Workers on TikTok are sharing stories about burnout using the hashtag #quietquitting, which has more than 18 million views, but the term doesn't refer to leaving a job; it relates instead to a refusal to go above and beyond, perform tasks outside of job descriptions or work overtime. Leaders must start regularly talking to workers, says leadership and career coach Kathy Caprino, noting, "If you don't understand the internal state of your employees, things are going to happen that you're going to be blindsided by."
Becoming talent creators by upskilling and reskilling employees, as well as partnering with others for training and apprenticeships, can help guard against the looming manufacturing job shortage and loss of work due to lack of workers, writes Chris Keaveney, CEO of Meritize. "Because hiring is expensive, it makes financial sense to invest in models that let companies harvest the rewards of growing their own talent," writes Keaveney, who also highlights training examples from Lucid Motors, BMW, Taco Comfort Solutions and others.
Career development support shouldn't just focus on the traditional climb up the corporate ladder, but it should engage today's employees who are looking for more meaningful growth, writes Julie Winkle Giulioni. Leaders can offer meaning at work by focusing on three key areas: achievement, authority and adventure.
Average spending on employer-sponsored health care benefits is predicted to climb by 6.5% next year, driven by economic inflation pressures, according to a report from Aon. The projected growth is more than twice the 3% increase employers experienced between 2021 and 2022, but it is substantially less than the 9.1% growth in the Consumer Price Index.
Burnout in the workplace can be caused by different problems leading to overload burnout, neglect burnout or under-challenged burnout -- and each kind of burnout requires its own solution, writes executive coach and author Melody Wilding. "Because people don't burn out in the exact same way or for the exact same reasons, it's important to identify the type of burnout that you may be facing," Wilding writes.
Can you take criticism? Pause and really think before you answer. Can you? If someone says something to you that stings, can you reign in your inclination to get defensive and hear something you may need to hear?
A dear friend recently pointed something out to me about my character that, at the time, cut deep. It stayed with me most of the morning after he said it. It wasn’t just that his words hurt -- it was the fact that when he said it, a bell went off inside and I knew he was right. Suddenly, several incidents flooded my mind and my stomach flipped over, churning in the reality of the truth.
Later that day, we spoke again. He apologized for hurting my feelings, but I came clean and said I needed to hear what he said. “I saw it. You were right,” I admitted. I relayed some of the examples I had thought of earlier and I saw his face soften. The raw conversation made us both uneasy, but it was necessary. He hugged me and we moved on to other subjects.
It’s been two weeks since that conversation and I’ve caught myself slipping into old habits. Fortunately, I’ve been able to change directions -- most times -- and it’s been wonderful. I’ve even noticed a change in mood. I never realized before how difficult I made things for myself by indulging in that habit.
Criticism can bruise, but it’s critical for self-growth, as we see in today’s Leadership & Development story about emotional intelligence and the rule of the diamond cutter. If we can take someone’s feedback -- even when it’s negative -- and apply it, we can emerge better. Stronger. Wiser.
One caution though: Be discerning. Not all criticism is useful or accurate. Know your diamond cutter. Is it someone who cares for you and can also receive criticism? The friend who pointed out my character flaw is one of my best friends. He can speak tough things to me and I know he doesn’t have an ulterior motive. I know he’s coming from a place of love, even when words are delivered in anger. And he can hear difficult things, too, when he has to.
How can I serve you better with this brief? Let me know! And if you enjoy this brief, tell others so they can benefit also.
Sharing SmartBrief on Workforce with your network keeps the quality of content high and these newsletters free.
