Recently, we raised the alarm on the Great Resignation. We took the chance to discuss the matter and offered some tips on how to tackle the issue. Yet, this being such an important topic, we decided to extend the discussion.
Only earlier this week, BBC shared a statistic provided by the Institute of Employment Studies. The data they presented states that, as we speak, the labor market in the UK is missing around one million workers. And the reason behind this problem is not hard to understand.
Let's leave aside for a second the COVID-19 situation. Because, even if this hadn't been the tragic case, there would still have been a big gap between what the labor market needs and the available workforce. Therefore, organizations worldwide have to make considerable changes within their cultures and structures not to struggle to find and retain employees.
But what is causing this unprecedented recruitment situation to spread by the day? Well, mostly the young generation who doesn't abide by the same rules as before. For example, most Gen Z representatives won't even consider taking a job until they are 24. They prefer prolonging their studies, taking sabbaticals, and, of course, looking into more nontraditional paths. Furthermore, the next generation in line, the millennials, are known to be job-hoppers. More than 20% of the people in their 30s change their job once per year. So, on top of individuals retiring and leaving the job posts open, it's clear that we are facing a problem, a significant one.
Joanna Barsh is a respected author from the business and leadership world. For 10 years, she was even named the New York City Commissioner on Women's Issues. So, it's no wonder that she also is concerned about the labor force situation.
In a recent podcast, she talked about something called 'familiarity bias.' She explained how employers look to replace former employees with their mirrored image and don't even consider checking out other candidates. So, the author highlighted that not giving all possible applicants a chance is the worst possible path. For once, it narrows down the recruitment . Not to mention that many companies miss out on the opportunity to work with incredible individuals, as the right person for the job could actually be the least one to consider.
Finally, she pointed out how employers need to make a shift in their leadership approach. She made it clear that none of the recruitment parts matters if the leader is not willing to be open to signals from the rest of the organization. And with this, she really said something really profound that we truly subscribe to.
"The only thing that will change senior leadership is if they become self-aware of how their behavior affects others."
- Joanna Barsh
As we conclude, we want to share our thoughts regarding the subject. We live in a world in which, for the first time, opinions, from everyone, really do matter. The young generation was born and raised in this world. Thus, it's no wonder that they won't stand around if they think that, for a moment, their feelings are not being taken into consideration. And with an open market so vast, why would they?
Now, from a leadership perspective, it might seem that all roads lead to a dead end. But the good news is that increasing employee retention is not an impossible task. All you need to do is to be the modern leader the modern society needs. Have an open mind about all factors influencing the organization. But most important, respect the people you work with and don't let them feel like simple pawns on your chessboard. Give them a voice and you will be surprised about the results in retaining and engaging your employees.
In any organization, success fundamentally relies on the efficacy and productivity of its teams.
Recently, I came across a quote that really resonated with me: "Coaching is no longer a specialty. You cannot be a good manager without being a good coach."
A while back, I had the opportunity to read Barbara Kellerman's book "The End of Leadership." And that got me thinking.
There's this old saying, "there's a first time for everything." And we totally agree with that statement.
At Hapkey, we want to create a solution that gives teams more abilities to drive continuous team improvement, to be used by the leader and their team, not by the HR department.
Blue Monday, the third Monday in January, is often considered the most depressing day of the year.
It's the beginning of the year, so we decided to make a retrospective of 2022.
When it comes to human interactions, staying unbiased is no easy task. And that’s natural.
What makes a good leader? What springs to mind when you hear that question?
It's no wonder our minds are simply too weary, too tired to focus. The result? We end up being labeled as quiet quitters
Over the years, we have repeatedly raised the alarm, explaining how costly it is for organizations to have high turnover rates.
Studies show that, on average, within each working hour, employees check their emails 30 times. Yes, that means every two minutes.
Too many leaders take the easy road. They copy-paste management approaches from other companies in their context.
Studies show that, in fact, many companies don't manage to achieve a response rate of more than 50%.
The person you’re coaching finds their own path to excellence. It’s simple to explain but difficult to master.
How many employee survey tools do you think are out there? Can you even grasp such a number? Don't worry if you can't.
At Hapkey, we’ve used the following workshop to surface unhappiness factors and to — empower — the team to fix problems themselves, rather than you, the manager, being the “fixer”.
Inflexible return to office policies is hammering employee experience scores.
Simply put, the customers' satisfaction rate is directly connected with the employees' journey.
Specialists say that humanity already lived, back in 2020, through a recession triggered by COVID-19. However, it is considered to be the shortest downfall in history.
The modern leader is the one that shows the problem to solve and not the one who explains how to solve the problem.
It’s no secret that the COVID-19 pandemic has shifted the world, making companies review their ways of conducting business.
Each day, more and more companies realize the importance of happiness at work, understanding its vital role in retaining the labor force
By the end of 2021, more than 4 million employees had quit their jobs in pursuit for better opportunities. And that left a big vacuum in organizations.
A recent statistic shows that almost half of the surveyed workforce claims that their lives have been altered in the last two years
The secret for a successful business is to actually manage to keep the employees within the company, not just bring them into the team.
Feedback is not a one-way road. You don't only ask for the employees' opinions and leave them hanging. You have to also be able to start a conversation based on these insights and act upon them.
Ask any team leader about the decisions they make when it comes to leading their employees, they will tell you that everything they do is to benefit the organization.
Research shows that people who are assigned boring and repetitive tasks are more likely to get distracted when working outside the office environment.
Discussing an issue makes people feel more confident about finding a solution.
Each organization is unique, and its culture is cultivated in every single interaction between employees.
There is no such thing as private and professional happiness. There is just one universal happiness formed by multiple parts.
There's no secret that in order to have high-performing teams, all members need to be happy.
To be successful in business, you need more than talented people on your team.
More than often, leaders are being perceived only for their management skills.
As a general rule, people don't usually like showing off their vulnerabilities
Does happiness have to end when the workday begins?
We went looking for answers. This is what we discovered.
Recently, a study that started in 2011 presented an actual scientific link between high-performance teams and the level of happiness of their members.
Sadly, on average, people tend not to be very fond of their jobs. They see their work as a necessity but not as something enjoyable.
Management has no idea that their employees are unhappy and are ready to abort the ship
People have become more acutely aware that we need to have a digital way of working relating to HR.
Always follow up with your employees to understand their situations and problems that they might face.
Rather than focusing on engagement, concentrate on happiness.
Alexander talks about how Frank Digital works towards a happier work environment
Marija shares her story of using Hapkey at Ombori.
Hapkey's CEO, Marcus Castenfors, had the pleasure of interviewing Henrik Kniberg this week.
Hapkey's CEO Marcus Castenfors joined the podcast "Fika med oss" this week to talk about employee happiness and organizational change.