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Reasons Why Talented Employees Quit

Why Good Employees Quit During the Great Resignation

The Great Resignation has taken the US labor market by storm – resignation rates are soaring to new heights and employees who are sticking around may be “quietly quitting” (doing only the bare minimum). It’s no secret this combination is hard on businesses across all industries; employee retention was hard enough pre-pandemic and it’s only gotten harder!

If you find your business losing good team members, you’re not alone; many business owners today are wondering why good employees quit. To better understand how to keep the best of the best on your staff, it’s important to dive into the main reasons they are leaving in the first place. Then, we can work backward from there to learn how to boost employee retention.

Reason #1: Low Pay

According to the Pew Research Center, a February 2022 study found low pay to be among the top reasons Americans quit their jobs. This was not without good reason – another study found that 60% of employees who quit went on to get higher-paying jobs. With inflation on the rise, it’s no surprise wage growth is a real draw to those looking for a new job.

Of those who stayed in their job, less than half experienced a pay increase; no wonder we’re seeing employees quitting left and right! Those who are changing industries are being rewarded with higher pay while those who stay are often asked to pick up extra hours to make up for the loss (which hurts their work-life balance) and they are not being offered higher pay to compensate.  

Reason #2: Lack of Job Security

If your team members fear losing their job, they are much more likely to leave. In fact, the Pew Research Center suggests only 14% of employees who have a “great deal of security” in their current position were considering finding a new job in the next six months. Of those who felt they had little security, nearly half were considering a job change. If you expect your team members to continue working for you, it pays to make sure they know their job isn’t going anywhere.

Reason #3: Lack of Opportunity for Advancement

Over 60% of those who left their job in 2021 cited lack of advancement as a major reason. Many people find the chance for a promotion to be a great motivator, a goal they want to work towards. It follows, then, that those who see no bigger goal available to them will look elsewhere. If you’re expecting your team members to stick to their current roles forever, they may be feeling overlooked.

One method of engaging and retaining employees is to reward outstanding performance. Though there is a myriad of ways to reward your team, providing advancement opportunities is a great one. If your staff comes to anticipate a chance to be noticed and move up, it’s a lot more likely they will stay with your company.

Reason #4: Feeling Disrespected

As leaders, it’s easy to get stressed but if your stress overflows into treating your employees with disrespect, they won’t want to stick around. Feeling disrespected was cited by the Pew Research Center as the reason 57% of employees quit their jobs in 2021. What causes someone to feel disrespected may vary, but as a leader, it’s your job to ensure a healthy workplace culture and make sure your employees know they are valued.

Creating a healthy culture means investing in your employees, their work life, their goals, their wellbeing. Focus on fostering connection, balance, and fulfillment, and your team members will enjoy being at work. When your work environment is centered around those values, disrespect will begin to dissolve.

So, What Now?

Though there are many factors that may make people feel like switching jobs, from lack of flexibility in hours to childcare issues, businesses can only address so much at once; these four major reasons for quitting are a great place to start! If you can, it’s helpful to speak with employees who are moving on from your company to find out why they are leaving. Doing this can shed light on which area you should focus on first.

If you’re struggling to imagine how you can ever begin to make the necessary changes to keep your team engaged, we’ve got you covered. Check out our employee engagement training here or read through the blog for some more tips.

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Potential Benefits of a Remote Workforce

Benefits of a Remote Workforce

The remote workforce has seen explosive growth since the pandemic, and many employees are excited about the opportunity to continue to work from home. While some companies support working from home enthusiastically, others are more hesitant to do so.

Allowing your employees to work remotely as the world returns to normal may seem like too much of a massive, time-consuming undertaking to be worth it. Yet, recent studies have shown how companies who encourage telecommuting are actually saving money. Of course, managing a remote workforce is no small task, but with the right tools in place, it may be easier than you think! And, it may be highly beneficial for your company and your employees.

Remote Work Can Save Money

How does remote work save companies money? Well, if your team works from home, you can expect your organization to save money in at least 4 areas: rent and utilities, cleaning services, food, and taxes. With fewer team members on-site, you won’t need to finance such a large brick-and-mortar which can lower your rent and utility costs. In addition, fewer employees in the workplace can mean less cleaning, so if you currently use a cleaning service, you may see your bill drop if you encourage remote work.

In addition to the cost savings you may see with a smaller building and less cleaning, not having to provide snacks or meals on a regular basis can be a real money-saver. You may also experience a lower tax burden if you are willing to accommodate remote work. You could even reduce payroll costs! Studies have shown employees would rather work from home than take a pay raise if given a choice between the two options. This means you can meet the needs of your staff in a way they appreciate without sacrificing your budget.

Remote Work Can Improve Productivity

The benefits of a remote workforce don’t stop with finances; aside from saving your company money, you can expect increased productivity. Forbes says remote workers are 35-40% more productive than their in-office counterparts. When you consider how this can impact your overall company productivity, especially over the course of a few years, it becomes clear why there are so many companies shifting to remote work.

There are also a number of remote work tools available to help increase productivity even further. Most of us are likely familiar with the big-name tools, such as the various virtual meeting apps, but there are also many more specific, fine-tuned tools available to you. For example, our team offers workshops such as Email Inbox Management and Zoom Meeting Training which can really streamline your team’s remote work process. When paired with the natural productivity increase we see in remote workers, tools such as these can cause your team’s productivity to skyrocket!

Remote Work Can Improve Employee Retention

Many employees today are burning out and leaving their positions, making employee retention a struggle. Research indicates working from home can provide the flexibility many employees desire – and it can encourage them to stay. In fact, 54% of employees would change jobs for one with more flexibility such as working from home. If your company can offer this opportunity to your team members, it may not only motivate them to stay, but it may draw in new employees, as well.

When your staff feels like they can adjust their schedule to fit their lives, they’ll be more invested in your company. This flexibility allows them to work around their personal obligations, which empowers them to be fully engaged in their work when they’re truly available and cuts down on absenteeism in your company. It’s a win-win!

Remote Work Can Lead to Happier Employees

It’s no surprise working from home is such a hit with staff members. The pandemic alerted all of us to the importance of being present in our lives outside of work, and the flexibility of working from home allows more time for this. Remote work leads to happier employees because it leads to less workplace stress and better work-life balance. It can eliminate unnecessary meetings, let people work when they feel most focused, and remove opportunities for microaggression which may occur in the workplace. A happier workforce is a more productive workforce – and research is proving it!

If you are considering switching your team to remote work, even part-time, remember to account for the benefits as much as you account for the concerns. Though it seems intimidating to manage a team who work from home, it can actually save you, your company, and your staff money, time, and stress, which sounds like a good deal for everyone. If you need help making the transition – or even help considering it – feel free to check out the blog for more information, or even look into our coaching program. Our team would love to support you!

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Empower Employees to Feel Fulfilled with Their Current Employer

Create Their Dream Job Where They Are

It’s no secret that enjoying your job is one important aspect of working. If you’ve ever left a job because you were not feeling fulfilled at work, you’re not alone. Many employees in today’s world are looking for work benefits beyond just good healthcare or a nice paycheck; put simply, they want to leave work feeling fulfilled. Neuroscience suggests the following are key ingredients of a fulfilling job: positive relationships, feeling like your work is making an impact, and opportunities for growth.

The employee experience plays a large role in employee retention. If your team is feeling disengaged at work, they become a flight risk. According to a recent study by PwC, 70% of employees indicated they would consider leaving their current position for one they find more fulfilling. Your staff is not exempt; they want to feel like they’re working their dream job.

If you’re overwhelmed by the idea of how to do this for each of your employees, don’t worry; most employees recognize they are responsible for creating their dream job. As a leader, then, it’s your role is to empower employees and create a culture of purpose.

Involve Team Members in Goal-Setting

We all know goals are a relevant, necessary part of a thriving business and an engaged team, but making goals personal adds purpose. Allow your team to help you create the goals they’ll be working towards and you’ll find they are more invested. When they can see clearly how the work they do contributes to these goals, their work will feel more purpose-led, and this cultivates an overall culture of purpose in your workplace.

Including your staff in creating goals also encourages them to think about, and connect with, the “why” behind their work. This is crucial for creating a sense of ownership, both in regard to their work and the company goals they’re working towards. This sense of ownership makes the work more enjoyable and is a great motivator.

Provide Structure

Providing structure encourages employees to play a role in making their work meaningful for themselves. It’s important not to go overboard and create too much structure, though; you want your employees to know what needs to be done but feel as though they have some flexibility in where, how, or when they do it. It may take some time to strike the right balance between structure and flexibility, but when you do, you’ll see your employees finding meaning and purpose at work while they continue to support company goals.

Give Your Team Space

While it’s important to provide structure for your employees, it’s also necessary to give them the space and time they need to work without being micromanaged. Once you’ve worked with your staff to create goals and you’ve laid out a helpful structure for them, the next step is to let them do the work you’ve trusted them to do.

Again, this is a great way to encourage your employees to take ownership of their work. As long as you maintain accountability and have clear expectations, giving your team some space will allow them to create their own dream jobs right where they are! When they feel empowered to do so, you might be surprised at how invested your team is in the work they get to do.

Create a Culture of Belonging

When there is a culture of belonging at work, people want to be there. Most people spend a little over 10 years of their lives at work… it’s only natural to want to feel like they are valued there! It doesn’t take as much as you might think to make people feel valued, but it does take consistency. One nice conversation isn’t going to cut it; if you want your employees to feel like they belong, you have to provide consistent opportunities for them to grow as a team. Connecting with one another is how a positive culture is created.

Team building is a great way to encourage a culture like this. The key is to find ways to introduce shared experiences on a regular basis. If team building is a struggle for you, we’re here to help! Check out our Team Building Training here for guidance.

When it comes to figuring out what contributes to a person feeling fulfilled at their job, don’t overthink it; start by thinking about what you would do if you were creating your dream job. It’s safe to say most of us want the same things out of our place of work: an understanding of what we’re doing and why, some direction on how to get it done, the space to do it, and a desire to be valued in the midst of it all.

If you have been working hard to help your employees feel more engaged and you’re not seeing the results you’ve been hoping for, don’t give up! It’s worth the effort you’re putting in, and we’d love to assist you. You can find more information about working with us on employee engagement here.

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First The Great Resignation, Now Quiet Quitting?

Advantages of Increasing Productivity While National Productivity Stats are FallingINTRO – Quiet Quitting, What Is It?

On the heels of the Great Resignation, the next big thing in the workforce has been what’s called “quiet quitting.” The term is a bit of a misnomer, as it doesn’t refer to quitting at all. Rather, employees are retaining their positions in a company, but not putting in the “extras” to push productivity. The reasons behind the movement are myriad, from burnt-out employees who feel they have nothing left to give, to those who are simply unwilling to participate in an “above and beyond” workplace culture without appropriate compensation. Call it good boundaries, call it bad attitudes, but with a rising workforce made up of primarily Gen-Z young adults, quiet quitting, as the new moniker of work-life balance, might be here to stay.

Why Quiet Quitting Happens

So, what’s an employer to do?  Last week’s productivity report from the Bureau of Labor Statistics (BLS) found that non-farm labor productivity fell 4.6% in the second quarter after declining 7.5% in the first quarter. Productivity growth is vital in the current economic climate, and a decline in productivity could sound a death knell for companies who don’t keep pushing for growth. But in order to keep increasing productivity, employers should keep a few aspects in mind:

Employees aren’t necessarily motivated by growth overall in the company. The majority of employees are disengaged from the bottom line of the company. They need to see the values and company culture lived out in their daily work experience. Quiet quitters are still estimating they work just as hard, but they’re not incentivized by company growth, just their personal growth. Companies that lack opportunity for upward mobility will find themselves in a tough spot.Exhausted and burnt-out employeesA recent Gallup poll found “After trending up in recent years, employee engagement in the U.S. saw its first annual decline in a decade — dropping from 36% engaged employees in 2020 to 34% in 2021. This pattern has continued into early 2022, as 32% of full- and part-time employees working for organizations are now engaged, while 17% are actively disengaged, an increase of one percentage point from last year.”Equalization of reward/punishment across the workforceUnderstanding how the carrot-and-stick approach works with employees is critical to motivating them. Companies need to reward and identify the over-achievers and work to correct or eliminate the under-achievers rather than effectively punishing or rewarding everyone. This will help contribute to an individual sense of achievement and growth and is a key factor in employee motivation and retention.How Companies Should Respond

Although it might seem dire, quiet quitting is actually an opportunity for employers to pivot in their employee engagement strategies. Here are some strategies you can implement to spur your productivity statistics:

Work on employee engagementFewer than one in four U.S. employees feel strongly that their organization cares about their wellbeing — the lowest percentage in nearly a decade. We’ve written previously about employee engagement strategies. Some aspects to consider are: embracing flexible work environments, focusing on employee wellbeing and treating employees well, and enabling managers and employees to navigate times of change within their own teams.Actively promote/reward hard workCompanies that foster and reward a culture of competence will have better employee retention and will see an overall improvement in employee morale and productivity statistics. Helping employees maintain their standard of living while offering opportunities for growth and upward mobility will be key in the coming months.Be explicit in company valuesEmployees seem to be caught between the dueling priorities of work and life. Companies that can help bridge this gap and give employees substantive goals to care about at work will be most successful in their retention and engagement efforts. Be explicit about your company values, and make sure they are lived out tangibly throughout your operations.Where Do We Go From Here?

The anti-work sentiment is on the rise, and national productivity is down, but this is matched by a real desire by employees to care about the work they do.  Effective leaders can boost their business success by cultivating a connected and engaged team. While these ideas are a good start, it can still be difficult to implement employee engagement into your organizational culture–especially in today’s rapidly changing work environments!

If you want to learn more or need some help with employee engagement to boost your organization’s performance, check out our Employee Engagement Coaching and Training.  We can help you create a more connected, high-performing, and engaged team. We can also help magnify the effectiveness of your leaders and managers as they learn how to better engage employees in both the office and/or those working remotely.

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Helping Your Team Beat the End-of-Summer Blues

Labor Day Marks the End of Summer, and the End of Summer Fun

The long, sunny, warm days of summer are beginning to shorten, and as we look ahead toward the coming of fall, you can expect your employees to face some end-of-summer blues. After months of family vacations, outdoor activities, and an excess of sunshine, it can be hard to return to work and feel excited about being there. While this is both normal and natural, it doesn’t have to be the norm for your staff; as a leader, there are many ways you can help your employees transition back into work with a positive attitude.

Whether your team members had their best summer ever or they feel like they missed out on the summer fun, it’s important to acknowledge their feelings and be aware of how you can help. The reality is, burnout is a very present danger amidst the Great Resignation, and a tough transition back to work isn’t going to help. As a leader, the end of summer will go more smoothly for you and your team if you can show them that you value their emotional wellness.

Soak Up the Last Days of Summer

While the end of summer is in sight, it’s not over yet! So, rather than letting your staff look ahead with disappointment, give them some activities to get excited about. There are a number of great ways you and your team can make the most of these waning summer days. It can be as simple as hosting an ice cream social, or as big as taking a staff trip somewhere to enjoy nature. 

Having fun at the office will do more than just fight off the end-of-summer blues, too; Forbes points out how adding in a little fun can actually increase motivation and productivity in the workplace. With this in mind, making end-of-summer plans seems all the more important.  

Have One-on-One Conversations with Employees

Take the time to speak with your team members personally. It’s no secret how important two-way communication is to healthy employer-employee relationships. While it’s helpful to create ways for your staff to enjoy the end-of-summer season, it’s also important to check in with them to see how else you can support them. Employee mental health matters; those who feel burnout and don’t receive support may leave your company. Fostering connections with your team can help them feel more engaged and fulfilled. It can also help them clarify what they really need during this transitional time. 

These one-on-one conversations can open up many options for how to best move forward. Not only does it give you an idea of who may be dealing with sadness or exhaustion, but it can give you time to discuss each person’s goals and career path, or to praise their good work. Goals and a vision of the long-term are strong motivators, and employee recognition is a valuable method of engagement. Consider pointing out your team member’s successes in front of others, as well; having one’s hard work recognized can go a long way in terms of feeling encouraged at work!

Encourage Teamwork

Find new ways for your employees to work together, either as peers or in a mentorship capacity. Working in a small group, or even with one other individual, can create the opportunity for more powerful ideas and outcomes. Not only that, but it offers a social outlet for your employees. With the end of summer often bringing fewer social gatherings, this can be a real benefit. 

Also, consider implementing an employee mentorship program, even on a small scale. The University of Massachusetts Global describes many mutual benefits offered by mentorship in the workplace. Beyond helping your employees ward off the end-of-summer blues, mentorship has the added advantages of offering a sense of purpose in the workplace and encouraging employee development, both of which are helpful for overall retention.

Re-evaluate Goals

Goals provide a clear direction for your team, which in turn can boost productivity and motivation. However, goals can (and should) be adjusted from time to time in order to remain relevant and attainable, and this mid-way point in the year is a natural time to make any necessary changes. During your one-on-one conversations, spend some time asking your employees about their career goals. What goals do they already have, and are they on track to reach them? What adjustments could be made to ensure they get to where they want to be? 

Goals can be motivating, but not if they are irrelevant or overwhelming. Take some time to help your team sort out the details to make sure their goals are useful. 

As the end of summer draws near, take the time to equip yourself and your employees with strategies like these to make sure the transition is as smooth as possible. If you are looking for some help with employee engagement now or throughout the year, we’d love to help! Check out our Employee Engagement page here and feel free to reach out.  

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Lowering Employee Turnover During “The Great Resignation”

Strategies to Reduce Employee Turnover

The last few years have seen a sea of change in the business world. Throughout the shift to remote work, soaring inflation, and what has been dubbed ‘The Great Resignation’, businesses and companies were forced to be nimble and creative to maintain growth, and attract and retain a talented workforce. The transition back to the office was an arduous one, and the U.S. saw a resignation rate of 2.4 percent in March of 2022 – the highest recorded during this period in the last 20 years. This rate has held steady throughout the summer, and companies are performing triage to keep people working.

It takes significantly longer to recruit and train new employees than it does for a current employee to turn in their two weeks. With trends like “soft-quitting” (employees quietly finishing up current projects and then simply not returning to work) on the rise, companies are in the position of needing to step up their game to retain current talent. 

Reasons for Employee Turnover

When considering strategies for reducing turnover, we must examine the “why” of turnover. Why are employees leaving in the first place?

Statistics show that there were around 6 million fewer resignations over the last two years than the job market would expect to see. One of the primary reasons for this is attributed to the idea of “sheltering in place”. The pandemic represented too many unknowns for employees to feel comfortable leaving their jobs, so they waited it out to see what would happen. When things felt more settled, employees who had been waiting to leave, left. It’s usually true that the cost of leaving a job outweighs the cost of staying, but this ratio has shifted recently for workers, as employers are working towards becoming more attractive to the workforce in an effort to retain loyal employees.The pandemic enabled many employees to save money, pay off debt, and reduce expenses, giving them more security and flexibility to leave the workplace. Employee burnout, the reigning cause behind resignations, and the stress of inflation, combined with the ongoing political and financial unrest, was a sure recipe for turnover. 

Strategies for Retention

So, what’s an employer to do? 

Incentivize loyalty – Our most recent blog outlines ways in which you can financially incentivize your employees to increase retention. Salary increases, comprehensive benefits packages, and bonuses are all on the table. What other benefits could you offer? Paying down student debt, financing long-term savings, or other creative ways to take the issue of compensation out of the equation will go a long way towards maintaining a loyal workforce. Remain flexible – We’ve previously outlined some of the reasons that remote work remains an attractive option to most employees. Work/life balance, higher efficiency, and fewer workplace aggressions meant that employees were living their best, more productive lives. It’s no wonder that returning to the office was a factor in the ‘Great Resignation’. With more companies offering flexible or remote work options, there’s very little incentive for employees to remain in a position that requires a 9 – 5 presence. Provide Opportunity – Employees don’t want to feel stagnant, and after two years in a holding pattern, if employers aren’t giving employees the means to grow personally and professionally – they’re out the door. Make sure you’re providing paths to promotions, offering skill-building opportunities, or supporting personal growth through mental health initiatives. 

With a rise in anti-work sentiment and the plain fact that the bottom line and growth of a business are not important to most consumers, employers must shift to a pattern of employee support and community building to maintain a successful business. 

You can enable your employees to learn, grow, and develop personally and professionally when you prioritize retention.

For additional tools and strategies on how to partner with your employees to co-create an engaged and passionate workforce, click here to download the Employee Engagement guide.

If you are ready to enhance employee engagement and build a more connected, deeply invested workforce, start now! Click here to schedule a time to talk.

Can we help your team with our Employee Engagement services? Learn more at https://www.workingsimply.com/employee-engagement/

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Improve Employee Engagement in Times of High Inflation

How to Make Work Worth It

The U.S. inflation rate rose 8.5% year-over-year in March, the highest inflation rate since 1981, according to the U.S. Bureau of Labor Statistics. With rising costs, employees are looking for employers that will not only reflect that inflation positively in the pay scale but keep the workplace a desirable and engaging place to be. The stress in the wake of the pandemic, the ongoing competitive nature of the labor market, and rising inflation levels are all playing a part. The job market is hot, and workers have less hesitation about leaving a workplace for competitive pay and better benefits. In today’s competitive labor market, how is your business strategizing employee retention? Let’s look at some key factors:

How to Improve Employee Engagement

Salary Increase and Bonuses

This is the most obvious, if not the most controversial tip. Just as the cost of living is increasing, so is the cost of doing business. However, if it’s in your budget, consider increasing your hourly wages, or introducing a cost-of-living adjustment. Even a small raise can make a significant difference in your employees’ lives and their commitment to your workplace.You could also issue a round of one-time bonuses specifically with the intent of easing the burden of inflation. During this period of high inflation, consider instituting a “retention bonus.” This bonus is telegraphed and intended to encourage employees to stick around longer by rewarding them for reaching a certain term of employment: If an employee makes it to the end of the quarter, the year, the third year, etc., there will be a $300 to $500 bonus reward. With necessities, such as groceries, rising 1.1% in price month-over-month, this extra incentive could be what keeps your employees from seeking other employment or leaving your industry altogether.

Healthcare Benefits:

CEDR HR Solutions notes: “All indications are that healthcare costs are going to continue rising across the board, for instance. Try to avoid passing increases in the fixed cost of things like healthcare benefits on to your employees.” Avoid increasing premiums and look into options you can add without additional cost to employees – telehealth, counseling, or fitness app subscriptions.

Remote Work Options

The past two years saw a radical shift in the attitude towards remote work, and what used to feel impossible, now seems like a norm that’s here to stay. Employees are notably happier when given remote work options or a hybrid office environment. Owl Labs noted: 80% of all survey respondents agreed that the ability to work remotely would make them less stressed. Check out our recent blog post on remote work and employee engagement for more details on this phenomenon.Aside from general stress levels decreasing, remote work allows employees to save on the cost to commute to work, and potentially enables them to move to a less expensive city. “Importantly, employees who work remotely decrease commuting to help save on gas or other transportation expenses, and they can more easily prepare food and eat at home and avoid regular (and often pricey) lunches or coffee breaks with colleagues.” (https://hrexecutive.com/5-employer-strategies-to-help-with-soaring-inflation/)

Workplace Development and Perks

If direct compensation is off the table, consider the ways in which you can improve or build up your employee base through additional learning and development opportunities or office perks.Consider offering reimbursement for continuing education in your field, or any additional certification courses.Keep the office an enjoyable place to be by adding a coffee bar, breakfast, or snack bar, or adding art and plants.Offer access to, or training with, a variety of financial services to help employees learn to budget or manage their finances and investments. Services and apps like You Need a Budget offer training to help employees make the most of their paycheck.Where Do We Go From Here?

The bottom line is that the world is getting more expensive, and to retain and engage your employees you need to make it possible and desirable for them to continue working for you, either through commensurate compensation or added benefits.

If you want to learn more or need some help with team building to boost your organization’s performance, check out the Employee Engagement training we offer. Our coaching and training can help you create a more connected, high-performing, and engaged team. We can also help magnify the effectiveness of your leaders and managers as they learn how to better engage employees in the office or remotely.

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Is the Rising Cost of Gas and Cars Making Remote Work More Beneficial?

Benefits of Remote Work

The pandemic saw a surge in remote work and record-high gas prices continue to encourage this trend. With the current inflation in the US, we’re seeing gas prices going up and the price of cars rising, as well. Now, according to CBS, saving money on a commute is making hybrid work options all the more attractive.

If your commute to work is draining your budget, you’re not alone. We’ve seen how the benefits of working from home are causing remote workers to refuse to return to the office, and limiting gas use is now near the top of the benefits list for many. In fact, the benefits of working from home in this inflated market may reach further than you realize.

Working From Home Saves You Money Directly

A study done by the Census Bureau indicates the length of the average commute to work has been increasing over the last few years, rising by 10% from 2006 to 2019. This means a lot of us are likely spending more on gas already than we were a few years ago. With the recent spikes in price, it’s safe to assume most of us are spending much more on gas than we planned to just to get to work every day. The average gas price as of April 4 was $4.19 per gallon, beating the previous record of $4.10 per gallon in 2008. With prices like this, travel can quickly become overwhelming.

Naturally, the easiest way to save money on gas is to avoid using it! Thus, working from home can directly save you money otherwise spent on your daily commute. For some, this may be a small amount, but for others, it could be a large sum of money. CBS says some workers have been forced to quit their jobs because they “simply can’t afford to drive to work anymore at their current rate of pay.” Companies going fully remote, or at least offering the option to employees who need it, could be relieving a massive burden on their workforce.

Cutting Out Gas for a Commute Helps Balance Your Budget in Other Areas

Unfortunately, increasing fuel prices aren’t the only concern. The US Bureau of Labor Statistics estimates consumer prices have risen by 8.6% since May of 2021, the largest spike since 1941. This means you’re paying more for almost everything, not just gas. Therefore, not spending money on gas for a commute means you have more to use in other parts of your budget. According to Think Remote, “nine out of ten [workers] want more remote work as a result of the rising cost of living.”

For many, money saved on gas isn’t going toward frivolous spending, but toward necessities. This means that even working from home a few days a week can make a major difference in financial security for a lot of employees. CBS cites Phillip Barton, a financial advisor based in North Carolina, who had to reduce his time in the office to Mondays and Fridays only when the cost of his commute jumped from $85 per week to $140. Though Barton says he prefers being in the office, he is grateful to be saving money by working from home three times a week.

More People Working From Home Means Less Demand for Gas

Less demand for gas means gas companies are able to lower the price for everyone. Since there are a number of professions, such as the medical field, where working from home is not an option, it’s all the more critical for companies who can afford to be flexible to do so. Think Remote quotes UK CEO Victoria Short saying, “… the International Energy Agency recommended its members introduce emergency measures to restrain demand, including working from home.” Allowing more employees to work from home helps balance the price of gas for people who are unable to do so.

Unfortunately, experts seem to think inflation, and therefore gas prices, will remain elevated for most of the year. With no immediate relief in sight, encouraging more employees to work from home could become a necessary means of supporting one another by limiting the demand for gas. We’re starting to see the benefits of working from home aren’t just limited to the individual.

Remote Work is Proving Very Doable for Many Companies

Though a large portion of the population has seen remote work become a viable option for their company, not every business wants to continue with it for one reason or another. Despite the hesitation some companies feel, we’ve seen remote work be just as effective as in-person work, and in some cases, even more effective. Ultimately, we have nothing to fear from working remotely, so the question becomes, why not take it on? Its benefits certainly seem to outweigh its drawbacks in most cases.

If you find yourself leading a company and struggling with efficient work-from-home methods, there are many resources available. You can receive training on Zoom strategies, guidelines for email management, and even productivity training to help lead your team well remotely. The truth is, remote work is likely here to stay, and it’s in your best interest to make sure your company can offer your employees what they need in this unprecedented time.

CBS says companies going fully remote can expect to have a leg up in recruiting versus companies who don’t. These days, working from home is about more than just the individual benefits; it’s about creating a system to support all of us as we navigate the difficulties in our world.

Where Does This Leave Us?

The time since 2020 has taught us that we can’t predict the future; instead, we have to do the best with what we’re given. For many people, working from home is becoming not only beneficial but necessary. Rising gas prices and inflation are continuing to push us further down the work-from-home route.

Efficient, effective remote work is a crucial part of today’s job market and it’s becoming more and more beneficial for the individual and the workforce as a whole. Fortunately, you’re not alone in figuring out how to best lead your company or your employees in the midst of hybrid and remote work. There are a number of resources available for you at https://www.workingsimply.com/ to help you be the best remote leader you can be, from Zoom training to email inbox management guidance.

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Elements to Consider When Looking for Your Dream Job

If you had to describe your dream job in specific detail, could you? Many of us have a vague idea of what we want in a career, but it can be difficult to come up with a concrete picture of what it looks like. This can make pursuing your dream job a challenge.

If you find yourself wondering how to find your dream job, or even what makes a good job in the first place, you’re not alone. It can be hard to figure out what’s most important. According to Inc. Life, there are some essential components to consider when searching for that dream job.

Find a Career That’s Engaging

If you’ve ever found yourself saying, “my job is boring,” then you know how much impact boredom can have on job satisfaction and engagement. Inc. Life says that boredom “is the biggest happiness killer at work,”, even above high stress and low pay. If a job doesn’t make you want to be there, it’s not the right fit. After all, we know there’s a relationship between employee engagement and job satisfaction, and a boring job just isn’t going to cut it.

No matter in what field your dream job belongs, there are a few elements that it should have in order to remain engaging. It should include a “variety of tasks, clearly defined goals, some freedom in how you perform those tasks, and feedback to let you know how you’re doing.”. If it has these characteristics, it’s safe to say that you’ll enjoy your work much more. After all, we know engaged employees have a positive emotional connection to their jobs, and feel a sense of purpose.

Find a Career That Makes a Difference

There is evidence that clearly points to the positive effects of helping others. Though compensation and benefits matter, so does the feeling that your work is serving others. Jobs that help others can look very different; mindset plays a large role in how you view the purpose of your work. A baker who makes a wedding cake for a happy couple can be just as fulfilled in their work as a doctor who performs a life-saving surgery.

As you determine how you want to make a difference, it’s also important to consider the values of the companies with which you want to work. Do they offer a work-life balance that fits your goals? Will they compensate you with what you consider fair pay? Narrow down what matters to you and do some research into the values of the companies you’re interested in to see if they align with one another.

Find a Career That’s a Good Fit For You

It may seem obvious, but a key factor in your search for your dream job is finding a career that aligns with who you are, what you like, and how you operate. Let’s look briefly at a job versus a career: according to BioSpace, a job is focused on the short-term necessity of bringing home a paycheck, while a career has a long-term focus on a specific area or industry. If you want to find a dream job that lasts, one that you can see yourself doing long term, you have to be sure that it is a good fit for you.

You must take your passions into account, but you should also find out what you’re good at and use this to narrow down your search. “Skills trump interests” according to a study cited by Inc. Life. Of course, it’s important to love what you do, but it’s hard to love something that is constantly too challenging or overwhelming.

With that said, how do you find a job that fits your skills? It’s not as hard as it may sound. The first step is to simply determine what skills you have. If you want help with this, consider something akin to a productivity style assessment. Once you know how you work best, you can begin to figure out what strengths you possess. Also consider the feedback you’ve received in your current or previous positions, looking for signs that you are doing well at your job. This can help you see what skills you have that you’ve already been using.

Find a Career Where You Have Helpful Colleagues

We all want to like the people we work with, but Inc. Life indicates that it’s actually most important to feel like you can get help from your colleagues when issues arise. The most productive feedback we get often comes from people who are the most different from us. As long as you are surrounded by co-workers who are trying to help you grow and are available to help when needed, you can have an enjoyable work environment.

Find a Career Where Most Aspects are Agreeable to You

No job is perfect, not even your dream job, but you don’t have to settle for a one that has major downsides. Surprisingly, it’s not even about more money and less stress; some key things to look for include: reasonable hours, a doable commute, fair pay, and basic job security. If you can count on these aspects, you’re probably in a pretty good place. Just make sure to do your research on fair compensation for your experience level, education, and location. You’ll now have a better understanding of what careers can support the lifestyle you want.

So, What’s Next?

If you feel like your job isn’t working for you, don’t give up on it quite yet. Go through this list and see which items it checks off and which ones it doesn’t. You might be surprised! Your dream job may be closer than you think

Also, take some time to check out my book “Own It. Love It. Make It Work.” for insight on how to make any job your dream job. You may not have to walk away from the job you have right now. It’s within your power to create your dream job from what you have already, and I’d love to help you do that! Be sure to check out my blog at https://www.workingsimply.com/blog/ for more guidance on this topic.

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Reasons Remote Workers Are Refusing to Return to the Office

Are Remote Workers Happier?

2020 saw a massive shift in the way the workforce operates. Industries that previously operated primarily in-person had to get creative; with that came the realization that perhaps they don’t have to be in the office ever again. Employees experienced an unprecedented change in their work culture: “among white-collar workers, the shift is stark: Before Covid just 6 percent worked exclusively from home, which by May 2020 rose to 65 percent.” The move to remote work came with its hiccups as companies familiarized themselves with the process, and the technology caught up to a sudden worldwide demand. Once those things were in place, it started to feel like remote work was here to stay. As offices began to re-open, with employers inviting employees back to work in person, there began to be a reckoning of the actual value of in-person work.

Many employees found that they were able to work more efficiently from home, or had to deal less with office politics that detracted from their productivity. They were able to support a more ideal work/life balance since they spent less time commuting to work.

Perhaps the most compelling reason to continue with a widespread remote work experience (at least, from an employee perspective), and the pushback from employees about returning to the office comes from the simple reason that many employees are much happier with their work from home experience. Let’s explore why.

4 Reasons Remote Workers are HappierWork/Life Balance

With work performance evaluation no longer dependent on actual hours spent in the office, employees are able to efficiently accomplish their work and then spend their time on family, friends, or hobbies. Remote workers are able to maintain fluidity between priorities of work and home life that was previously unavailable to them. In a study conducted by OwlLabs, they found that “remote work or the ability to work remotely makes employees happier, feel more trusted, better able to achieve work-life balance, and more inclined to take a pay cut to benefit from added flexibility.” They further found that 81% of respondents agreed that working remotely would make them better able to manage work-life conflict, and 83% of survey respondents agreed that the ability to work remotely would make them happier. (OwlLabs, Global Analytics Workplace, Sept. 2019)

Workplace Inclusion

Many remote workers noted that working remotely represented a significant and positive change in their sense of inclusion at work.  A study by Future Forum noted: “Since May 2021, scores for ‘sense of belonging at work’ have increased 24% for Black respondents and 32% for Hispanic/Latinx respondents. Black workers are now 21% more likely to agree with the statement ‘I am treated fairly at work’ than in May 2021, and that number has increased 13% for Hispanic/Latinx workers.”

Being able to work from home eliminated or minimized many workplace microaggressions and shifted the focus back onto the work, rather than office relationships and water-cooler culture.

Productivity

It is remarkable that in spite of the upheaval of the last few years, overall employee productivity for remote workers has remained steady, or seen an overall increase in certain industries. Future Forum notes: those with flexible schedules score nearly twice as high on productivity compared with those working 9-to-5 (+13.1 compared with +7.1). Employees are able to accomplish their work without workplace distractions, and employers can easily monitor their output via technology.

Managing Work-Related Stress and Anxiety

Overall, remote workers found that working from home allowed them to better manage their work-related stress and anxiety. The lack of commute means less time spent on work-related activities, and more time for family, friends, and hobbies. The direct communication practices established for remote workers means fewer misunderstandings and better overall team communication and management. Owl Labs noted: 80% of all survey respondents agreed that the ability to work remotely would make them less stressed.

Where Do We Go From Here?

Organizations are in the midst of a unique opportunity to reimagine their operations. Office-centric businesses will need to keep up with the times and figure out how to incorporate flexible working arrangements into their corporate culture or risk losing their employee base. Keeping the best parts of office culture will go a long way in this new era, along with keeping up to date with the latest data on remote work, and maintaining flexible options for their workforce.

If you want to learn more or need some help with remote work practices to boost your organization’s performance, check out the Zoom meeting training we offer!  Our coaching and training can help you create a more connected, high-performing, and engaged team. We can also help magnify the effectiveness of your leaders and managers as they learn how to better engage employees in the office or remotely.

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