The number of Americans who quit their jobs in September hit a record 4.4 million, and there were 10.4 million open jobs during that month, according to the Bureau of Labor Statistics. "Labor now has the initiative," said RSM US' Joseph Brusuelas, who added, "This strongly suggests that rising wages are going to be part and parcel of the economic landscape going forward." Full Story: CNN (11/12),The Washington Post (tiered subscription model) (11/12)
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Recruiting & Retention
Court reaffirms halt on Biden vaccine requirement The 5th US Circuit Court of Appeals on Friday reaffirmed its previous decision halting the Biden administration's COVID-19 vaccination requirement for businesses with at least 100 workers, rejecting a challenge by the federal government. The court said the mandate, which was set to take effect Jan. 4, exceeds the Occupational Safety and Health Administration's authority. Full Story: Reuters (11/13),The Washington Post (tiered subscription model) (11/12)
What is the outlook for private markets? Where do investors go to seek sources of high growth and income? The annual private market outlook assesses the opportunities. Read the outlook.
More intense exercise may help alleviate anxiety A 286-patient study by the University of Gothenburg found that exercise intensity may be linked to relief from anxiety symptoms. Participants took part in either moderate or strenuous workout sessions over 12 weeks, and the chance of anxiety improvement rose by a much higher factor in the strenuous group. Full Story: New Atlas (11/10)
A Kaiser Family Foundation report found average annual premiums for employer-based health coverage climbed 4% this year, reaching $7,739 for single coverage and $22,221 for family coverage. Employees contributed 17% of the cost of single plans and 28% for family plans this year, and the average deductible for individual plans remained the same as last year at $1,669. Full Story: Star Tribune (Minneapolis-St. Paul, Minn.) (tiered subscription model) (11/10)
The HR Leader
Look after employees to keep them Managers worried about the Great Resignation should be renewing their investment in employees who remain, as retention is made possible through training, equitable workloads and deeper relationships, writes Julie Winkle Giulioni. "Create the kinder, gentler, more humane workplace experience that so many employees want and need right where they are, so there's no need to look elsewhere," Giulioni writes. Full Story: SmartBrief/Leadership (11/11)
When we first recruited Maria (not her real name), she was happy on our team. She was a natural athlete, competent in her role and seemed to enjoy being on the squad. But as the season wore on, and we had more losses than wins, her attitude soured. She began to complain about the other girls on the team. She openly criticized coaching decisions. She began skipping practices -- “My knee hurts” -- and when she did show up, she was sullen and disconnected. We tried to engage her. We listened to her concerns. We moved her around the field to give her more opportunity with the ball. We spoke with her and her parents. But nothing worked. She remained unhappy. The head coach was adamant about keeping her. She made a commitment, he argued, and she needs to fulfil that. I was less patient. “Cut her,” I said. “Her disrespectful behind is a poison. She’s hurting the team.” A few days later, we met with Maria and her parents and decided to part ways. Another team wanted her and she desperately wanted to go. The head coach was frustrated, but I was more than happy to hand over her player card and wish her well. I thought of Maria today when I read the Leadership & Development story about disconnected employees. I agree that leaders should listen to their teams, identify individuals who are discontented and craft ways to engage them. This is our responsibility. Engagement is a two-way street, though, as I learned with Maria. We can listen and develop options, but at some point, they need to participate in the process, too. Putting all of this responsibility into the lap of leadership seems unwise. But if we develop multiple ways to connect, and give folks the opportunity to choose, we can (hopefully!) nurture a culture of autonomy and enthusiastic participation. What do you think? Am I oversimplifying this? Let me know! And send this link to others who can benefit from this brief.
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