While employee burnout is on a slow decline, it remains a significant concern within the U.S. workforce, according to the latest research from Eagle Hill Consulting. The study reveals that currently, 45% of employees report experiencing burnout, which is a decrease from the 49% reported in August 2022 and an even more significant decline from the 58% recorded in August 2020. However, younger workers, at 52%, and women, at 48%, still report the highest levels of burnout.

A recent study conducted by ResumeBuilder.com sheds light on the prevalent issue of dishonesty in the hiring process. The survey, which gathered responses from over a thousand hiring managers, revealed that 36% of these professionals acknowledge engaging in deceptive practices when recruiting candidates.

Half of your employees are looking to leave. Yes, we said half.  50%. This is according to the 2023 Global Workplace Status report.  Is your organization a victim of this statistic? You might not know until it’s too late.

From "Bare Minimum Mondays" to "Put Your Boss on Blast on TikTok Fridays," there's a bold new trend called loud quitting. Instead of resorting to quiet disengagement, employees are now using social media as a platform to voice their frustrations and announce their resignations in a very public manner. This new trend affects workplace morale, productivity, and employer reputation. 

About half of workers are not fully engaged in their jobs, according to a study conducted by Gallup. This means they are only doing the minimum required to get by – not good for employers. This drop in employee engagement has happened two years in a row. But why?

It just takes one bad apple…so the saying goes. One negative employee can have a significant impact on the work environment and the morale of other employees. Here are some ways in which a negative employee can affect work:

Employee compensation is a critical factor in employee retention. When employees feel that they are being fairly compensated for their work, they are more likely to stay with their current employer. However, compensation is not just about salary, but also includes benefits, incentives, and other forms of rewards.

The Great Resignation and quiet quitting are among the workplace trends ignited by one common theme: a lack (or perceived lack) of care for employees. MetLife’s 21st annual U.S. Employee Benefit Trends Study (EBTS) reveals feeling ‘cared for’ at work is a key driver of employee health and happiness, which are strongly connected to employee productivity and job loyalty. Yet the study found nearly half of today’s employees (42%) don’t feel cared for by their...

Recent layoffs in the tech industry have intensified a climate of toxicity in tech companies according to 45% of employees, a new research report by TalentLMS and Culture Amp reveals. Employees are holding their leaders liable for the toxic work culture in their companies.

A Stanford professor of organizational behavior makes an interesting observation about certain employer lay off practices. He believes when certain industries start laying off employees in anticipation or reaction to a perceived business downturn that in many are just copying off one another rather than reducing their workforce by necessity.

Toxic work culture is the number-one reason employees leave jobs and is the cause for many employee health issues. A toxic workplace is an environment where employees are subjected to harassment, discrimination, or bullying. It can also be a place where the employee is micromanaged or has a hostile work environment. Employees often feel unsafe or uncomfortable causing stress, anxiety, and depression.

Employee development is essential for organizational success and long-term sustainability. Organizations that invest in employee development initiatives can expect to see increased productivity and improved morale.

In a world where the labor participation shortage is not going away, employers are looking for real ways to drive productivity, performance, retention of talent, and new strategies for attracting incoming generations. Just paying employees more is not driving major improvements and may not be financially sustainable over time. What else can be done?

Due to inflation, 78% of employees want more support from their companies, and getting financial wellness benefits at work is important to 77% of U.S. employees across industries, according to a new survey from TalentLMS.

One of the top five reasons employees leave jobs is because they don’t like their immediate boss. So, with an estimated 25-40% percent of employees saying they would like to change jobs in 2023, it might be a good time to assess what kind of frontline managers your company has.