![]() This may take the form of “diminished interest in professional advancement, high-level absenteeism or an overall decline in productivity, ” all of which, Pratt says, “can be seen as red flags that an employee may be considering leaving. “Managers should take note and be aware when an employee reduces their contributions and their motivation at a noticeable level, ” Pratt says. ‘Acknowledging an employee’s contributions and efforts can go a long way in preventing disgruntlement due to feeling undervalued in the workplace.’ -Chad Sorenson, SHRM-SCP Workplace experts say there are proactive steps managers can take to better recognize unhappy employees-particularly the ones you really don ’t want to lose-and reach out to them before they advertise why they left.Ĭassandra Pratt, senior vice president of people at Progyny, a fertility benefits management company headquartered in New York City, says one of the most important things managers can do to keep employees feeling valued is being able to identify signs that workers may be considering other employment options. ![]() Survey respondents also say they feel they need to change their current jobs to reach certain milestones, including: Even though 51 percent of young employees report feeling burned out on the job, 70 percent say their current job aligns with their values, and 69 percent say their employers provide opportunities for professional development.īut employers cannot be complacent when it comes to retaining this talent. offers some insight into important drivers of employee engagement. The Project Management Institute's recent Job Prospect Survey of 1,000 young professionals in the U.S. ![]() Too often, managers are unaware of and therefore fail to respond to disgruntled workers, raising the risk that frustrated employees will leave for other opportunities and perhaps burn some bridges on their way out. However, only 51 percent say they think leaders in their businesses understand the reasons why people leave. and the U.S., 71 percent say they are concerned about talent loss or leakage in their organizations. In a recent survey by U.K.-based talent management firm Beamery of business leaders in Australia, Germany, the U.K. Media, backlash against the named companies can be swift.Įmployers are keenly aware of the importance of retaining top talent. When former employees air their professional dirty laundry on social Such a public exodus inevitably dampens the morale of the employees who stay behind. Perhaps even worse, highly visible stories of disgruntled former employees can spur current employees to look elsewhere, creating a domino effect of people walking out the door. There ’s a real danger of such videos dissuading potential hires from applying to specific companies. On TikTok, this trending hashtag has gained tens of millions of views. Such posts get noticed, and they can quickly go viral. When former employees air their professional dirty laundry on social media, backlash against the named companies can be swift. The practice, also called “loud quitting, ” is a trend that company executives and managers obviously want to avoid. It refers to an emerging trend of disgruntled young professionals quitting their jobs in very public ways on the social media platform TikTok. There ’s a hashtag that has been trending in recent months: #QuitTok.
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