This is not the first time we propose the topic of Great Resignation as the main point of discussion. And recently, another related social media tsunami happened: Quiet Quitting. Over the years, we have repeatedly raised the alarm, explaining how costly it is for organizations to have high turnover rates.
Now, with a new recession knocking on our door, one would only expect that people would stop quitting their jobs. But no. The constant quitting movement among the world's employees shows no sign of regression. The US Bureau of Statistics released a chart that presents shocking numbers. Just in June this year, more than 4 million employees quit their jobs in the US, increasing the number of job vacancies to 11 million.
A question to you, the reader: why do you think this happens? Well, we can undoubtedly say that it's not only linked to the pandemics, as many stated a while back. If it were, we wouldn't talk about one in five employees who plan to switch jobs in the coming year.
So it is safe to say that it's an issue of people literally being unhappy with their jobs. But what could make a person unhappy at work?
Many aspects can influence one's well-being. And truth be told, only by understanding the root of the problem can a leader figure out a solution before it reaches a critical point.
Let’s talk facts and facts show that approximately half of the working people are under a big amount of stress.
Yet, that's not all. To this amount of stress, we can add emotional job detachment, dissatisfaction, inadequate communication with leaders, and anxiety. Thus, it's no wonder so many people are unhappy. In other words, it's no wonder so many people quit, searching for a new and happier place to work in.
But what can leaders do? How can you be attuned to what's happening within your team?
Simple - you should constantly ask coaching questions and offer feedback.
Being honest with one another and providing mutual feedback is not just the right way to raise engagement within teams but also to keep people happy. And it's not just us supporting this theory. No, there is plenty of research that highlights just that:
Therefore, creating an environment of feedback loops is the future of successful organizations. Because as an employee, knowing that you work in a place where everybody is honest gives you confidence and empowers you. That’s what Psychological Safety is all about. And as an employer, creating an environment where individuals can raise their attention span and, thus, their engagement is the thing to aspire to.
So, in the end, we turn to you, the leader reading this article. Ultimately, we want to give you a very honest piece of advice. One that, if implemented right, can save you a lot of time and money. Measuring workplace happiness and creating a feedback loop are ways an organization can work towards success in the times to come. The Great Resignation and Quiet Quitting are here to stay. Therefore, you need to deeply understand and empathize with the people you work with. Only by doing so can you help ease their stress and anxiety levels, making them more committed to their jobs. By doing so you can successfully withstand work unhappiness.
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
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
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.
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.