Gallup: Workers are stressed, detached and miserable | Stoppages, job cuts abound as crypto market collapses | Citigroup more than doubles number of Black senior execs
Gallup's State of the Global Workplace report found 44% of employees are significantly stressed at work, 60% are emotionally detached and 19% are miserable. Improving leadership in the workplace -- having managers who are good listeners, collaborators and coaches -- is the key to fixing these issues, writes Jon Clifton. Full Story: Harvard Business Review (tiered subscription model) (6/14),Gallup (6/14)
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Recruiting & Retention
Stoppages, job cuts abound as crypto market collapses Cryptocurrency exchanges Celsius and Binance announced temporary pauses on withdrawals, and many crypto firms have cut jobs as the market continues to plunge. Crypto lender BlockFi is shedding around 20% of its staff, while cryptocurrency exchanges Gemini and Crypto.com have also announced workforce reductions. Full Story: CNBC (6/13),Bloomberg (6/13),The Guardian (London) (6/13)
The State of Performance Enablement Nearly 50% of employees are looking to leave their jobs. Do you know what it takes to get them to stay? Read the Report
Mandatory commuter benefits advance in Philadelphia City Council members in Philadelphia have approved a proposal that would require employers to provide workers with commuter benefits to increase local transit ridership. Benefits would include a pretax payroll deduction of commuting costs, prepaid transit passes and reimbursements for bicycle storage and maintenance. Full Story: PhillyVoice (Philadelphia) (6/12)
Path to Workforce
Opinion: How HBCUs can become a workforce pipeline With rising enrollment, historically Black colleges and universities are well-positioned to become a workforce pipeline, writes Qyana Stewart, CEO and principal consultant of GlobalForce Tech Consulting. To make that happen, HBCUs need equitable funding, and the business world needs to rethink the stereotype of an entrepreneur as young, white and male, Stewart writes. Full Story: The Hechinger Report (6/14)
The HR Leader
How to build a career that matches your values One reason people become dissatisfied with their careers is that "integrity gaps" form between their values and their behaviors. By understanding your values and by regularly self-auditing, you can better identify a career path that brings fulfillment. Full Story: Kellogg Insight (6/10)
About the Editor
Kanoe Namahoe
“Baby, don’t put the key to your safety in someone else’s pocket.” This is my advice to young women who are starting to date. I caution them to exercise good judgment, watch their surroundings and their alcohol intake, and not rely on someone else to “do the right thing.” “All it takes is once for something to go wrong and you get compromised. And then you’re the one with nightmares and visiting a therapist twice a week so you can learn how to feel safe again,” I said to my daughter when she started dating. She nodded. “Don’t put the key to your safety in someone else’s pocket.” I thought of that today as I read our top story about workers’ emotional states. That Gallup data is harsh. But what caught me off guard were Jon Clifton’s words: “The real fix is this simple: better leaders in the workplace. Managers need to be better listeners, coaches and collaborators. Great managers help colleagues learn and grow, recognize their colleagues for doing great work, and make them truly feel cared about. In environments like this, workers thrive.” Leadership has an impact on workers' emotional wellness and workplace culture. I agree. Poor leadership can lead to a toxic environment. But are leaders solely responsible for people’s happiness and satisfaction in the workplace? Mmmmm, I don’t know that. I’m not putting the key to my happiness -- work or personal -- in someone else’s pocket. I’ve had bad managers before and their personalities or poor decisions definitely had an impact on me. But I also learned that letting my interactions or relationships with them affect my personal happiness was unwise. It made me moody and cranky. I felt like I was on an emotional leash that someone else was holding. I didn’t like it. And I’ve worked with people who griped often about their managers and blamed them for their job dissatisfaction and general unhappiness. Maybe some of it was warranted but much of it wasn’t. I saw their managers try to encourage or work with them, but those efforts often went south. I realized that much of their angst was brought on by their own behaviors and issues. What do you think? Are leaders the key to making workers happy again? Or are they part of a bigger solution? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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