Every generation enters the workforce with its unique characteristics, shaped by distinct experiences and societal shifts. When the youngest members of society step into their professional roles, there’s often a period of adjustment as they and their employers navigate differences in expectations, communication styles, and work habits. For Gen Z—those born between 1997 and 2012—this transition has proven to be particularly rocky.

Experiencing boredom at work might seem harmless, but it can actually have serious consequences. The main difference between burnout and boreout is the contrast between feeling overworked and feeling unfulfilled.

Earlier in my career I reported to the owner of a small privately held firm who was laser-focused on significantly growing the business.  With a foot seemingly always on the gas pedal, their work ethic was well-known and well-discussed throughout the organization.  While the company did impressively scale, direct reports to this individual often confided in being exhausted from the pace and the disruption to sleep.  It was common to receive emails in the middle of the night....

A new survey release by Indeed and Harris Poll shows that nearly 40% of Gen Z and millennial workers (ages 18-34) said they would leave a job because of political differences at work, and 40% said they would leave if their CEO expressed political views they disagreed with. Overall, 28% of workers would consider resigning over political differences, and 32% might leave if the CEO expressed views they disagreed with, Indeed found.

This past June, Deloitte released the results of a new survey that reveals workplace volunteer opportunities are important to employees and can help them feel more positive about their work experience, more connected to their colleagues, and have a greater sense of personal fulfillment and purpose.

Many organizations have a recognition program of some kind, but the majority focus on recognizing tenure. This form of recognition is a dated way of recognizing employees and has less of an impact on organizational performance. Additionally, 81% of organizational leaders do not see recognition as a strategic priority. However, studies show that companies can save up to $16.1M in turnover when recognition is prioritized. Employees who report high recognition are 2.9x more likely to be engaged...

While ASE’s latest Employee Turnover Survey shows that voluntary turnover has significantly reduced over the past year – from 20.1% in 2022 to 10.1% in 2023, it is still a crucial data point for organizations to keep track of and continually work to improve. Talent is increasingly hard to find so it’s important to retain your top employees.

Organizations can improve the work-life balance of their employees by training line managers in work-life support. This training reduces burnout in employees who have little control of when or where they work and increases family engagement of employees who have high work-life flexibility.

A recent report from People Element reveals that employee engagement levels have returned to pre-pandemic levels. The 2024 Employee Engagement Report details the drivers of employee engagement and shares insights on how to inspire employees and improve performance.

Employee turnover, the process where employees leave their positions and are replaced by new hires, holds significant implications for businesses. Excessive turnover can disrupt workflow, hinder productivity, and incur substantial costs associated with recruitment and training.

Upskilling and reskilling have become a key objective for today’s workforce. Technological advancements, demographic shifts, and the ever-changing economic landscape demand a workforce that is adaptable, agile, and equipped with the latest skills. As businesses strive to stay competitive and individuals seek to future-proof their careers, the need for continuous learning has never been more crucial for both employers and employees.

Another year; another trend – Similar to last year’s trend of "quiet quitting," where employees do the minimum due to burnout and feeling unappreciated, a new trend dubbed "resenteeism" has emerged, reflecting workers' low productivity driven by resentment. These employees feel obligated to stay in their current jobs due to financial commitments or familial responsibilities, yet they harbor dissatisfaction and resentment that hampers their performance.

Recent data from a study by MetLife reveals a concerning trend: employees are experiencing heightened levels of stress, burnout, and depression in the workplace. The pressures of the ongoing permacrisis state, compounded by financial concerns and persistently high living costs, have created a challenging environment for employees to navigate.

For a significant portion of the American workforce, the experience of work is anything but uplifting. According to a 2023 Work in America survey conducted by the APA (American Psychological Association), nearly one-fifth (19%) of respondents characterized their workplace as toxic. Additionally, over one-fifth (22%) reported that their work environment had negatively impacted their mental well-being.

Internal mobility benefits both your company and your employees.  It helps boost retention by providing career growth within your organization and as a result drastically reduces recruiting costs. Younger generations seek a steady pace of career growth, and unlike older generations who stayed many years with one employer, will hop jobs to achieve that growth.  This can be prevented by providing those opportunities internally.

Employee Appreciation Day is this Friday, March 1^st. Do you know what makes your employees feel appreciated? It might differ by generation according to a new report by Talent LMS.

Many organizations are grappling with the challenge of retaining top talent as voluntary turnover rates continue to rise. Factors such as low unemployment, a scarcity of skilled labor, and an increase in vacant roles have empowered employees with a plethora of employment choices. In response to this trend, it becomes imperative for businesses to develop and implement effective talent retention plans.

As the new year unfolds, with research indicating increased restlessness among employees, retention is front of mind on HR directors and leadership. The Conference Board CHRO Confidence Index and a survey by esphr by WorkNest highlight growing concerns about retention, putting HR directors in the spotlight.

AON, a leading global professional services firm, announced the results of its 2023 Global Risk Management Survey which gathered input from almost 3,000 risk managers, C-suite leaders, and other executives from 61 countries and territories to identify their most-pressing business challenges. The 2023 edition of Aon's biennial survey found that human capital issues are no longer simply a "people problem," but a key business risk that is fueled by rising health care costs,...

Showing gratitude in the workplace is the secret sauce for creating a positive and productive workplace. It's not just a fluffy feel-good thing – it's a game-changer that boosts everyone's mood, amps up team spirit, and helps the whole crew stay strong when things get crazy. Every employee deserves recognition for their contributions.  Doing so will foster a supportive team environment characterized by kindness and gratitude. As the old saying goes, “A simple...

With remote work and the new reality of the workplace since the pandemic, employee loneliness has grown dramatically. Studies show that loneliness brings health problems, reduced productivity, turnover, and burnout. A BetterUp report demonstrates how the pandemic fractured workplace relationships — with 43% of respondents saying they don’t feel a connection to their coworkers.  Some 38% said they don’t trust their coworkers, and 22% said they don’t have a single...

In the competitive landscape of the modern job market, companies are constantly looking for innovative ways to attract and retain top talent. While traditional benefits like health insurance, retirement plans, and paid time off remain essential, forward-thinking companies are now exploring unique and creative perks to stand out.

New survey data from Wiley suggests workers are far less likely than their managers and senior-level executives to feel psychologically safe taking risks at work. The findings from the latest Wiley Workplace Intelligence report show a particularly wide gap between individual contributors and executives, which could lead to lower trust, engagement, and productivity in the workplace.

Research from Payscale revealed that the health of an organization in terms of its prospects has emerged as the foremost motivator driving employees to seek new job opportunities.  Payscale’s Retention Report delves into the primary reasons behind employee attrition and the influence of pay transparency. The research findings reveal intriguing insights into the dynamics of the modern workforce.

According to a recent ADP Research survey, 40% of respondents now place career advancement on their priority list, marking a substantial increase from the previous year's 23%. In fact, it surpassed the importance of flexible working hours.