Layoffs, resignations and the double standard

The Fall of Employee Engagement: 51% of US Employees Looking to Leave Their Current Employer

Summary In this conversation, Tracey Andrews discusses the challenges and opportunities facing employees and employers as they enter 2025. She highlights the alarming decline in employee engagement and satisfaction, the rise of 'revenge quitting', and the importance of leadership in retaining talent. Tracey emphasizes the need for individuals to understand their own career value and to approach job changes thoughtfully, while also acknowledging the reality of workplace burnout and the necessity of setting clear goals for career advancement. Takeaways * 2025 brings a sense of optimism despite past challenges. * Employee engagement is at an all-time low, with many seeking new jobs. * Revenge quitting reflects deeper issues of dissatisfaction and feeling trapped. * Leadership plays a crucial role in employee retention and morale. * Quiet quitting can be a sign of disengagement that needs addressing. * Hiring managers should conduct stay interviews to understand employee concerns. * Candidates must recognize their value beyond their current employer. * Setting clear career goals is essential for job satisfaction. * Job changes should be approached with caution to avoid burnout. * Work is inherently challenging; managing expectations is key. Titles * Embracing Change: Optimism for 2025 * The Employee Engagement Crisis: What It Means for You Sound Bites * "I'm not done growing." * "2025 feels promising." * "The grass is not always greener." Chapters 00:00Reflecting on 2024: Growth and Lessons Learned 02:00Employee Engagement: The Current Landscape 09:12Hiring Managers - Do your stay interviews 12:29Recruiters - Time to pulse your pipeline 13:14Candidates: Don't jump from the frying pan into the fire 22:55Creating Boundaries: Preventing Burnout in 2025 24:40Thank you and Happy New Year! References: 7 Workplace Challenges for 2025 [https://www.gallup.com/workplace/654329/workplace-challenges-2025.aspx] Q12 2024 Q12 Meta-Analysis.pdf ‘Revenge Quitting,’ Employers’ Worst Fear, Expected To Peak In 2025 [https://www.forbes.com/sites/bryanrobinson/2024/12/13/revenge-quitting-employers-worst-fear-expected-to-peak-in-2025/] Glassdoor Worklife Trends 2025 - Glassdoor US [https://www.glassdoor.com/blog/worklife-trends-2025/]

The Future of Salary Transparency

keywords: salary transparency, internal equity, external equity, compensation, recruiting, employee satisfaction, pay equity, job market, regulations, career development summary: In this conversation, Tracey Andrews discusses the complexities and importance of salary transparency in the workplace. The discussion covers the definitions of salary transparency, the significance of internal and external equity, and the responsibilities of employers in a transparent salary environment. Tracey emphasizes the need for candidates to know their worth and navigate the evolving job market with confidence, especially in light of upcoming regulations. Takeaways * Salary transparency involves openly sharing compensation information. * Internal equity looks at pay fairness within an organization. * External equity compares salaries across the job market. * Employers must prepare for new salary transparency regulations. * Candidates should know their worth and how to negotiate. * Transparency can disrupt job satisfaction if not managed well. * Recruiters can reduce inefficiencies in the hiring process. * Understanding pay decisions is crucial for employee retention. * Job descriptions should reflect the actual work needed, not the last employee in the role. * Empathy for candidates is essential in the recruiting process. Chapters 00:00Opening Remarks 00:34Introduction to Salary Transparency 04:41Ready or not.... 07:32The Cat is already out of the bag..... 11:04Hiring Managers - Internal Equity 12:59Hiring Managers - Job Postings and Requirements 16:29Recruiters: Embracing Salary Transparency 19:34Candidates: Knowing Your Worth 27:24Empowering Employment Relationships References: State by State: Salary History Bans and Pay Transparency Laws [https://www.shrm.org/topics-tools/news/talent-acquisition/state-state-salary-history-bans-pay-transparency-laws] Pay Transparency Resources | ADP [https://www.adp.com/resources/pay-transparency.aspx] Minnesota: Sec. 181.172 MN Statutes [https://www.revisor.mn.gov/statutes/cite/181.172] Here’s how to prepare your managers for a new wave of pay transparency laws [https://www.msn.com/en-us/money/smallbusiness/here-s-how-to-prepare-your-managers-for-a-new-wave-of-pay-transparency-laws/ar-AA1vothY?ocid=BingNewsSerp] The Money with Katie Show [https://podcast.moneywithkatie.com/]

Performance vs Potential

Summary Don't miss the script off extras after the 19 min mark! In this conversation, Tracey Andrews discusses the importance of understanding the difference between performance and potential in recruitment. She emphasizes the role of talent management, identifying high-potential candidates and the complexities involved in assessing both performance and potential. The discussion also covers the importance of setting realistic career expectations, the value of feedback for growth, and the evolving landscape of skills in the workplace. Chapters 00:00 Introduction to Performance vs. Potential 05:09 The Role of Talent Management 08:14 Recruiters - Interviewing for Performance and Potential 15:10 Candidates: Presenting your performance and potential 16:43 Wrap Up and Next Weeks Topic 19:35 Off script extras! 20:05 Developing your career 3 years at a time 22:39 Don't fumble great feedback! 25:11 Humans are complicated and so is recruiting

Layoffs, resignations and the double standard

In our first episode, Tracey Andrews discusses the relationship between layoffs, retaining top talent and how candidates, recruiters and companies can navigate the challenging road ahead.