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It appears that there’s a consensus that the quiet quitting process has morphed into resenteeism with a cooling economy. It appears to me that these employee behaviors seem to get a name and definition that lasts for 6 to 9 months. Then, they get a new name and new definition. Wouldn’t it be simpler to label these employees as those that are doing the bare minimum or simply unproductive team members? Haven’t they always been there for all the same reasons given for resenteeism in any economy? What do you think? #softwareengineering #datascience #devops #itmanagement #staffing

Flashback to M&A & corporate structures flattening from the 80s. I think there’s a parallel between the way people are treated in the workplace & the way feeing oppressed comes out in their driving, politics, & general willingness to abide by community standards. I see larger societal trends connected to this type of shared mass experience.

🫠 22% of workers weren't looking for work between December & February 🫠 Aside from those with long term illness, this bunch includes students, carers, people with disabilities and discouraged workers 🤯 AKA 9.2 million capable, smart, willing UK folks were not working or looking for work in that period of time... ⛔️ Warning If any white, middle aged, middle class man is reading this and thinking: "well they're just lazy", please f*ck off and scroll on by, thanks Scary numbers, but is anyone genuinely surprised? Especially by that "discouraged workers" part? Last year was brutal for anyone in work, especially tech, creative, & consulting 🥵 The official reason: redundancies, layoffs, restructures, M&As, the economy 🤬 The real reason: how those things were actually handled I can't sort out the economy (and neither could Liz Truss, too soon? 😅) But I can tell companies to be more human in how they deal with people 🤦♀️ Here's a list of things any company could do, and should do anyway, that *might* make those millions of people more willing to look for work: 👉 Improve your recruitment process (aka don't ghost or string people along) 👉 Build trust with the people you have left (don't build slides, build empathy) 👉 Don't force people back to the office with no GOOD reason (rent isn't one) 👉 Your offboarding is just as crucial as onboarding to get right 👉 Not sure you can afford a hire in 6 months? Hire a contractor instead I can't emphasise each of those points enough. Especially the trust part. I spoke to a CEO last year going through M&A who said: "We don't focus on the people side of things" Don't be that guy 🫠 Link to the full article 👇 Let me know in the comments what your experience has been like --- 🙋🏻♀️ At The Brick Coach, we run experiential sessions aimed at rebuilding trust & alignment in shaken up teams. We're currently booking up April sessions, drop me a message and I'll send you details. 📥

A boundless workforce, endless possibilities. Join us at the Dayforce Summit in New York City on August 21st to conquer the complexity crisis and explore ways we can deliver quantifiable value. What can you expect?  We’ll explore the obstacles getting in organizations’ way. Conquer a complexity crisis born from an explosion of work and worker types, mismatched skills and roles, and ever-changing compliance requirements. Build a new employee social contract to bring worker and business goals into perfect balance. And hear from Dayforce customers, industry experts, and inspiring leaders on ways to simplify complexity, fuel efficiency, and build trust in today’s new world of work. Learn more and register here: 👇 https://lnkd.in/gjB96hf7. #HCM #globalpayroll #makesworklifebetter #talentmanagement #hris #workforcemanagement

🦖 Companies who force staff to return to the office are dinosaurs! So why are so many successful companies doing this? 𝐈 𝐭𝐡𝐢𝐧𝐤 𝐈 𝐡𝐚𝐯𝐞 𝐭𝐡𝐞 𝐚𝐧𝐬𝐰𝐞𝐫! 💡 𝐑𝐞𝐚𝐬𝐨𝐧 𝐨𝐧𝐞: 𝐅𝐨𝐥𝐥𝐨𝐰 𝐭𝐡𝐞 𝐌𝐨𝐧𝐞𝐲 💰 We have to consider why companies in general exist - the answer here is pretty plain & simple. 𝐌𝐨𝐧𝐞𝐲. 🏥 Even if we think that hospitals for example, exist to heal people, that's not the full picture. As corporations, the healing is a by-product of making money for their owners. With share holders, or even private ownership, the primary purpose is income, revenue, profit - often wrapped up in nice messaging to save the world or do good. Take Amazon for example "Amazon's mission is to be Earth's most customer-centric company" (directly from their about page). Sounds great, but their share holder reports do not measure customer-centricity. 🤷 How does RTO mean money? For Amazon Web Services (AWS) and pretty much every technology company, the biggest cost is people. 𝑻𝒉𝒆 𝒆𝒂𝒔𝒊𝒆𝒔𝒕 𝒘𝒂𝒚 𝒕𝒐 𝒔𝒂𝒗𝒆 𝒎𝒐𝒏𝒆𝒚? 𝑳𝒆𝒔𝒔 𝒑𝒆𝒐𝒑𝒍𝒆. If the organisation can make people quit, then they don't have to pay out retrenchment benefits, which quickly adds up to massive savings. This change means people will quit. Not only will this save money, but announcing RTO - like everyone else - is much less damaging than announcing mass layoffs. 𝐑𝐞𝐚𝐬𝐨𝐧 𝐭𝐰𝐨: 𝐓𝐫𝐮𝐬𝐭 𝐢𝐬 𝐆𝐨𝐧𝐞 💔 Companies don't exist to enable employees to have nice lives. Despite the evidence that remote work, flexibility & autonomy are excellent for employee well-being & improve outcomes as a business, the companies simply do not trust their staff. We've seen this time and again with monitoring software, mouse tracking, etc. During Covid and in the remote working peak, we've also seen a few bad apples doing the wrong thing. People who post about working multiple jobs, or not working at all, or outsourcing their work to AI. This news becomes generalised "people working remotely don't work as hard" or "did you hear there was that guy who had two jobs". This does the circuit of the executive echo chamber, where there is often limited knowledge of what the work is or how it's actually done and boom, the executives loose trust. The share holders hear some of these horror stories, the 1 in a million or less, but they start asking - what are you dear CEO/COO doing to make sure this is not costing me money. The answer: let's use the big hammer - forced attendance at a physical building as it's very hard to fake. Overall it's sad, sad to see companies so enslaved to shareholders and profits that they are willing to go to such lengths. Sad to see great teams being ruined by loosing some of their most dedicated staff. Sad to see mum's and dad's struggling through their commutes when they could be home with their families. https://lnkd.in/dWm2Ji2F #rto #returnToOffice #futureOfWork #remoteWork

Employees who engage in #QuietQuitting negatively impacts their employer, but did you know there are companies who are quiet quitting their workforce? https://bit.ly/43MQ2rn Learn the negative effects and ways to avoid it in the #FutureofWork in Forbes, via Cynthia Trivella. #EmployeeExperience

Business owners, did you know that the Work Sharing program helps employers and employees? ✔️ You reduce hours and wages while we pay partial unemployment benefits. ✔️ The program is flexible and easy to participate in. Avoid the high cost of layoffs and keep Californians working. Register for our next free webinar on July 18: edd.ca.gov/WorkSharing #WorkSharing #California

With more than one third of today's #workforce made up of #workingparents, managing a career and a family has and always will be a struggle. Especially if they don't have any support solutions in place. Bright Horizons Chief Digital and Transformation Officer, Priya Krishnan shares valuable insights on how with the right support, working parents can thrive in this article for Employee Benefit News. Read more 👉https://gag.gl/k7X4dD

Employees who engage in #QuietQuitting negatively impacts their employer, but did you know there are companies who are quiet quitting their workforce? https://bit.ly/4agRMuA Learn the negative effects and ways to avoid it in the #FutureofWork in Forbes, via Cynthia Trivella. #EmployeeExperience

Employees who engage in #QuietQuitting negatively impacts their employer, but did you know there are companies who are quiet quitting their workforce? https://bit.ly/4b11TEQ Learn the negative effects and ways to avoid it in the #FutureofWork in Forbes, via Cynthia Trivella. #EmployeeExperience