Podcasts about big quit

This podcast is brought to you by Deel, the all-in-one global people platform.Deel's fully managed global payroll simplifies international team management. With Deel, you can easily and compliantly pay all worker types in 100+ countries and 200+ currencies. Learn more: https://www.deel.com/?utm_medium=podcast&utm_source=nickday&utm_campaign=ww_aware_branding_nickday_podcast_gp-nickday-mar24_gp_all&utm_content=aware_gp_podcast_gp-nickdayseptrefresh-audio_enWelcome to The HR L&D Podcast, where we explore the intersections of human resources and learning & development with industry leaders. I'm your host, Nick Day, and today, we are joined by Annette Andrews, a seasoned HR professional with over 25 years of experience in senior HR roles across various industries.Annette is currently the CEO of Acaria Coaching & Consulting and serves as a Non-Executive Director for several organisations. Her impressive career includes roles as the Chief People Officer at Lloyd's of London, HR Director at Ford, and holding a number of senior HR positions at Lloyds Banking Group.Annette joins me today to dive into the pressing issue of employee retention and engagement in the era of the "Big Quit". Key Learnings:Proactive Retention Strategies: Address ‘Big Quit' challenges with tailored growth opportunities and improved work-life balance.Conscious Leadership: Empathy, active listening, and transparent communication are crucial for enhancing engagement.Psychological Safety: A safe work environment encourages open communication, reducing turnover.Tech Integration in HR: AI and tech streamline HR processes, personalize employee experiences, and improve retention.Strategic HR Role: HR should actively influence business outcomes, aligning retention and development with company goals.Find your ideal candidate with our job vacancy system: https://jgarecruitment.ck.page/919cf6b9eaSign up to the HR L&D Newsletter - https://jgarecruitment.ck.page/23e7b153e7Connect with Annette: https://www.linkedin.com/in/andrewsannette/Connect with Nick Day:LinkedIn: https://www.linkedin.com/in/nickday/Of course, if you are an HR or L&D professional listening to this podcast and you have an HR, HRIS or L&D related vacancy that you would love some specialist HR recruitment support with – please also get in touch with me! I would love to help show you what a great HR recruitment experience feels like! You can reach out to me directly at nick@jgarecruitment.com or give me a call – 01727800377.Thanks for listening folks – I look forward to bringing you the next episode of the HR L&D Podcast real soon!(00:00) Introduction: Meet Annette Andrews(02:17) Employee Retention & Engagement in the 'Big Quit'(05:12) Conscious Leadership & Workplace "Stickiness"(07:45) Building a Growth Mindset (09:59) Psychological Contracts:...

In this episode of Just Press Record, I've brought together two incredible minds who've never met before and an incredibly inspiring conversation ensued. Meet Dr. Hal Hershfield, the future self guru from UCLA, and Julia Carreon, a thought-leader in finance and technology. We dive deep into how we see what Hal's research calls our "future selves" and why it matters. Julia shares her journey of quitting a high-profile job to pursue a passion project, and then pivoting again. Hal breaks down the psychology behind these big life decisions, and we explore how generations from Boomers to Gen Z are reshaping the workplace. We tackle some heavy topics too, like the challenges women face in male-dominated fields and how to bridge the gap between generations in family businesses. But don't worry, we keep it light with some unexpected detours into pop culture (who knew a cartoon dog named Bluey could teach us so much about society?). Whether you're plotting your next career move, trying to understand your kids (or your parents), or just love a good conversation about human nature, this episode's got something for you. So grab a drink, press play, and let's get curious together!

#quittok, #quitmyjobwithme sind auf Tiktok bekannt geworden: User filmen sich, wie sie bei Vorgesetzten anrufen und kündigen, oder berichten davon. Unsere Hosts Bo und Gregor wollen herausfinden, was an diesem Trend dran ist und ob mehr dahintersteckt. #Arbeitsmarkt #Generationen #Trend #Phänomen #SocialMedia #Tiktok**********HörtippHier gehts zum Hörsaal "Degrowth: Muss eine Wirtschaft immer wachsen?"**********In dieser Folge:00:02:15 - Ab in den Tiktok-Feed: Quittok vs. Quiet Quitting00:08:22 - Thesencheck: Was Quittok über die Gen Z am Arbeitsmarkt zeigt (und zeigen kann)00:14:15 - Für alle Generationen: Vom Arbeitgeber- zum Arbeitnehmermarkt, UND: trotzdem Layoffs00:19:37 - Unser Fazit**********Die Quellen zur Folge:Statistik US-Bureau of Labor zu the "Big Quit"DIHK Report 2023/2024 (Stichwort "Fachkräfteengpässe in Deutschland")**********Habt ihr auch manchmal einen WTF-Moment, wenn es um Wirtschaft und Finanzen geht? Wir freuen uns über eure Themenvorschläge und Feedback an whatthewirtschaft@deutschlandfunknova.de.**********Den Artikel zum Stück findet ihr hier.**********Ihr könnt uns auch auf diesen Kanälen folgen: Tiktok und Instagram.

David does The News.

#THEBIGQUIT Episode 76 of Pearls & Politics Podcast features my amazing ACE and glass ceiling shatterer Latoya Isom! Latoya talks to us about everything from sister locks in the workplace to her life changing decision to step out on faith and quit corporate America in her pursuit of true purpose. Latoya and I have a candid and transparent discussion about professional, black women in America and mastering a role only to awaken one day and act on that inner voice telling you that God has more for you than where you are right now! WHEW!Join us on Youtube and everywhere podcasts are heard for this powerful and inspiring Episode!Please don't forget to like, love, share and SUBSCRIBE!FB: @pearlsandpoliticspodcastIG: @pearlsandpoliticspodcastTwitter: @Pearls_PoliticsTikTok: @pearlsnpoliticspodcastwebsite: www.thepearlsandpoliticspodcast.comemail: hello@thepearlsandpoliticspodcast.com#pearls #politics #podcast #ESTL #89Blocks #blackexcellence #blackwomen #blackgirlmagic #blackprofessionalwomen #IQuit #Spotify #iHeartRadio #Audible #RadioPublic #apple #iHeartRadio #googlepodcast #Youtube #AKA #AKA1908 #D9 #NPHCSupport this podcast at — https://redcircle.com/pearlsandpolitics/donations

In this episode of the Break the Wheel, host David Murray and guest Lauren Koester, a People Leader Expert, discuss various topics related to the workplace and HR. They start by discussing the desire for a four-day workweek and the importance of finding a job that aligns with one's values and brings happiness.They also delve into the issue of gender disparities in healthcare expenses, with women paying significantly more than men. Lauren emphasizes the need for fair healthcare packages and the inclusion of additional benefits to ease the financial burden.The conversation then shifts to Lauren's experiences as an HR professional and the importance of empathy, transparency, and authentic communication in the workplace. She highlights the misconception that HR is solely focused on the company's interests and emphasizes the need for HR to advocate for employees while considering the bigger picture.They also discuss some juicy topics in the segment "Break the Wheel or Break a Heel," where they discuss what topics are appropriate for workplace conversations, and "Horror Story of the Week," where Lauren shares a story about offer letters being sent without being countersigned.Overall, the episode provides valuable insights into the world of HR, emphasizing the importance of employee happiness, effective communication, and fair treatment in the workplace."I truly believe that the people, teams and HR teams are completely driven by employee happiness. So if our employees are leaving or employees are complaining, we're not doing a good job.” - Lauren KoesterTimestamps:00:00 - Introduction01:25 - The Big Quit in France02:02 - Job Satisfaction and Career Paths03:39 - Four-Day Work Week Discussion04:07 - Long work hours lead to less productivity.04:48 - HR News Flash: Gender Disparity in Healthcare Costs08:14 - Reality Check: Authentic, honest communication is essential in HR.11:19 - Effective leaders embrace receptivity, openness, and uncertainty.14:01 - Misconceptions about HR14:49 - Internal communication importance and impact on employees.17:13 - The Potential of HR Leaders as CEOs19:07 - Workplace Conversations: What's Okay to Discuss28:22 - Ikea's Workforce Reskilling Initiative 31:08 - HR Wisdom: The Importance of Communication34:01 - What Should I Have Done: Hostile Work Environment37:32 -HR Horror Story: Offer Letters Not Countersigned40:01 - Wobbly Wheel of the Week: TikTok's Performance Reviews41:43 - Water Cooler Whispers: Return to Office Rumors43:03 - HR Speak Funny: Golden Parachute46:24 - Cheers to Change: Labor Department proposes raising overtime pay threshold.You can also watch Break the Wheel on Youtube:https://www.youtube.com/@ConfirmHRConnect with Lauren Koester:LinkedIn: https://www.linkedin.com/in/lauren-piazza-koester-8b28695/Connect with Confirm:Website: https://www.confirm.com/Connect with David Murray, host:LinkedIn: https://www.linkedin.com/in/dimurray/Be updated and know the latest in the world of HR ?Join our Weekly...

The Great Resignation is still a U.S. problem, if not a global issue as we continue in recessionary times, according to the Department of Labor's (DOL) and Bureau of Labor Statistics (BLS) economic outlook reports. The Great Resignation, also known as the Big Quit and the Great Reshuffle, is an ongoing economic trend in which employees have voluntarily resigned from their jobs en masse, beginning in early 2021 in the wake of the COVID-19 pandemic. As an inter-disciplinarian within both the workforce management industry for 20 years as an executive expert and as a college professor, Dr. Amy Keely says that psychology is the actual pressure behind the Great Resignation, which is generationally driven based on (i) ‘voluntary mandatory overtime,' (ii) COVID, (iii) educational failures, iv) entitlement, (v) social media, and (vi) governmental workforce tampering as a disrupter force. Join UnScripted as we talk with Professor Amy Keeley about our economic times as we take a different road in this episode.  It is unike any episode we have done before.

Dr. Helen Ofosu has been practising Industrial / Organizational Psychology (also known as Work or Business Psychology) in the public and private sectors for over 20 years. In addition to Career and Executive Coaching, her specialties include assessing and developing leadership skills and navigating the complex issues of workplace bullying, harassment, equity, diversity and inclusion.In 2012, she founded I/O Advisory Services, a practice where she offers Executive and Career Coaching, HR Consulting, and some speaking and training.On February 23, 2023, her first book How to be Resilient in Your Career: Facing Up to Barriers at Work by Dr. Helen Ofosu will be published by Routledge.https://theresilientcareer.com/https://www.facebook.com/IOAdvisoryServices/https://www.linkedin.com/in/helenofosu/https://www.instagram.com/drheleno_ca/https://twitter.com/drheleno_cahttps://www.youtube.com/user/ioadvisory

In this episode, Rachel and Stuart have an amazingly engaging and informative conversation with Dr. Merrylue Martin, a Fortune 50 senior executive, educational administrator, management consultant, business owner, and the author of The Big Quit Survival Guide.  Merrylue brought an expert level of insight into such workplace quandaries as:  how a leader can balance empathy with the need for accountability; the formula that explains the recent quite quitting phenomenon; and the new people leader paradigm.  Trust us . . . you will regret it if you miss this episode.  LINKS TO MERRYLUE:LinkedInWebsiteThe Big Quit Survival GuideFor additional management resources and information, please visit us at:  https://managementworksmedia.com You can email us at:  managementworks@managementworksmedia.com If you would like to help keep our show running through a donation of your choosing, please visit our Patreon page. As an Amazon affiliate, Management Works earns from qualifying purchases.Venture Europepersonal conversations with the entrepreneurs and investors reshaping our futureSupport the show

This week, Tony and Fingers reviewed the Big Sky Bitterroot cigar and Black Saddle 12 Year Old Bourbon Whiskey. Tony Katz and Fingers Malloy (http://eatdrinksmokeshow.com) host Eat! Drink! Smoke! (http://facebook.com/eatdrinksmoke) recorded live at Blend Bar Cigar (http://blendbarcigar.com) in Indianapolis, IN. Topics this week include; 'Rent-a-chicken' service gives you a coop, complete with birds, for your own farm-fresh eggs. This is America's most popular grocery store right now. Netflix is hiring a flight attendant for one of its private jets—and the job pays up to $385,000. Gen Z and millennials are leading ‘the big quit' in 2023. All that and much more on episode 221 of Eat Drink Smoke. More on the Big Sky Bitterroot cigar; Size: 6X54 Origin: Esteli, Nicaragua Wrapper: Habano Binder: Nicaragua Filler: Nicaragua Follow Eat! Drink! Smoke! Twitter: https://twitter.com/GoEatDrinkSmoke | @GoEatDrinkSmoke Facebook: https://www.facebook.com/eatdrinksmoke | @eatdrinksmoke IG: https://www.instagram.com/eatdrinksmokepodcast | @EatDrinkSmokePodcast The Podcast is Free! Click Below! On Apple Podcasts (http://bit.ly/eatdrinksmoke) On Amazon Music (https://music.amazon.com/podcasts/09697f78-947d-4008-92f6-18f6b241774a/Eat-Drink-Smoke) On Stitcher (https://www.stitcher.com/show/eat-drink-smoke) On Spotify (https://open.spotify.com/show/6Qf6qSmnpb5ctSMEtaB6lp)

COVID accelerated changes in how we work, commute, and view careers and success. 2020 and beyond was known as the Great Resignation with companies struggling with staffing, brain-drain, and losing out on the talent war. In this episode, we will discuss with Merrylue the top tools, tactics and strategies for managing, hiring, and retaining top talent. Check out her resources at https://www.bigquitsurvivalguide.com Thank you to our Sponsor, CityVest: https://bit.ly/37AOgkp Please take a moment to check out our affiliate, Doc2Doc Lending: https://doc2doclending.com/financialfreedomforphysicians Follow our YouTube channel: https://www.youtube.com/chL1357

At the start of the year, a survey from the National Education Association revealed that more than 50% of teachers were thinking about leaving their jobs. And now teachers are quitting en masse. We’ll discuss what this could mean for classrooms nationwide. Also, the case of disgraced Theranos founder Elizabeth Holmes is coming to a close. Plus, the moral quandary of World Cup 2022. And, we’ll play a round of Half Full/Half Empty! Here’s everything we talked about today: “Empty Classrooms, Abandoned Kids: Inside America’s Great Teacher Resignation” from The New York Times “Elizabeth Holmes Sentenced to More Than 11 Years in Prison: Live Updates” from The Wall Street Journal “Qatar Bans Beer Sales at World Cup Stadiums” from The New York Times “How Ticketmaster came to dominate live events (and incur the wrath of Taylor Swift fans)” from Marketplace “Ticketmaster's Parent Company Said to Face Justice Department Investigation” from The New York Times “What Silicon Valley’s boom-and-bust history tells us about its latest slowdown” from Marketplace “There’s a hiring boom for diversity and inclusion managers. And the jobs have high turnover.” from Marketplace “American workers are bummed out” from Marketplace We can't do this show without you. Keep sending your comments and questions to makemesmart@marketplace.org or leave a voice message at 508-U-B-SMART.

At the start of the year, a survey from the National Education Association revealed that more than 50% of teachers were thinking about leaving their jobs. And now teachers are quitting en masse. We’ll discuss what this could mean for classrooms nationwide. Also, the case of disgraced Theranos founder Elizabeth Holmes is coming to a close. Plus, the moral quandary of World Cup 2022. And, we’ll play a round of Half Full/Half Empty! Here’s everything we talked about today: “Empty Classrooms, Abandoned Kids: Inside America’s Great Teacher Resignation” from The New York Times “Elizabeth Holmes Sentenced to More Than 11 Years in Prison: Live Updates” from The Wall Street Journal “Qatar Bans Beer Sales at World Cup Stadiums” from The New York Times “How Ticketmaster came to dominate live events (and incur the wrath of Taylor Swift fans)” from Marketplace “Ticketmaster's Parent Company Said to Face Justice Department Investigation” from The New York Times “What Silicon Valley’s boom-and-bust history tells us about its latest slowdown” from Marketplace “There’s a hiring boom for diversity and inclusion managers. And the jobs have high turnover.” from Marketplace “American workers are bummed out” from Marketplace We can't do this show without you. Keep sending your comments and questions to makemesmart@marketplace.org or leave a voice message at 508-U-B-SMART.

In today's Work Matters, host Thomas Bertels welcomes Niels Pflaeging. Niels is a well-known speaker, consultant, and author of "OpenSpace Beta" and "Leading with Flexible Targets."His open-source Beta Codex Network grew out of the Beyond Budgeting movement and expanded into a broader framework to drive transformation from alpha - top down, command and control - towards beta - decentralized, cell-based, agile ways of working.He discusses the proliferation of outdated management models and how the underlying mental models hinder an organization's ability to make change.From there, Niels unpacks what we can learn from pioneers such as Southwest, Toyota, and Handelsbanken. And lastly, he puts Beta in the context of "The Big Quit" and shares how command and control models stifle potential, human motivation, and the joy of work. He reveals how management's role is to create conditions for work to succeed and that leadership functions best when it hires great people - and gets out of the way.

Sir William and Powerful Eric discuss porn recovery, St. Louis Shooting, Elon Musk Twitter Purchase, Eric's new "THINK BIG" book and the new free "Endeavor to Quit" Facebook recovery group. RECORDED LIVE!Join my new FREE Facebook porn recovery group called "Endeavor to Quit". click link here: https://www.facebook.com/groups/2242429205900971

DIS/Honorable Mentions JH:HM: gabriel iglesias netflix special, stadium fluffyHM: nissan foundationHM: NABJLA Boardm: kanyeTAhm: Give Rihanna her Oscar!  RIHANNA LEADS THE BLACK PANTHER: WAKANDA FOREVER SOUNDTRACK WITH NEW ORIGINAL SONG “LIFT ME UP”Black History is Happening Every DayTina Fabrique -  you may not know the name, but you surely know the voice. Take a listen.Our Sponsor This WeekLumi Labs Microdose GummiesOur show this week is sponsored by Microdose Gummies. Microdose Gummies deliver perfect, entry-level doses of THC that help you feel just the right amount of good. To learn more about microdosing THC, go to Microdose.com and use code: FANTI  to get free shipping & 30% off your first order. Go ahead and @ usEmail: FANTI@maximumfun.orgIG@FANTIpodcast@Jarrett Hill@rayzon (Tre'vell)Twitter@FANTIpodcast@TreVellAnderson@JarrettHill@Swish (Senior Producer Laura Swisher)FANTI is produced and distributed by MaximumFun.orgLaura Swisher is senior producer Music: Cor.eceGraphics: Ashley Nguyen

The Great Resignation, also known as the Big Quit, is an economic trend in which employees voluntarily resign from their jobs en masse, beginning in early 2021, primarily in the United States. It has been said the trend is in response to the COVID-19 pandemic, the American government refusing to provide necessary worker protections, and wage stagnation despite a rising cost of living. Some economists have described the Great Resignation as a kind of general strike while discussing Striketober, a wave of strikes in October 2021.Sign up for a free 30-day trial of the SNS Global Report - The world's most reliable source of advanced information at the intersection of technology and the economy for 25 years. https://www.stratnews.com/subscribe/

After inspiring retail pride on a global scale, author and industry legend Ron Thurston is bringing his passion and perspectives on the road...literally. He has been traveling the U.S. in an airstream, stopping in different towns and sitting down with the people powering retail stores.   He took time out of his adventure to sit down for this episode of Retail Remix. Listen in and learn:   What's really happening in retail across the U.S. (and beyond big cities);   How to combat “the Big Quit” and create a culture of listening, learning and improving; and    Technologies Ron believes are helping improve alignment and engagement from HQ to the store.   RELATED LINKS  Listen and subscribe to ‘Retail in America'   Connect with Ron Thurston on LinkedIn

"Quiet quitting" has been getting a lot of attention of late. So many young people have been rejecting “hustle culture”, which puts work at the centre of a person's life and can lead to burnout. On this podcast, we've talked about a lot of factors affecting young workers and their mental health in recent times. It's pretty well established that the Covid pandemic was a game changer, in that flexible working models became the norm and everybody started reassessing their priorities in life.  We've seen the Big Quit, also known as the Great Resignation, and the Tang Ping movement in China too. And “quiet quitting” is not dissimilar. Is that like slipping out the back door? Is quiet quitting a good thing? In under 3 minutes, we answer your questions ! To listen to the latest episodes, click here: How is the #Periodsomnia campaign helping to close the period sleep gap? What is the windscreen phenomenon? How can I limit the effects of sugar on my health? A podcast written and realised by Joseph Chance. In partnership with upday UK. Learn more about your ad choices. Visit megaphone.fm/adchoices

The StclairSpeaksshow is an interview format podcast show where I highlight and showcase professionals in business from across the world, we discuss topics from within their industry expertise and dive into their backstory on how they got to where they are today. http://thestclairspeaksshowpodcast.com/ About the guest Merrylue Martin is a celebrated leadership strategist specializing in talent retention. As a Fortune 50 senior executive, management consultant, and business owner, she has extensive experience in delivering real-world processes that engage and retain top performers. In addition to earning her doctorate in Organizational Leadership, Merrylue is a graduate of the prestigious Women's Leadership program at the Wharton School of the University of Pennsylvania. Merrylue's decades of research have resulted in the practices that directly drive an employee's decision to stay or leave an organization. She has leveraged that work in her recent best-selling book, 'The Big Quit Survival Guide' which gives leaders practical ideas and tools to win the talent war. When not working with people leaders, Merrylue enjoys dabbling in her art studio and attending concerts and musical theatre. She and her husband, James, enjoy being Gram and Gramps to twin girls and a new baby boy. Her primary message to employers wanting to attract and keep employees in this Great New workplace is, "people are people, first, and your employees second." We can't solve a human being issue with an organizational solution. Contact info: https://www.linkedin.com/in/merryluemartin/ https://www.bigquitsurvivalguide.com/ https://www.facebook.com/MerrylueMartinAuthor https://www.amazon.com/kindle-dbs/entity/author/B09TJNSRGF?_encoding=UTF8&node=283155&offset=0&pageSize=12&searchAlias=stripbooks&sort=author-sidecar-rank&page=1&langFilter=default#formatSelectorHeader --- Support this podcast: https://anchor.fm/stclairspeaksshow/support

On this episode of SPS, our resident financial guru sits down with Pamela to discuss the so-called Great Resignation, or “Big Quit”. They take up the concerns over birth rates & mental illness, as well as how social democratic policies naturalize the crisis of capital. In the second half of the episode, Pamela interviews Andy Gittlitz, cohost of the Antifada podcast and author of I Want to Believe: Posadism, UFOs and Apocalypse Communism. They discuss the trajectory of the millennial left, from the anti-war movement, through Occupy to BLM; and the obstacles to building an independent political party on the left. Links: Erin Hagood on Antifada Podcast (March 16, 2022) - https://fans.fm/p/21V7vzkhttps://fans.fm/p/21V7vzk
 Crisis in Ukraine, Platypus NYC - https://youtu.be/Uyoe5ml05LQ Chris Cutrone, "Dogmatization and Thought Taboos on the Left" in sublationmag.com (July 1, 2022) - https://www.sublationmag.com/post/dogmatization-and-thought-taboos-on-the-left Links from Andy Gittlitz - https://www.sm28.org/articles/on-the-war-in-ukraine-and-the-socioeconomic-struggles-to-come/ - https://www.patreon.com/theantifada - https://www.plutobooks.com/9781786806208/i-want-to-believe/ Conrad Hamilton, "Abortion, Capitalism, and Demographic Control" in sublationmag.com (May 17, 2022) - https://www.sublationmag.com/post/abortion-capitalism-and-demographic-control John D'Emilio, “Capitalism and Gay Identity” from Powers of Desire: The Politics of Sexuality, eds. Ann Snitow, Christine Stansell, Sharon Thompson (New York, 1983) - https://platypus1917.org/wp-content/uploads/readings/demilio_captialismgayid.pdf SPS is hosted by Pamela and Andreas, with original tracks by Tamas Vilaghy, and editing assistance by Michael Woodson and Tamas Vilaghy. Our Sh-t Platypus Does team is Lisa M. and Rebekah P. To learn more about Platypus, go to platypus1917.org

A company's greatest asset is its people. It does not matter how innovative your product or services are; the people who stand behind the products and services interact with the customer and continue to innovate to move a company forward. In March 2020, as companies struggled to move their workforces remotely, employers also faced “The Big Quit”. As a result, many companies struggled to retain employees, but those companies that forged a collaborative and flexible culture thrived. In this episode, we look at how one company in the digital marketing/technology sector shifted their workforce, developed a great company culture and rose to the top of its market segment by encouraging employees to contribute and collaborate.

A company's greatest asset is its people. It does not matter how innovative your product or services are; the people who stand behind the products and services interact with the customer and continue to innovate to move a company forward. In March 2020, as companies struggled to move their workforces remotely, employers also faced “The Big Quit”. As a result, many companies struggled to retain employees, but those companies that forged a collaborative and flexible culture thrived. In this episode, we look at how one company in the digital marketing/technology sector shifted their workforce, developed a great company culture and rose to the top of its market segment by encouraging employees to contribute and collaborate.

The StclairSpeaksshow is an interview format podcast show where I highlight and showcase professionals in business from across the world, we discuss topics from within their industry expertise and dive into their backstory on how they got to where they are today.http://thestclairspeaksshowpodcast.com/https://www.linkedin.com/in/yahavystclair/About the guestMerrylue Martin is a celebrated leadership strategist specializing in talent retention. As a Fortune 50 senior executive, management consultant, and business owner, she has extensive experience in delivering real-world processes that engage and retain top performers. In addition to earning her doctorate in Organizational Leadership, Merrylue is a graduate of the prestigious Women's Leadership program at the Wharton School of the University of Pennsylvania.Merrylue's decades of research have resulted in the practices that directly drive an employee's decision to stay or leave an organization. She has leveraged that work in her recent best-selling book, 'The Big Quit Survival Guide' which gives leaders practical ideas and tools to win the talent war.When not working with people leaders, Merrylue enjoys dabbling in her art studio and attending concerts and musical theatre. She and her husband, James, enjoy being Gram and Gramps to twin girls and a new baby boy.Her primary message to employers wanting to attract and keep employees in this Great New workplace is, "people are people, first, and your employees second." We can't solve a human being issue with an organizational solution.Watch the full interview here: https://youtu.be/8zjbcGMUfBwMerry Lue contact info:https://www.linkedin.com/in/merryluemartin/https://www.bigquitsurvivalguide.com/https://www.facebook.com/MerrylueMartinAuthorhttps://www.amazon.com/kindle-dbs/entity/author/B09TJNSRGF?_encoding=UTF8&node=283155&offset=0&pageSize=12&searchAlias=stripbooks&sort=author-sidecar-rank&page=1&langFilter=default#formatSelectorHeader See acast.com/privacy for privacy and opt-out information.

Are you tired of low pay, long commutes, lots of stress and feeling unappreciated and unfulfilled? Maybe it's time to quit your job! Many Americans are doing just that. It's being called "The Great Resignation." The post-pandemic exodus of workers moving away from unfulfilling jobs in search of an opportunity that gives them a sense of purpose and personal satisfaction. Nikki and Malone talk with a career coach as well as a positive psychology expert to help you decide whether it's time to give notice.New episodes come out every Thursday.Call Me Curious is available now on Apple Podcasts, Amazon Music, Spotify or wherever you listen. You can listen ad-free by subscribing to Wondery Plus in Apple Podcasts or the Wondery app.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Mucho se ha hablado en Puerto Rico y en los Estados Unidos sobre “Big Quit”, o el “Gran Renunción”, como yo le llamo acá en la “Isla del Espanto”. Pero, los mercados de empleo no son monolíticos, y mucho menos estáticos. Lo que sí son es predecibles. La semana pasada el gobierno de Puerto Rico anunció una nueva legislación para propiciar el empleo de personas de la tercera edad. A mí no me sorprendió en nada. Mucho tardaron. Después de todo, nuestros legisladores son incapaces de producir nada nuevo. Y eso del empleo de personas de la tercera edad no es más que un refrito de una idea que se implantó en la década de los 80s en Nueva York luego de la gran emigración causada por la debacle económica de la ciudad en aquella época. De repente encontraron que la gente en edad productiva y reproductiva se habían marchado del Estado y no contaban con el talento necesario para llenar los puestos de trabajo. ¿Qué tuvieron que hacer? Ir en busca de los retirados. En Puerto Rico está sucediendo lo mismo, pero por razones muy distintas. Desde mediados de la década de los 90s las distintas administraciones han venido implantando políticas de empleo desacertadas que han ido minando la fe del empleado en la economía. Eso ha causado una emigración masiva de la gente en edad productiva y reproductiva que ha tenido el efecto de elevar la mediana de edad a los 42 años. Despidos, deformas laborales, legislación antiobrera y ahora una pandemia se han combinado para ahuyentar al trabajador, y a la vez convencerle de que hay otras maneras de ganarse la vida sin estar a expensas de los vaivenes políticos y las torpezas gubernamentales. Hace unos años trataron de atraer a los miles de médicos que han abandonado la Isla. No le funcionó. Ahora pretenden atraer a los retirados. A los mismos que empujaron al retiro prematuro con la ley 7 de Luis Fortuño y luego de redujeron los beneficios de retiro mediante la Junta de Control Fiscal. Ah, y a los pocos que no se retiraron le redujeron todos los beneficios adquiridos mediante una llamada “reforma laboral”, que fue más bien una “deforma laboral”.

¿Pues sabes qué? No le va a funcionar. ¿Sabes por qué? Porque mucha de esa gente ya no están en Puerto Rico. Se fueron cuando el gobierno los botó. Ahora viven en los Estados Unidos con sus hijos y familiares. Han hecho vidas nuevas y no se le ha perdido nada en Puerto Rico.   La idea del Empleo De Personas De La Tercera Edad es buena en términos económicos. El problema es que va a contrapelo del comportamiento que ha exhibido el gobierno durante los pasados 40 años y de la realidad histórica que viven los puertorriqueños. Y, como aprendí de uno de mis profesores de historia en la universidad: “a la historia no se le da hacia atrás”. El Empleo De Personas De La Tercera Edad funcionaría si el gobierno no hubiera sido tan ruin con los trabajadores. Funcionaría si la gente pudiera confiar en el gobierno. Funcionaría si no estuvieran viviendo en otro lugar. Y, funcionaría si no estuvieran haciendo otra cosa. El empleo de personas de la tercera edad no va a funcionar porque muchos de nuestros retirados ya pasaron la página. Y no va a funcionar porque los tecnócratas que crean estas leyes en el vacío no entienden que hay personas para las que la vida es mucho más que dinero. Así que de eso es que vamos a hablar hoy. Por un lado vamos a desbancar 7 mitos sobre el empleo de personas de la tercera edad, y por el otro vamos a ver por qué —a pesar de que estas personas ciertamente son empleables— no van a caer de bobos en esta nueva artimaña del gobierno. OTROS EPISODIOS QUE TE PUEDEN INTERESAR: ¿Cuán Fugaz Es Tu Data? La Propiedad Intelectual y los Nuevos Medios Desnudos Ante El Mundo Seguridad Industrial, Salud Ocupacional y Tecnología La Tecnología Al Servicio De La Historia ©2022, Orlando Mergal, MA _________________ El autor es Experto En Comunicación Corporativa (Lic. R-500), Autor de más de media docena de Publicaciones de Autoayud...

Maybe you love your job. Or maybe you spend an alarming amount of time crying in the loo/working in the evenings to meet deadlines/feeling under-appreciated and trapped/hoping meditation will sort it all out. If you are constantly teetering on the brink or staring into the overwhelm – well we have a guest for you. Anniki Sommerville is an author and journalist, podcaster and woman familiar with… the edge. She ditched her toxic work environment, set about finding that elusive life-work balance and has written a book, The Big Quit, to help us all do the same. We talk about how to tame your inner arsehole, why ‘dream jobs' might not exist and the perils of anti-chafing pants... Click Here for The Big Quit Learn more about your ad choices. Visit megaphone.fm/adchoices

Merrylue Martin, President, CEO, The Job Joy Group, People Leadership Consulting. Author, The Big Quit Survival Guide, new rules of engagement you need to overcome the Great Resignation. https://bigquitsurvivalguide.com

Have you wanted to work in the news media? Well, the word from Ken Lemon — TV reporter and 30-year veteran of the news industry — is that The Great Resignation (aka The Big Quit) had a notable impact on them, too, and there are plenty of openings. Continue Reading

Have you wanted to work in the news media? Well, the word from Ken Lemon — TV reporter and 30-year veteran of the news industry — is that The Great Resignation (aka The Big Quit) had a notable impact on them, too, and there are plenty of openings. Continue Reading

The Great Resignation, also known as The Big Quit, is an ongoing economic trend in which employees quit their jobs in search of higher pay and a promise of better opportunities. But has this actually been the case? Jumpstart HR consultant Devin Fruzyna joins Sommer to discuss why many employees currently regret quitting their jobs and how small businesses can adjust their recruiting process to remain competitive and hire the best talent in this new environment. Sommer and Devin also share their thoughts on the pros and cons of assessments during the recruitment process. Tune in to learn when employment assessments are appropriate, their impact on the talent acquisition process, and how to set your hiring team up for success. Key Takeaways Intro (00:00) Why so many employees regret quitting their jobs (03:13) How to adjust your recruitment process to hire the best candidates (06:07) Talent acquisition strategies for small businesses during The Great Resignation (11:44) The pros and cons of assessments in the recruitment process (19:35) One important thing to consider when doing assessments for candidates (26:30) Potential compliance issues to consider when issuing assessments (29:00) Additional Resources

They call it the "Great Resignation" or the "Big Quit". With statistics showing two jobs to every applicant, employers are having to get creative with employee recruitment and retention. When the City of Tallahassee reached out to the Tallahassee Chamber team about getting the word out about job openings, we knew our TalentHub platform would be the perfect tool to host a Virtual Hiring Event. On this week's episode of the Tallahassee Business Podcast presented by The Health Network, Tammy Edwards, City of Tallahassee Human Resources Consultant joins our very own Corrie Melton to talk about the upcoming job fair taking place on June 9.  These virtual hiring events will take place every other month exclusively on TalentHub. Employers looking to hire are encouraged to participate and connect with a number of jobseekers live online. For employers looking to join the virtual hiring event, e-mail Katie Harwood at kharwood@talchamber.com for more information. Job seekers can create their profiles ahead of time and join the event live directly on www.TalentHub2030.com.

Christians say, "we want to do it the way the New Testament shows us to do it." Or more earnestly, "we want to do it the way Jesus said to govern." So just what do history and the New Testament show us? I work through three standard churchly models—episcopal, presbyterian, and congregational—to think with nuance about Christian governance. Also, what about the Big Quit? What's going on? How did a corporate culture play into my own decision?

What really keeps employees loyal to a business? This episode explores everything from trends such as flexible work and evolving benefits packages to the very mindset that drives people to leave. Most important, it covers the practical foundation of success: your unique employee value proposition.

Staffing is the tightest it's been in years, forcing many to you may be focused on keeping their heads above water, not preparing for the future. However, with a little planning, you can set yourself up for future success in the future while also meeting your current needs. Corey Berkey, SVP of People and Talent at Jazz HR, joins the show to share his advice for building your talent pipeline in a candidate's market, bolstering your employer brand, and leveraging technology in your recruiting process. Additional Resources: Order your copy of our book People Operations: Zenefits.com/pops-book Submit your People Ops questions: https://www.zenefits.com/workest/ask-a-question/ On this episode, you'll hear: [00:30] Understanding what a talent pipeline should look like [02:00] The importance of your employer brand [03:30] Managing the candidate experience [04:45] Leveraging technology to build a talent pipeline [06:30] Creating in-person connections with candidates

Why are people quitting their jobs? We break down five big contributing factors, and explore the impact they have on today's workers, executives, and companies. Plus, we continue our weekly feature that makes sense once you hear what it is, the Teeter Beater! Yes, it's a thing.  Link to study: MIT Sloan Management Review - Toxic Culture is Driving the Great Resignation https://sloanreview.mit.edu/article/toxic-culture-is-driving-the-great-resignation/ Connect with Des and Michelle https://cubansooner.com/ Twitter @CubanSooner  https://twitter.com/CubanSooner Instagram @cubanandsooner  https://www.instagram.com/cubanandsooner Facebook @CubanSoonerPodcast https://www.facebook.com/CubanSoonerPodcast

Job shuffles. No cupid.  JOIN US ON THE JOURNEY: INSTAGRAM: @randomeloquencepod WEBSITE: https://anchor.fm/randomeloquencepod EMAIL US: randomeloquencepod@gmail.com Be sure to subscribe and rate us on Apple Podcast, Spotify and everywhere you listen to podcast! --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/randomeloquencepod/support

Recently there's been a dramatic shift in the American workforce: The “Great Resignation.” “The Big Quit.”  In one year, more than 47 millions of people left their jobs. The majority were women. “It is horrible for our economy when millions of women exit the labor force,” says economist Michelle Holder, CEO of the Washington Center for Equitable Growth. While men have regained nearly all the jobs they lost since the start of the COVID-19 pandemic, we're still missing 2 million women. So where have all the women gone? So where have all the women gone? We'll hear Holder's insights, as well as the stories of two working women whose thriving careers were turned upside down by the rigidity — and sexism — built into the American workplace. Guests Kari McCracken, a mother from Lexington, Kentucky. She had a job she loved, and managed close to a hundred employees. Then the pandemic hit. Kiarica Shields single mother of four in Georgia, lost her job as a hospice nurse in the early days of the pandemic, then with schools and child care closed, has struggled to find the care she needs in order to find work. Michelle Holder, economist, CEO Center for Equitable Growth who has been named one of 19 Black economists to watch by Fortune. Author of two books, she recently published an important paper on the impact of COVID-19 on job losses among Black women in America. Resources for Show notes  Handling work-family conflicts: future agenda, International Journal of Manpower, 2017 Work-Family conflict and mental health among female employees, Frontiers in Psychology, 2018 Measuring work-life conflict among low-wage workers, Nichols & Swanberg, 2018 The jingle jangle of work-nonwork balance: a comprehensive and meta-analytic review of its meaning and measurement, Casper et al, 2018 Lower-wage workers and flexible work arrangements, Danziger & Waters Boots, 2008 When work and families are allies: a theory of work-family enrichment, Greenhaus & Powell, 2006 Work-family enrichment and satisfaction: the mediating role of self-efficacy and work-life balance, Chan et al, 2015 “The Early Impact of COVID-19 on Job Losses Among Black Women in the U.S.” Holder 2021 Learn more about your ad choices. Visit megaphone.fm/adchoices

Recently there's been a dramatic shift in the American workforce: The “Great Resignation.” “The Big Quit.”  In one year, more than 47 millions of people left their jobs. The majority were women. “It is horrible for our economy when millions of women exit the labor force,” says economist Michelle Holder, CEO of the Washington Center for Equitable Growth. While men have regained nearly all the jobs they lost since the start of the COVID-19 pandemic, we're still missing 2 million women. So where have all the women gone? We'll hear Holder's insights, as well as the stories of two working women whose thriving careers were turned upside down by the rigidity — and sexism — built into the American workplace. Guests Kari McCracken, a mother from Lexington, Kentucky. She had a job she loved, and managed close to a hundred employees. Then the pandemic hit. Kiarica Shields single mother of four in Georgia, lost her job as a hospice nurse in the early days of the pandemic, then with schools and child care closed, has struggled to find the care she needs in order to find work. Michelle Holder, economist, CEO Center for Equitable Growth who has been named one of 19 Black economists to watch by Fortune. Author of two books, she recently published an important paper on the impact of COVID-19 on job losses among Black women in America. Resources for Show notes  Handling work-family conflicts: future agenda, International Journal of Manpower, 2017 Work-Family conflict and mental health among female employees, Frontiers in Psychology, 2018 Measuring work-life conflict among low-wage workers, Nichols & Swanberg, 2018 The jingle jangle of work-nonwork balance: a comprehensive and meta-analytic review of its meaning and measurement, Casper et al, 2018 Lower-wage workers and flexible work arrangements, Danziger & Waters Boots, 2008 When work and families are allies: a theory of work-family enrichment, Greenhaus & Powell, 2006 Work-family enrichment and satisfaction: the mediating role of self-efficacy and work-life balance, Chan et al, 2015 “The Early Impact of COVID-19 on Job Losses Among Black Women in the U.S.” Holder 2021

Millions of workers have left their jobs during the pandemic, and many of them are going into new fields. We check in from Boston, where a school workshop has become a hub of people switching from white-collar jobs to learning a trade. The Biden administration says there's intelligence showing increased preparatory activity for a possible Russian cyberattack on American targets. Keep independent journalism going strong. Give today to support Marketplace Morning Report.

Millions of workers have left their jobs during the pandemic, and many of them are going into new fields. We check in from Boston, where a school workshop has become a hub of people switching from white-collar jobs to learning a trade. The Biden administration says there's intelligence showing increased preparatory activity for a possible Russian cyberattack on American targets. Keep independent journalism going strong. Give today to support Marketplace Morning Report.

Today Debbie speaks with Bradley Schurman about the megatrend of an aging population, both in the U.S. and globally. Bradley is a demographic futurist and the author of a provocative new book: The Super Age: Decoding Our Demographic Destiny.The aging of our population represents the intersection of two other megatrends: decreased birth rates and increased longevity. The numbers are staggering: By 2030, one out of five Americans will be over 65. To put it another way, In the next two years the number of those 65 and over, in the U.S., will be equal to those under 18. So what does this mean? Well it's complicated. Obviously it means that society needs to adapt and to change. But Debbie's question to Bradley is, will it - and how long will it take? There are so many interrelated factors.In his book he talks about the economy (the impact on social security and medicare and more), societal attitudes (meaning ageism), workplace policies, lifetime education and training, housing, geography (urban vs. rural), advertising and marketing, and the startling inequities in longevity between the well off and the poor and between races.In their conversation they focus on the workplace and the changes that will have to happen in order for businesses and the economy to thrive. Bradley is an incorrigible optimist, as you'll hear, and Debbie so very much wants to believe him. In his future scenario older workers will be welcomed into the workforce well past retirement age, both society and government will change how older people are viewed and treated, and older people will move from the sidelines where they are now, often seen as expendable and not useful, to center stage. Bradley says this can happen in a decade. Debbie is skeptical about how fast we'll see change. Lots to think about in this conversation and in Bradley's new book.  Mentioned in this episode or useful:The Super Age: Decoding our Demographic Destiny by Bradley Schurman ‎(Harper Business 2022)Why  Boomers May Be the Answer to the Big Quit by Bradley Schurman (Newsweek, Feb. 16, 2022)Bradley on Twitter The Super Age™About — The Super Age™Betty WhiteIris Apfel Note from DebbieIf you've been enjoying the podcast, please consider leaving a short review on Apple Podcasts. It takes less than two minutes and it really makes a difference. It makes me feel loved and it also attracts new listeners.Subscribe to my newsletter and get my free writing guide: https://bitly.com/debbie-free-guide. Connect with me:Website: debbieweil.comTwitter: @debbieweilInstagram: @debbieweilFacebook: @debbieweilLinkedIn: linkedin.com/in/debbieweilBlog: Gap Year After SixtyEmail: thebolderpodcast@gmail.com We are looking for a sponsor or a podcast networkIf you are interested in reaching a smart and thoughtful audience of midlife, and older, listeners, contact Debbie Weil. Media PartnersNext For MeEncore.orgMEA Support this podcast:Leave a review on Apple Podcasts: it will help us find a sponsor! If you are interested, contact Debbie WeilSubscribe via Apple Podcasts, Google Podcasts, Stitcher or Spotify Credits:Host: Debbie WeilProducer: Far Out MediaPodcast websiteMusic: Lakeside Path by Duck Lake

The Great Resignation, The Great Attrition, The Big Quit - whatever you want to call it, Steve Browne isn't buying it.  Steve, Chief People Officer at LaRosa's Pizzeria, says people aren't leaving the workforce, they are simply leaving places that don't value them as both a person and an employee. That's why Steve is making Larosa's an organization people want to be a part of by putting people first. And not just in theory, but in practice. In this episode of Geeks, Geezers, Googlization, Steve shares how the changes he's made to LaRosa's hiring process have brought in unexpected candidates who add to the organization's culture. As you listen, you'll learn why you should do away with job descriptions and overarching policies and take a more individual-focused approach to your team members. Resources:  Steve's HR Blog

The pandemic has upended our work lives. Between the Great Resignation, hybrid work and other changes, many of us are reevaluating our relationship to our job. In the inaugural episode of As We Work, host Tess Vigeland sits down with WSJ Life & Work coverage chief Nikki Waller and business reporter Chip Cutter to discuss what is changing and how bosses are managing through it. Plus, WSJ columnist Rachel Feintzeig helps us mind our manners back at the office. Questions? Stories? Get in touch with us at AsWeWork@wsj.com.

The Buzz 1: The term 'Great Resignation' was likely coined by Anthony Klotz, a psychologist and professor at Texas A&M, in May 2021. He told Business Insider that events like the pandemic make people step back and rethink their lives. In some cases, that can cause people to change up careers — and companies will have to adjust. The Buzz 2: Kerry Brown asks, Should We Resign Ourselves To The Great Resignation? and offers evidence for Yes. (www.forbes.com) The Buzz 3: Arianne Cohen wrote tips on how to engineer a 'smooth exit.' (www.bloomberg.com) The Buzz 4: Derek Thompson claims a lasting effect of this pandemic will be a revolution in worker expectations. (Work in Progress newsletter for The Atlantic) The Buzz 5: Derek Thompson also writes, Three Myths of the Great Resignation – What if I told you the Big Quit wasn't really about 'quitting'? (www.theatlantic.com) We'll ask Kerry Brown, Bill Mr Simplicity Jensen, Frances Taplett and Dr. Scott Dust for their take on The Future of The Great Resignation: Take This Job and ___ It!

The Buzz 1: The term 'Great Resignation' was likely coined by Anthony Klotz, a psychologist and professor at Texas A&M, in May 2021. He told Business Insider that events like the pandemic make people step back and rethink their lives. In some cases, that can cause people to change up careers — and companies will have to adjust. The Buzz 2: Kerry Brown asks, Should We Resign Ourselves To The Great Resignation? and offers evidence for Yes. (www.forbes.com) The Buzz 3: Arianne Cohen wrote tips on how to engineer a 'smooth exit.' (www.bloomberg.com) The Buzz 4: Derek Thompson claims a lasting effect of this pandemic will be a revolution in worker expectations. (Work in Progress newsletter for The Atlantic) The Buzz 5: Derek Thompson also writes, Three Myths of the Great Resignation – What if I told you the Big Quit wasn't really about 'quitting'? (www.theatlantic.com) We'll ask Kerry Brown, Bill Mr Simplicity Jensen, Frances Taplett and Dr. Scott Dust for their take on The Future of The Great Resignation: Take This Job and ___ It!

“How in the heck do we keep people?” is the question on every leader's mind right now in the midst of The Big Quit happening all around us.   In today's episode, co-hosts Richard Lindner and Jeff Mask sit down to talk about the tension of employee retention. Specifically, retaining the most talented people who are the best fit for your company. Of course you don't want them to leave. And as difficult and scary as that thought might be, there are some really simple (not easy) ways to make sure it doesn't happen.   Listen in as they share some dos and some don'ts of keeping the right people on your team.   Retention Starts with the Leader's Mindset  As Jeff and Richard talk to other people at different levels of leadership organizationally, they're hearing a lot of stressful talk about retention. How do we keep people from leaving? Why are they leaving? Is this my fault? Tell me what to do!   Jeff says one aspect of leadership that can happen is that you finally find the right team, a great fit, and you develop a scarcity mindset of “I hope nobody leaves.” He had a manager once with this underlying attitude of “I'm paying you well. You should be grateful. Your only way to grow is in this company and nowhere else.” The employees felt like they were under his thumb, like they were owned.   He believes this is why much of the workforce is saying, “I'm done with this. I don't have to keep enduring what I've endured. I don't have to put up with this fear-based tactic.” Covid has opened our eyes to what matters, to what we're willing to put up with.   Jeff thinks that the lack of care and love for individuals is what has led to the Great Resignation. It's not the only thing, but it's a big part of it. It's time to rethink and not repeat the habits and behaviors of that manager. Have you had that leader? Have you been that leader? Are you that leader right now?    We need to talk about how to retain people in a more healthy, holistic, long-term way of thinking, instead of a short-term, scarce, fear-based way of thinking. Some things are obvious. Don't make your team members feel owned. Don't posture as if they're lucky to have this job. Don't ask for inappropriate chunks of their personal time as the norm. Other things are less obvious and will take some thought and maybe even some trial and error.   Building a Sense of Belonging  A sense of belonging is so important in a workplace, but how do you build that? Richard has tried some things in the past that just didn't work. They did team lunches once a week one time. The budget ballooned, and people would get their food and sit in the corner with their cliques. It had little to no effect on anyone's sense of belonging.   If you're not prioritizing knowing your team, there's no way you'll know what to do or if it's working. You need a cadence of communication. Jeff and Richard believe weekly one-on-ones are the key. They're one of the best retention builders. And you need to posture the one-on-one as their time, not yours. Your “agenda” is getting to know them first and giving them clarity second. Building relationships is key. It's easy for an employee to leave when there's no relationship.    Jeff plays devil's advocate for a minute. “Weekly one-on-ones? You don't realize how busy I am or how many people I'm leading. We work together daily. We don't need one-on-ones.”    Yeah, you do. Doing meaningful work together is great. Get stuff done and that builds bonding. But if you only do that, and you don't dedicate time to finding out their hopes, dreams, and aspirations, it won't be enough. This is not a secondary task of leadership. It's a primary task. That significant carved-out space over weeks and months is the most effective people-building time and a preventative measure to keep people from leaving.   What Do One-on-Ones Look

Millions of people left their jobs last year, and the elephant in every office right now is: how do we talk about money?   In today's episode, co-hosts Richard Lindner and Jeff Mask tackle the difficult topic of salaries and raises head-on. 2021 was the Big Quit, the Great Resignation, the Year the Employee Leaves. Everyone has felt it. When 38+ million employees in the U.S. quit their jobs in a single calendar year, everyone feels it. That's a lot of people walking out. That's a lot of investment in training and onboarding and growth. That's a really big hit. So, what are we going to do about it?   If you're a leader freaking out a little (or a lot) about this right now, know that you're not alone. Listen in as Jeff and Richard calmly and wisely walk us through next steps.   Let's Be Honest: No One Really Knows  What Richard is hearing from people he leads and in his communities, masterminds, and from other CEOs, executives, and mid-level managers is this: My employees are asking for raises, and I don't know what to do. I don't know how much to pay them. I don't know if I should pay over market. I don't even know what the hell market is right now.    Richard doesn't know either. He says it feels like we're sitting here bidding on a house in the hottest real estate market out there. How much over market do we have to go? There are times when the answer is whatever it takes. Sometimes it's none. How do you know?    The next big question is: How do you have these conversations with team members? If they haven't asked, they're thinking about it, building up the courage to ask. The longer they've waited, the bigger issue it's become in their minds.   When they do ask, how do we have that conversation from power, not fear? From humility and vulnerability? How do we model leadership practices and principles within that conversation? How do we stop waiting for them to ask and just initiate, so it's not this big elephant in the room?   Avoid Panic and Emotionally-Driven Decisions  Richard passes the puck to Jeff who doesn't have solid answers either, but he does have some really good ideas. His first tip is to avoid extremes. Don't panic. Don't rush into decisions that are driven by emotion. This time may seem unprecedented, but he and Richard have seen a lot of ebbs and flows over the past 20+ years. They've been through up markets and down markets. There are some tried and true principles that can give you peace, clarity, confidence, and unity as a leadership team.   You need to be unemotional. This doesn't mean you don't care about your people. It means your decisions aren't rash and made in the moment based on feelings. (Like panicking and thinking, “I can't lose this person!”) You need to be united as a leadership team. You need responsibility and alignment. You have to do what's best for both the person and the company as a whole.    Looking at a situation unemotionally means that the question isn't “What are we going to pay Jeff?” But: “How do we pay here?” You need an agreed-upon compensation strategy upfront from the beginning. When this is missing, there will be friction and tension. You need to know what your principal stance on compensation is at your company. What's your compensation methodology? If you're not in charge of this at your company, ask your leader that question.    Clarify and Communicate Your Compensation Strategy  Conversations around money are much easier when everyone understands the company's compensation methodology. And when that methodology has been clearly communicated to all employees. The whole team needs to be aligned. You're overtaxing everyone when you don't have a methodology or documented compensation guide that everyone agrees to.   What are your company's guiding principles around compensation? Some companies strategically pay just under market, some just...

Do you know the signs of burnout? Have you lost your passion for work? Are you simply over it - ALL OF IT. In this episode of Reset with Raven, Emma Last and I discuss what happens when you feel you're not in a pscychologically safe environment and there's no passion for what you do. Dragging yourself out of bed only to be cynical, annoyed, and uninterested at work sounds very familiar in the time of the "The Great Resignation" or "The Big Quit". Take a listen to ensure you're recognizing the signs of burnout and take note on what to do if you are indeed burned out. Connect with  Raven M. Harris, (@ravenmharris)  on Instagram or visit www.activatethedream.com

According to the U.S. Bureau of Labor Statistics, 4 million Americans quit their jobs in July 2021. Resignations peaked in April and have remained abnormally high for several months, with a record-breaking 10.9 million open jobs at the end of July. The trend has not yet hit Europe in the forces like in the U.S.. Still, Personio recently conducted a study among Dutch workers which had ‘US-like results', wherein it found that 46% of those surveyed planned to quit in the next six months to a year — five per cent higher than the global percentage. You will hear several arguments about why jobs are hard to fill, from too much governmental support to zoom exhaustion. But one thing for sure is that the pandemic has caused many to reflect and reconsider their jobs. As a result, there has been some shifting of values and focus. Many started rethinking their careers, resulting in “The big resignation”. But is there a way to continue your career and life the way you want to without “quitting your job”? In this episode, we explore how you can do that.