Our Corporate Social Responsibility encompasses "Best Practices" for involved benefit & shared value, and mandates to maintain a balance between social and community obligation for the greater good. https://lnkd.in/g-V64b2 #WinMax #Technology #TechCareers #Recruiting #Recruiter #Tech #TechRecruiter
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💡Managing the New Trend: Loud Quitting💡 In September, we explored the phenomenon of “quiet quitting” and the strategies employers can adopt to navigate its challenges. However, the corporate landscape is now witnessing an emerging counterpart: the “loud quitting” phenomenon. 🔊 What is Loud Quitting? Loud quitting describes when an employee departs from their role in a particularly public and vociferous manner. This could manifest through means like elaborate farewell emails, explosive social media revelations, public speeches, or even attention-grabbing videos. While such gestures might provide the departing individual a moment of perceived justice or emotional relief, they can simultaneously pose risks to a company’s reputation and the morale of its remaining staff. ✅ Stay tuned as we dive deeper into legal tactics that can be employed to protect your company and its image from the repercussions of loud quitting. Engage, educate, and empower, for a harmonious workplace! #HRInsider #EmployeeEngagement #WorkplaceCulture #LoudQuitting
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Experienced Benefits Consultant with over 20 years of experience with a passion for helping organizations design and implement innovative and cost-effective benefits packages.
We’ve heard about the trends of quiet quitting and loud quitting, but what about quiet firing? This trend describes "the manager side of quiet quitting," with bosses failing to adequately provide guidance and support, which eventually results in pushing an employee out. My @OneDigital colleague @Vickie Price joined @WTVR "Virginia This Morning" to discuss the latest workplace phenomenon. https://lnkd.in/eC7nkexm
“Quiet Firing” and its impact on the workplace
wtvr.com
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Proven HR Business Partner Focused on Employee Lifecycle Management and Organizational Development | SHRM-CP, SPHRi, GMS-T, MBA-HR
Have you heard of "Loud quitting"? 🗣️ It's when an employee leaves their job in a very public and disruptive manner, drawing attention to perceived injustices or mismanagement at their workplace. While it may provide a sense of vindication for the employee, it can also harm a company's reputation and affect employee morale. Managing Loud Quitting: Tips for Employers As employers, mitigating the effects of loud quitting can be challenging, but it's essential to handle it professionally. Here are some strategies to consider: 📝 Clear Policies and Procedures: Ensure your workplace has well-defined policies on acceptable behavior, including processes for discharge and discipline. Communicate these policies clearly to all employees, and provide them with an Employee Handbook for reference. 📱 Social Media Policy: In today's digital age, a strong social media policy is crucial. Set clear rules for what employees can and cannot post about the company on social media, while still respecting their freedom of speech. 🤝 Confidentiality and Non-disparagement Agreements: Protect your company with agreements that prevent employees from disclosing confidential information or making disparaging remarks about the organization. Work with legal experts to ensure compliance with local laws. 🤝 Conflict Resolution Mechanisms: Establish mechanisms to address employee concerns and conflicts regularly. Encouraging open communication can prevent situations that lead to loud quitting. 🗣️ Encourage Open Communication: Foster an environment where employees feel comfortable voicing their concerns. Providing support services like counseling or career guidance can help dissatisfied employees navigate issues constructively. What to do if Loud Quitting Occurs? 🤔 If a loud quitting incident happens, remember to remain professional and avoid engaging in public arguments with the departing employee. Maintain documentation of all employee actions, conflicts, and decisions to protect the company from potential legal disputes. Employers can use the above strategies to navigate loud quitting incidents with grace and preserve their company's reputation and culture. Remember, open communication and respect go a long way in building a strong and cohesive workplace. #WorkplaceEtiquette #EmployeeRelations #HRBestPractices #CommunicationSkills #LoudQuitting #EmployeeDeparture #WorkplaceIssues #WorkplaceEtiquette #EmployeeRelations #HRBestPractices #ConflictResolution #OpenCommunication #SocialMediaPolicy #CompanyReputation #EmployeeMorale #CareerGuidance #Professionalism #DocumentEverything #LegalCompliance #EmployerStrategies #WorkplaceCulture #EmployeeHandbook #CommunicationSkills #WorkplaceManagement #HandlingConflicts #HRInsights
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Emerson Wins Award at Texas Workforce Conference Sherman – Workforce Solutions Texoma (WFST) is proud to recognize Emerson Process Management as Texoma’s 2023 Local Employer of Excellence. Emerson accepted the award at the Texas Workforce Commission's 26th Annual Conference last week in Houston. WFST also nominated Emerson for the Large Employer of the Year and was excited to discover that Emerson was recognized as one of the top 3 finalists for the Large Employer of the Year Award. Through industry tours for youth and parents, Emerson promoted an awareness campaign for local industries to educate students, parents and teachers about viable careers. After a study of local employer needs indicated a shortage of middle skill workers, Emerson offered to serve on the task force to implement programs to increase the labor force for these sectors. Emerson Regional Operations Manager, Mark Anderson, chairs the Texoma Workforce Initiative which was founded to create a pipeline of middle skills workers in the manufacturing and healthcare sectors. Emerson often hosts 240 students for the Workforce Board’s Manufacturing Day. Emerson not only hosts the tours but allows students to have lunch with plant managers, supervisors and workers so they can get the inside story about manufacturing. Emerson is directly responsible for leading a campaign that has raised over $3 million for the Advanced Manufacturing Program for high school students. Emerson is a generous community partner supporting numerous charities and local schools. Each year, they go to Washington Elementary with truckloads of school supplies for needy students. Throughout the year, they donate food baskets/gifts and support multiple fundraisers. Emerson has promoted hiring veterans, people with disabilities and individuals who have completed second chance programs. “Local partnerships between employers, workforce boards, and educational institutions are critical to the success of the Texas workforce,” said TWC Chairman Bryan Daniel. “These collaborations allow employers to continue to have the skilled workforce they need and for individuals to get good-paying jobs.” “As we continue to strengthen our partnerships with business leaders, it is one of many steps in building career pathways that will continue the Lone Star State’s economic momentum,” said TWC Commissioner Representing Labor Alberto Treviño III. “The talent pool in Texas is stronger than ever thanks to the commitment and partnerships between businesses and Workforce Solutions.” “Texas employers know the Lone Star State is the best place to start and grow a business,” said TWC Commissioner Representing Employers Joe Esparza. “The Employer of Excellence Award is a tremendous achievement for Texas employers like Emerson to showcase their dedication to employees in the number one state in the nation.”
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As professionals continue to navigate the post-pandemic workplace, a new trend is capturing HR's attention: “loud quitting”. The opposite of quiet quitting, loud quitting is when an employee resigns in a highly noticeable or dramatic manner, drawing attention to their departure. Jesse Crumbley III, Ph.D. shares how organizations can use loud retention, or preemptive and focused efforts to recognize, value, and retain talent as a direct response to loud quitting. https://lnkd.in/ecNcs2p3
How Your Organization Can Avoid Loud Quitting with Loud Retention
kiwipartners.com
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The whole ethos of #QuietCutting feels needlessly toxic and counter-productive. How do companies expect engagement and loyalty when forcing people into jobs they don't want or don't feel particularly skilled to handle? Sure, companies might save money on paying severance packages by avoiding straightforward job cuts... but is it really worth it when it comes at the cost of nuking your company culture and employee engagement (and mental health) from orbit? #WorkforceTrends #TheInsider https://lnkd.in/gGSuEABw
You’ve Heard of Quiet Quitting. Now Companies Are Quiet Cutting.
wsj.com
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We've pretty much seen it all these past three years: WFH, RTO, Hybrid Work, The Great Resignation, Quiet Quitting, and now Quiet Cutting. Seems like newer trends and terms are going to keep coming up. It can't be clearer that the world is changing, and the working world hasn't quite figured out how to adapt. What ensures employee loyalty and retention? What keeps employees balanced at work? How do companies maintain their company culture? How do employers find that sweet spot of ultimate employee productivity? How do employers cut costs (and positions) without losing face? Both parties are at a tug of war trying to protect their own interests. Who will win? And can they both win? https://lnkd.in/dZZS_JgE #employeewellbeing #newwork #employeehappiness #corporate
You’ve Heard of Quiet Quitting. Now Companies Are Quiet Cutting.
wsj.com
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Check out my blog post https://wix.to/19DpyKN #newblogpost In recent years, the term "quiet quitting" has emerged in the workplace lexicon, capturing the attention of both employers and employees. Unlike traditional quitting, where an employee resigns, quiet quitting involves employees disengaging from their work while still remaining employed. This blog explores the meaning, manifestations, reasons, and solutions for quite quitting, offering insights into how organizations can address this growing concern.
Understanding Quiet Quitting: Meaning, Manifestations, Reasons, and Solutions
khaleddahab.com
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Strategic Business Partner | Change Catalyst | Digital Transformation Expert | Climate & Sustainability Advocate
“Loud Quitting” is making headlines; how can you avoid this occurring in your business? A worrying Gallup survey of 120,000 global employees found that 18% are actively disengaged; highlighting the need for proactive employee engagement strategies. I find that the best way to accomplish this is to personally put yourself in the shoes of your employees. Consider their unique and individual needs to develop personalised engagement strategies that make them feel respected and appreciated. Also, try to personally connect their long-term growth mindset development to their work so they see it as a source of motivation rather than an obligation. #LoudQuitting #EmployeeEngagement #FutureofWork
1 in 5 employees are ‘loud quitting.’ Here’s why it’s worse than ‘quiet quitting’
cnbc.com
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The #elephantintheroom : #quietquitting It has always existed, but we saw a real surge in this during and post Covid. Johan Botes and Nicky Verd had excellent, balanced, #realworld #realpeople input. Key take-outs: • Data from the USA indicates that cUS$8.8 trillion is lost annually through the repercussions of quiet quitting(loss of productivity, high turnover, legal consequences). • The most enabling environment and best company culture will still not work for éveryone, consistently. Some employees simply will not fit, or do not want to. • Make hard decisions early if it isn’t working with an employee after giving it a good effort. Do so with kindness, move on. • Consider having trained Contact Point people among your staff that can be non-threatening channels of information for an employee to approach, independent of HR or the person’s manager. These appointed people can have conversations and be approachable to create a culture and system for employees to share issues without fear of retribution or stigma. (Credit to Johan Botes ) • Recruit differently and adapt methods to try and get the right people. • Assume accountability - “Disrupt yourself or be disrupted”. (Credit to Nicky Verd) Thabiso M. Sasha de Freitas Janine Brown Veronique Anderson Ralf Fletcher Leon Ayo Elanie Kruger Yvonne Sibaya Topco Media #futureofhr #hrmatters
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