Monday, January 10, 2022

g-f(2)801 The New World (1/10/2022), Multiple GK Containers, The Great Resignation




ULTRA-condensed knowledge


"g-f" fishing of golden knowledge (GK) of the fabulous treasure of the digital age, The New World, The Great Resignation (1/10/2022)  g-f(2)426 


Lessons learned, HBR

EXCEPTIONAL “Full Pack Golden Knowledge Container”


Our two most-read research articles from the past year both focus on one of the biggest issues on all our minds: the Great Resignation.


  • In Who Is Driving the Great Resignation?, data from nine million employees at 4,000 companies around the world sheds light on which segments of the global economy have experienced the most resignations. It turns out that rates have been highest among mid-career employees, and among those in the health care and tech sectors. The article recommends that firms take a data-driven approach to boosting retention by quantifying the problem, identifying the root causes that are driving employees to leave, and developing tailored retention programs.


Genioux knowledge fact condensed as an image


References


HBR’s Most-Read Research Articles of 2021, Dagny Dukach, December 29, 2021, Harvard Business Review, HBR.



Extra-condensed knowledge


Lessons learned

10 Golden Knowledge (GK) Containers


  1. HBR, Who Is Driving the Great Resignation?, Ian Cook, September 15, 2021.
  2. MIT SMR, Why It’s So Hard to Keep and Recruit Employees Right Now, Lynda Gratton, December 14, 2021.
  3. HBR, Research: Why Rejected Internal Candidates End Up Quitting, JR Keller and Kathryn Dlugos, July 22, 2021.
  4. msn, Evening Standard, Generation Resignation: why millennials are quitting the rat race to follow their dreams, Kate Wills, January 9, 2022.
  5. msn, CBS, Why more Americans are quitting their jobs than ever before, Bill Whitaker, January 9, 2022.
  6. LinkedIn, Great automation is the answer to the Great Resignation, Keith Sinclair, January 9, 2022.
  7. WSJ, What to Do When All Your Employees Want to Leave, January 7, 2022.
  8. CNBC, 65% of workers are looking for a new job, and the numbers could get higher, August 19, 2021.
  9. Forbes, How The Great Resignation Is Changing Companies' Approach To Financial Wellness, Matt Watson, January 7, 2022.
  10. Fast Company, Going from The Great Resignation to ‘The Great Retention’ and other 2022 priorities, Stephanie Mehta, December 31, 2021.


Condensed knowledge




Lessons learned

Golden Knowledge (GK) Juice


  1. HBR, Who Is Driving the Great Resignation?, Ian Cook, September 15, 2021.
    • Adopting a truly data-driven retention strategy isn’t easy, but it’s worth the effort to do it right, especially in the current market. After implementing a targeted retention campaign based on a detailed analysis of key metrics, the trucking company I worked with saw a 10% reduction in driver resignations, even in the face of fierce competition from other employers. With greater visibility into both how serious your turnover problem really is, and the root causes that drive it, you’ll be empowered to attract top talent, reduce turnover costs, and ultimately build a more engaged and effective workforce.
  2. MIT SMR, Why It’s So Hard to Keep and Recruit Employees Right Now, Lynda Gratton, December 14, 2021.
    • In every sector right now, there are outliers that are pushing at the margins of what they’re willing to do to find and keep talented employees. The practices they adopt — particularly around flexibility — could well become industry standards. When they do, employees all across those sectors will be asking why their own companies aren’t offering the same opportunities. It will be critical to keep abreast of these experiments as they emerge.
  3. HBR, Research: Why Rejected Internal Candidates End Up Quitting, JR Keller and Kathryn Dlugos, July 22, 2021.
    • In short, companies that strategically manage their internal talent market are better positioned to keep rejected employees onboard.
  4. msn, Evening Standard, Generation Resignation: why millennials are quitting the rat race to follow their dreams, Kate Wills, January 9, 2022.
    • Thinking of handing in your notice this week? You’re not alone. Last week, the New York Times reported a record rise in workers voluntarily leaving their posts for newer pastures, and a global survey of 30,000 workers by Microsoft finds that 41 per cent are considering quitting or changing professions. 
  5. msn, CBS, Why more Americans are quitting their jobs than ever before, Bill Whitaker, January 9, 2022.
    • But who can explain why this is happening?  We found the best place to look for real-time answers is the huge online job site LinkedIn, which calls itself the world's largest professional network.
    • Karin Kimbrough: People have been living to work for a very long time. And I think the pandemic brought that moment of reflection for everyone. "What do I wanna do? What makes my heart sing?" And people are thinking, "If not now, then when?"
    • Karin Kimbrough is LinkedIn's chief economist. She has degrees from Stanford and Harvard and a Ph.D. from Oxford, used to work for the Federal Reserve, and now has a birds-eye view of the U.S. labor market.
  6. LinkedIn, Great automation is the answer to the Great Resignation, Keith Sinclair, January 9, 2022.
    • With productivity and growth in mind, Managers in organisations that value technology are turning increasingly to Operational Process Automation (OPA) as a tool for their people to do more with less.
    • OPA is the next evolution of Robotic Process Automation (RPA) with the capability to carry out advanced analysis and troubleshooting network infrastructure tasks through a detect / diagnose / act methodology. A single operator can wield this powerful diagnostic tool encoded with the decision-making and problem-solving skills of a highly experienced team of engineers. Productivity shoots up.
    • For Managers facing an IT skills shortage because of the Great Resignation, the answer is investment in great automation.
  7. WSJ, What to Do When All Your Employees Want to Leave, January 7, 2022.
    • We all got an earful about the “Great Resignation” in 2021, as Americans left their jobs in growing numbers. This past week, the Labor Department reported that the U.S. set a new quitting record in November. According to a PwC study last year, a full 65% of employees were in search of a new job. That’s great for employees who may feel newly empowered to start an entrepreneurial venture or use the tight job market to negotiate a raise or promotion. But what if you’re the boss?
    • As we head into 2022, leaders find themselves in a bind: If you bend over too far backward to keep your employees from quitting, you may risk setting untenable precedents, a la “Sure, you can work from that remote island 17 time zones away!” But if you fail to take action, you might find yourself dramatically understaffed just when you can afford it least.
    • Here are four questions leaders can ask themselves to create a measured response that balances the need to retain top talent with the reality that even in a tight labor market, we don’t want to make concessions we’ll regret later.
      • What do you want the company to look like?
      • How can you create a personalized strategy for retaining your most valuable employees?
      • Are their concerns valid?
      • Should you leave, too?
  8. CNBC, 65% of workers are looking for a new job, and the numbers could get higher, August 19, 2021.
    • The share of workers thinking of calling it quits could be higher than expected. Some 65% of employees are looking for a new job right now, according to an August poll of 1,007 full- and part-time U.S. workers conducted by PwC. That’s nearly double the 35% of workers who said they were seeking new work in May.
    • Workers say their top reason for finding a new job is negotiating for a better salary, followed by expanded benefits and more workplace flexibility, such as the ability to work remotely full-time or on a hybrid schedule.
  9. Forbes, How The Great Resignation Is Changing Companies' Approach To Financial Wellness, Matt Watson, January 7, 2022.
    • By now, you’re probably familiar with the Great Resignation. But while most conversations have revolved around why the Great Resignation is happening, I want to shift the focus to understand how employers are responding to this movement. Specifically, I want to explore how the Great Resignation is affecting the way companies approach financial wellness — and what leaders can learn from these responses. 
    • While the Great Resignation can be a scary idea for many employers, it also presents a unique opportunity to create a better workplace for employees moving forward. As an employer, you can do your part by giving your workforce the financial help they want and need during this time of transition. I’m heartened to see so many companies responding to the rising need for financial support — and I strongly believe it’ll change the state of financial wellness for the better. 
  10. Fast Company, Going from The Great Resignation to ‘The Great Retention’ and other 2022 priorities, Stephanie Mehta, December 31, 2021.
    • Retaining workers—by listening to their needs, accommodating their different work styles, and addressing inequities—top the work/life agenda for members of the Fast Company Impact Council—an invitation-only collective of leaders from a range of industries. Leaders predicted 2022 will be a key year for companies to live up to their promises to employees, or risk losing them.
    • Pete Schlampp, chief strategy officer, Workday
      • “The number one thing that the C-suite is going to continue to be thinking about in 2022 is talent. We will be going from The Great Resignation into a world of the rising voice of the employee. They’re making decisions about where they want [to work]. They want more flexibility in their job. They want to work for companies that have a mission and a purpose that they believe in. They want to be heard. And if talent is the top thing on [executives’] minds, it’s going be incumbent on them to listen and put in place the processes in order to listen to their employees.”
    • Kevin Dexter, president, Fisher & Paykel North America
      • “It’s about making people comfortable. As we reengage in [in-person work], we realize just how challenging it is as people try to adapt. And at the management level, it’s challenging to figure out how to set standards or broad guidelines [amid] moving parts that aren’t going away anytime soon. We’re excited about that, but the challenge is, how do we reskill, upskill, and make people comfortable to be productive in the new hybrid world.”

Some relevant characteristics of this "genioux fact"

  • Category 2: The Big Picture of the Digital Age
  • [genioux fact deduced or extracted from Multiple GK Containers]
  • This is a “genioux fact fast solution.”
  • Tag Opportunities those travelling at high speed on GKPath
  • Type of essential knowledge of this “genioux fact”: Essential Analyzed Knowledge (EAK).
  • Type of validity of the "genioux fact". 

    • Inherited from sources + Supported by the knowledge of one or more experts.


References


“genioux facts”: The online programme on MASTERING “THE BIG PICTURE OF THE DIGITAL AGE”, g-f(2)801, Fernando Machuca, January 10, 2022, blog.geniouxfacts.com, geniouxfacts.com, Genioux.com Corporation.


ABOUT THE AUTHORS


PhD with awarded honors in computer science in France

Fernando is the director of "genioux facts". He is the entrepreneur, researcher and professor who has a disruptive proposal in The Digital Age to improve the world and reduce poverty + ignorance + violence. A critical piece of the solution puzzle is "genioux facts". The Innovation Value of "genioux facts" is exceptional for individuals, companies and any kind of organization.




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