Hunt & Co.’s Post

The workplace is evolving rapidly, and younger generations are at the forefront of this transformation. Studies from industry sources such as McKinsey & Company, SHRM and Gartner for HR point to 5 main priorities for Gen Z (those in the workplace 7 years or less). As leaders, it's crucial to understand how they think and feel to better prepare and support them now and in the future. 1. Work-Life Balance: What they want: Flexible work hours. How leaders can help: Provide remote or hybrid work options. 2. Purpose-Driven Work: What they want: Jobs that align with their values and make a positive impact. How leaders can help: Identify mission-focused work. 3. Career Growth and Development: What they want: Opportunities for continuous learning and clear career progression. How leaders can help: Invest in professional development, coaching and mentoring. 4. Diversity and Inclusion: What they want: An inclusive workplace that celebrates diversity and ensures equal opportunities. How leaders can help: Commit in words, behaviors, and action to DEI efforts. 5. Mental Health and Wellbeing: What they want: Support for mental health through resources and a supportive work environment. How leaders can help: Check in with employees to see how they are really doing and provide resources. By recognizing their unique perspectives and needs, we can create an environment where the next generation of leaders can thrive. Here’s to building better workplace cultures and a future of work where everyone can succeed! #Leadership #Mentorship #FutureOfWork #NextGen #ProfessionalDevelopment #WorkplaceCulture

The Great Resignation isn’t just about leaving jobs; it’s about redefining the workplace. The Great Resignation is more than a wave of employees quitting—it reflects a fundamental shift in how people perceive work and the workplace. Professionals are seeking environments that value flexibility, personal growth, and well-being, while employers are being challenged to rethink their approach to culture and leadership. Here’s how companies can respond to this transformation: 1. Prioritize Employee Well-Being Employees are demanding work environments that prioritize their mental and physical health. Companies that focus on holistic well-being will see higher retention and productivity. 2. Offer Flexibility Flexible work arrangements, whether remote or hybrid, are no longer a perk—they are essential. Providing employees with options can boost job satisfaction and engagement. 3. Invest in Skill Development Professional growth is a priority for today’s workforce. Offering learning and development opportunities not only empowers employees but also ensures your company stays competitive in a rapidly changing market. 4. Foster a Culture of Trust A positive and trusting work culture encourages employees to stay committed. Leaders must communicate transparently, recognize efforts, and show empathy toward their teams. 5. Redefine Leadership The role of leadership is evolving. Successful leaders are those who mentor, support, and inspire their teams rather than simply manage them. People are looking for guidance, not just direction. Key Takeaway: The future of work lies in environments that embrace change, prioritize human needs, and inspire innovation. To navigate the Great Resignation, companies need to redefine their workplace strategies and culture. #GreatResignation #FutureOfWork #EmployeeWellBeing #Leadership #WorkplaceCulture

How does Evolved Organizational Development do things differently? As mentioned throughout our series, organizations are operating in extraordinary times. Businesses are facing increasing pressures and navigating complexities like never before. With so much economic uncertainty, businesses are trying to do more with less. For employees, they experience as being asked to do more and more while their salaries don't keep up with rising inflation. The unfortunate consequence is that we are now experiencing an epidemic of workplace unhappiness at a time when businesses need talent like never before. Workplace satisfaction has been on a continuous decline since before the pandemic. Last year saw the sharpest decline, with a staggering 10% decline (Bamboo HR). It’s become so normalized that a new lexicon has emerged to include terms like the great resignation, quiet or loud quitting, and job ghosting. How can businesses expect to navigate a world of complexity without the brightest brains? An unhappy workforce compounds issues for organizations. It results in poor performance, productivity loss, and missed opportunities. Further, an aging workforce means many people will be exiting, while more young professionals opt to work for themselves, rather than stay in unsatisfying work. Carol & I decided to launch Evolved Organizational Development because we believe the greatest impact an organization can have in the world is on its most significant stakeholders, its employees. We want to develop meaningful workplaces. When an organization’s people flourish, so too does the business. We want to help organizations see employees as an investment that pays dividends, rather than a costly expense line item to be driven down. We focus on the through-line that weaves the entire organizational system together, from purpose to outcomes, powered by its people. We hope you enjoyed this series on the Power of Organizational Development and hearing how we think about OD differently at Evolved Organizational Development. Stay tuned next week when we announce our service offering! #meaningfulwork #organizationalsuccess #organizationalexcellence #organizationalhealth

Why Top Talent Quits — And How to Keep Them Losing great employees hurts, and it’s often avoidable. Here are the top reasons people leave and simple ways to boost retention: 1. No Growth, No Go 87% of Millennials say growth is key to job satisfaction (Gallup). Without career paths, your best people will look elsewhere. Solution: Offer training, mentorship, and a clear path up! 2. Work-Life Balance (or Lack of It) 79% of employees feel stressed by poor balance (APA). Burnout is real, and it drives people away. Solution: Embrace flexible hours, protect time off, and avoid burnout. 3. Weak Culture = Weak Loyalty 80% of employees stay if they feel aligned with company values (McKinsey & Company). Solution: Build an inclusive, mission-driven culture where everyone feels valued. 4. Recognition Matters 43% say a lack of recognition makes them disengage (Deloitte). Solution: Celebrate wins regularly, big or small! 5. Value Mismatch Purpose-driven employees are 54% more likely to stay (Harvard Business Review). Solution: Communicate and live your mission authentically. Retention isn’t just about pay; it’s about purpose, growth, and appreciation. What’s your go-to strategy for keeping top talent? Drop it below! Get in touch for a complimentary session: https://lnkd.in/eHeabCny #EmployeeRetention #TalentManagement #Leadership #CompanyCulture #EmployeeEngagement #CareerGrowth #WorkLifeBalance #EmployeeRecognition

I appreciate the valuable research conducted by Korn Ferry, who surveyed 10,000 professionals worldwide to uncover what drives today's workforce.  Here are the key insights that every leader needs to know:   -A significant majority of employees prioritizing work-life balance, offering remote and flexible work options helps employers attract and retain top talent. -Businesses must address employees’ fears regarding AI by offering training and development programs to help employees adapt and thrive in an AI-integrated workplace. -Companies need to provide comprehensive benefits packages and foster a supportive work culture to meet the evolving expectations of their workforce. With growing mental health needs, it is critical to help employees and leaders overcome these challenges to maintain a strong and effective leadership team. What are your thoughts on these findings? The link to the article is in the first comment!

When tackling high attrition rates, it's common to pinpoint compensation as a key factor. However, internal and external equity issues often complicate efforts to retain talent. Understanding the reasons behind resignations is critical, typically uncovered through exit interviews, revealing primary and secondary factors driving employee exits. The top five reasons for employees leaving include: better career opportunities, inadequate leadership support, work-life balance concerns, office work policies, and commute distance challenges. Addressing equity alone won't solve these issues. Retaining talent demands a holistic approach that prioritizes both professional and personal well-being. A strong, inclusive culture forms the groundwork, fostering a sense of community and belonging. Supportive leaders who emphasize open communication, recognition, and feedback empower employees, making them feel valued. Promoting work-life balance through flexible policies and wellness initiatives is crucial for maintaining physical and mental health. Providing growth opportunities through training, mentorship, and clear career paths keeps employees engaged, motivated, and invested in their future. By integrating these elements, organizations create a compelling value proposition that attracts and retains top talent, driving business success through enhanced productivity, innovation, and loyalty. Key supporting statistics include: - 85% of employees prioritize work-life balance (Gallup) - 70% consider company culture before joining (Glassdoor) - 60% value growth opportunities in job evaluations (LinkedIn) - 50% are more likely to stay with flexible work arrangements (PwC) #employeevaluepropostion #leadershipmentoring #culture #growthprospects #equity #attrition #talentmanagement

The current state of our workplaces is alarming and calls for immediate action. Here’s what the statistics reveal and why it matters: 🔹 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗖𝗿𝗶𝘀𝗶𝘀 Did you know that 80% of employees lack engagement in their roles? This isn't just a number; it’s a symptom of a deeper issue. When employees don’t feel connected to their team or valued in their contributions, productivity plummets, and job satisfaction wanes. The lack of a cohesive tribe within the workplace leads to a disengaged and demotivated workforce. 🔹 𝗥𝗲𝘀𝗶𝗹𝗶𝗲𝗻𝗰𝗲 𝗶𝗻 𝗗𝗲𝗰𝗹𝗶𝗻𝗲 An even more startling statistic shows that 90% of employees struggle with resilience. This lack of trust within organizations means that employees are not equipped to handle challenges effectively. Without resilience, innovation stalls, and the ability to recover from setbacks is severely compromised, leading to higher stress and burnout rates. 🔹 𝗛𝗶𝗴𝗵 𝗧𝘂𝗿𝗻𝗼𝘃𝗲𝗿 𝗥𝗮𝘁𝗲𝘀 With 30% of employees quitting annually, we face a significant retention problem. This turnover is often driven by a lack of confidence in leadership and unclear career development paths. When employees don’t see a future within their current organization, they seek opportunities elsewhere, resulting in increased hiring costs and disruption. At Tribe&Trust, we understand these challenges and are committed to addressing them head-on. Our mission is to rebuild the foundations of tribe and trust within organizations, fostering environments where employees feel engaged, resilient, and confident. By investing in leadership development and cultivating a supportive workplace culture, we can turn these troubling statistics around. Let's work together to create workplaces where everyone thrives. Visit tribeandtrust.com to learn more about how we can help your organization build stronger, more effective teams. #LeadershipDevelopment #EmployeeEngagement #WorkplaceResilience #TrustInLeadership #TribeAndTrust #WorkplaceCulture #LeadershipTraining #EmployeeRetention

FROM STRUGGLING TO THRIVING As per the Gallup Workplace latest report, 60% of employees experienced stress the previous day and 77% are disengaged. Employee well-being is declining to 31% in the younger workforce! Also, while the Millennials and the Gen Zs are looking for challenging work and growth opportunities, they are also changing the way organizations look at well-being, work-life and social impact. From an organizational lens, with new realities and volatile context, leaders are increasingly required to do more with less, in lesser time, with fewer resources, and even lesser space, resulting in more fatigue and stress.  Hence, workforce expectations, commitment, performance, well-being, and retention are becoming a Burning Platform.  There is a need for employees and organizations to find ways to move from Struggling to Thriving to create sustainable success.   Presenting THRIVE - A space where professionals, team managers and organizational leaders learn to navigate these times, respond to the evolving needs, and find new ways of being, and thereby unlocking their individual and collective potential! Stay connected to this space and reach out to Anuj Chadha(anuj@threecircles.co.in) and Harpreet Arora(connect@harpreetarora.com) to know more!

I’ve met many brilliant and shiny stars in my life but they always burn brighter when connected to others. Some would argue that this type of togetherness is the whole point of life. “This idea of shared humanity and the connections that we make with one another - that's what, in fact, makes life worth living,” writes Clint Smith. This is no less true at work. As Gallup’s Alok Patel and Stephanie Plowman share, when an individual has a best friend at work, they are more satisfied in their role, less likely to leave and more likely to recommend yours as a great place to #work. And yet according to Gallup’s 2024 “State of the Global Workplace” report, 1 in 5 workers feel lonely. According to Achievers Workforce Institute (AWI) just 15% of employees say their company does a good job connecting them to their colleagues. It’s tempting to throw tech at this problem, but that’s just part of it. Here are the conditions organizations need to consider so that #employees can be connected and committed: Connect your employees to the people that can help them get work done today and grow tomorrow. Connect your employees to the causes they care about. Connect your employees to the peer-validated #skills that make them more productive. Connect your employees to the behaviours that improve their #performance. Connect your people to your mission, vision and values. Connect your employees to their #manager - frequently and meaningfully. I’m so excited to return to London September 18 for Gartner’s ReImagine HR conference where I’ll have the chance to explore these themes with Carolyn Horne of Workday. Carolyn is the SVP EMEA Strategic Customer Engagements and in a fireside chat entitled “The Connection Conundrum”, we’ll explore strategic approaches organizations can take to help employees develop and maintain relationships from anywhere. We’ll also talk about the unique role recognition plays in ensuring your star performers have access to the people and resources they need so they can shine for all to see.

The Great Resignation is a symptom of a larger issue, as employees are questioning their personal values and purpose in their work. Gartner research found that 65% of employees worldwide have re-evaluated the role of work in their lives since the pandemic started. Employers must recognize the need for a more human-centric approach to work, which includes acknowledging the value of employees, providing growth opportunities, and allowing employees to bring their authentic selves to work. This shift will require a strategic commitment, leadership, culture development, and thoughtfully applied technology. #productivity #mentorship Enable, a Fujitsu company