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Well spoken, take it to heart people! Choose to be great by living in the truth, empowering others 💪

merci pour ce vidéo

P

YES...this is so true Jon

It didn't need the music in the background

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Thank you.🤝🤝

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I totally agree with this often overlooked aspect of performance. High quality relationships engender closer connection and a greater sense of belonging, where being a member of the group matters. When we get to know the 'human' behind the 'role' that understanding means we can speak to what matters most to each individual. This is reciprocal and in times of stress, this means we never feel isolated and have support to achieve higher output.

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😅😅😅😅😅😅😅

Q

Very insightful. With all of the HR cut-n-paste boilerplate videos out there, this video actually shows some insightful and useful analysis.

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How I can it’s?

HUAWEI IS A 88

People want very particular types of jobs, more creative, whatever jobs suit their interests, personality, lifestyle, flexibility, the nature of market is changing, wake up lol. Remote work and the digital age has officially begun.

Thank you for sharing, are you also in audea btw? I'd like to listen more of your contents

I like that Chester correlated hand-written notes with the anecdote about his kids. A consistent failure of leadership in corporate america is that we somehow compartmentalize professional interaction away from organic, human-to-human communication--as though it functions by a completely different set of rules. While there is a certainly a line of what is appropriate and acceptable, if kindess is how we connect as people then why wouldn't it be true in in leadership?

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Immigration will never be a solution again because populations are stagnant globally, even in subsaharan Africa. Infosys, the biggest tech consulting firm in India, can't even staff enough employees to meet offshoring demand anymore. There literally just aren't enough immigrants or foreign labor pools for that to be a working strategy anymore. Plus the Trump admin reduced the number of highly applicants by about 80% - 90% by making America seem dangerous to outsiders.

1MM died who...would've been in the workforce? Bullshit. More than half of those who died were over 85 years old, with the average death also having 4+ co-morbidities. Mom & Pop places can't or won't pay employees enough to survive, and in turn they close. Inflation is a motherfucker, and you get what you pay for. Boomers tanked this economy, again, and are blaming their children.

Companies and business don't know or refuse to innovate in many aspects. You have many business that can benefit from networking and selling based on generation. On top of that the pay does not match the inflation and this is by design for many in the labor force. Unfortunately, those being affected are the educators and nurses and other first responders. It isn't about loyalty when the employer gives you work that's expected of 3 people done by yourself.

they shove these numbers down our throats but could I possibly get the position listed just by walking into the office? no, there's so many qualifications and checks that I wouldn't likely make it far in anything that's not blatantly entry level

2:40 I take a little issue with this phrasing, "millennials are less loyal." I would gladly stay at my employer forever, if I could. I hate changing jobs. However, that's simply not possible. In my opinion, companies are far more hostile to workers today than they were in past generations. After years of defaulting on pensions, getting rid of pensions, declining wages, raising healthcare costs, cutting benefits, "always on call", forced arbitration agreements, non compete clauses, non disclosure agreements, withering attacks on basic labor law, outsourcing overseas, shennanigans with financial instruments, "crunching" before deliverables are due, and otherwise offloading the companies' costs onto workers... I got the picture. This is not a place where loyalty is valued, much less rewarded. I am not a ladder climber. If it were up to me, I would stay with my employer fory whole career. I value stability. But my my employers don't, and my industry doesn't, as evidenced by their behavior. I sincerely thought, when I was hired for my first job, that I would retire there. That changed in a few years. I graduated with an engineering degree in 2010. When I got my first job, the 2008 crash was fresh, so any time I complained, I was told, "well, if you don't like it, then you can leave." I was told, "you should be grateful you even have a job." I got that kind of attitude a lot throughout my early career, from more than one employer. When I quit in 2021, though, things were a lot different. My employer was stunned. They tried to guilt me about how my projects and my clients would suffer. They bargained and negotiated. They promised they would change. But I remembered how the company (and others) had treated me in my early career, when I was vulnerable. Those days, entering the work force after 2008, they really made an impression on me. I won't soon forget it.

Calling young workers less loyal without an explanation is meaningless. The information otherwise is good.

In other words, if you're young and looking for a good paying job, this is amazing. Inflation drives up the price of milk and gas, but it also drives up the price of labor, meaning your prospective paycheck will be rising too. And you might be able to pair the higher wages with more perks and benefits, such as more paid leave, better hours, better health coverage, etc. Workers have power when there are fewer of them relative to the amount of open jobs.

No respect or quarter for employers. You will be dismissed when you're no longer valuable. Mind your business and do better, parasites.

Me: we need help and I need training Supervision: we brought in one new guy and ramped the rest of your hours to 60-80 per week for the season. Isn't making over time with that barely inflation pay bump great? Coworkers: we quit. Me: I can't/won't work more than 60 hours, and I need a better raise, and we still need more help. It can't be just me and the brand new guy. Supervision: just hang in their 6 more months..... Me: I quit. (6 months later) Me: Form my own company and keep 4 times the money for less work doing the same line of work. Phone won't stop ringing from customers and recruiters. Me: 2 guys quit

You don't have enough workers, so what do you do? Drive the last remaining workers like dogs until they get fed up and quit. It's a feedback loop. When a company become short-staffed, the remaining staff become overworked and become compelled to also quit.

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The challenge is who is the "you" you are referring to. The thing on which there is no debate is that no one is reporting meaningful business improvement from the billions spent every year on HR-led EE/EX initiatives. It's pretty easy to identify successful company cultures, but they aren't the problem; what about the companies who are struggling with culture and engagement? What should they do about change? Despite the constant arrival of new HR Thought Leaders, HR Tech, EE and culture books, recent surveys more scientific than the rest, and the ubiquitous EE keynote speakers, no one is talking about examples of successful transformations. Here's the bottom line on all the EE hype. If today's solutions impacted business performance, like the Gallup hype "21% more profitable, why would EE services providers be wasting time selling to HR? Yea, they have the responsibility, but not the authority. The answer, of course, is that without a proven solution, the CEO is a tough sell. HR has the EE/EX responsibility because there is nowhere else to put it, and from the C-suite perspective, the optics of not going through the motions are much worst. Try to find a CHRO who has their bonus tied to employee engagement; what a disaster that would be.

P

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Super video

Average rate is

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