a relationship whereby the leader's responsibility is to meet the needs of those in their care," Sumpter writes.
I’m not proud of this, but part of my transformation into a better parent called for me admitting this to myself. I was about mid-30s when I finally caught myself making decisions that were focused on my own happiness, over the needs of my children or home. It was a sobering, sickening moment.
But I’m so grateful for it. That moment -- that period -- in my life changed me, flipping my focus from me and putting it where it belonged. And when that happened, I experienced real joy, real contentment -- and found it was richer than anything I achieved pursuing my own ends.
Effective leaders understand the importance of meeting the needs of those in their charge, as we see in today’s HR Leader story. Prioritizing your team’s needs builds a healthy culture where employees -- or in my case, children -- can settle into their roles and produce excellent work. And when that happens you can begin grooming those individuals for leadership in their own worlds.
How can I serve you better with this brief? Tell me! And tell others to subscribe also.
Look forward. Turn what has been done into a better path.
Wilma Mankiller, activist, social worker, community developer, first woman elected to serve as principal chief of the Cherokee Nation November is Native American Heritage Month
SmartBrief publishes more than 200 free industry newsletters - Browse our portfolio
