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How to avoid staff joining the ‘I quit’ trend?



Staff quitting his work in the office
Poor management and lack of prospects are driving employees out of the office in 2022

People have been quitting their jobs in record numbers, partially due to re-thinking of priorities over the past couple of years. However, it’s also partly due to bad management or employees having no plans of returning to working in an office five days a week.

“All industry sectors are grappling with a wave of resignations as people re-evaluate how they work and who they work for. Gallup found that 48% of America’s working population is actively job searching or watching for opportunities. However, the “great resignation” is the outcome of a long-term underlying “great discontent” – the highest quit rate is among disengaged workers.” – points out Lars Hyland, Chief Learning Officer at Totara Learning, a provider of enterprise learning, engagement and performance management technology.

“Flexible working has become much more prevalent and desirable. All told, some studies show that up to 83% of workers want to go hybrid after the pandemic. However, the actual experience of remote or hybrid working, and its perceived trade-offs, differs between job roles, industry sectors, and where you are in the management hierarchy. Many are not getting it right as creating an effective, motivating work environment that offers equal opportunity for those working at home or in the office requires changes to the workplace infrastructure – in terms of culture, processes and supporting technologies”, adds Hyland, who has over 27 years of experience in the design and implementation of large-scale learning programs and performance improvement solutions. Throughout his career, he has worked with a wide range of international organisations, including Tesco, Nestle, Deutsche Bank, American Express, British Airways, Virgin Atlantic and Vodafone, amongst other companies.

For Danny Gutknecht, co-founder and CEO of Pathways, workplace culture expert, and author of the book “Meaning at Work and Its Hidden Language“, with the pandemic keeping employees away from offices politics, they had more time to re-think the old trade-offs of time and work:

“During the first wave of the pandemic in 2020, layoffs topped 40 million. Fast forward to July 2021 and four million Americans quit their jobs. In the matter of a year, Americans went from being laid off to walking away from jobs. People are either exhausted from a meaningless exchange of trading time for dollars, or they feel like they are a walking contradiction balancing ambition with not living a life that’s congruent with themselves. The pandemic forced people to face themselves. Suddenly the drama, office politics, and pretend busyness were gone. All that was left was work. Initially, productivity saw a big boost then we saw widespread burn out. America’s work models were already ripe for massive disruption and the pandemic accelerated its pitfalls. The Great Resignation is ultimately the result of a crisis of meaning. Looking ahead, there is a vast opportunity for organisations to create environments where employees can share meaning with the organisation.”

Gutknecht, who has spent decades decoding and mapping the journey between an organisation and the employee, believes that “Unless the employee understands their talents and passions, and the kind of work that’s meaningful to them today, having a conversation about where they want to go in the future will be like roulette.” Through his research he has discovered that a breakdown in communication and expectations is typically at the centre of most conflict related to (current or prospecting) employees and employers.

Although, historically, companies were used to keeping tabs on their workers to make sure they were getting the job done, new times asks for a new approach – or businesses risking seeing valued members of staff walking way to get the job done elsewhere, often with a competitor.

“What about taking stock of workers’ opinions about the workplace, policies, and general feelings about their jobs, instead?” – suggests Sean Behr, CEO at Fountain, a San Francisco-based company whose technology was used to hire more than 2 million hourly workers in 2021.

“Some companies administer “pulse surveys” to take a temperature of their workers and analyse their overall satisfaction at work. In a similar vein, “stay interviews” are another option to gauge how workers feel about their jobs and clue employers into how they can keep their workers motivated and happy. With a record number of workers quitting their jobs, stay interviews can serve as preventative measures to improve retention rates and keep workers on staff.

According to Behr, unlike periodic performance reviews where managers are responsible for evaluating the worker on specific tasks, stay interviews usually involve asking your workers questions regarding their experience with your company. Question topics can range from schedule preferences, to co-worker collaboration and management’s handling of certain issues.

“Stay interviews allow you to spot any potential issues among workers or within the structure of the workplace and remedy them before they become unmanageable. It is a tool employers can use to better understand why top-performing employees choose to stay at or leave a company.” – adds Sean Behr.

In the end, clear communication between employers and employees may clear the air about a member of staff deciding to stay or moving to another company – before it can amount to further losses:

“Employee engagement is very closely linked to workplace productivity—and satisfaction, which avoids the whole “I quit” trend. Consequently, a lack of engagement is very costly. The lost productivity is equal to 18% of their annual salary. Replacing these workers when they leave requires one-half to two times the employee’s annual salary. It makes business sense to ensure that your organisation offers the best possible employee experience to retain and maintain high-performing people. This does not necessarily mean focusing on rewards, perks, and quirky workplace environments. In fact, recent research points to focusing on the basics of good management practice, and respectful communication has the most impact on engagement, resilience, commitment, and performance.” – completes Fountain’s Sean Behr.

Marcio Delgado is a Journalist, Producer and Influencer Marketing Manager working with brands and publications in Europe, America and Asia.


The Häagen-Dazs Rose Project announces 50 nominees



Kim Rihal, founder of social enterprise Equal Education, is one of the 50 women shortlisted for The Häagen-Dazs Rose Project
Kim Rihal, founder of social enterprise Equal Education, is one of the 50 women shortlisted for The Häagen-Dazs Rose Project

Earlier this year, on International Women’s Day 2023, Häagen-Dazs launched ‘The Rose Project’, a global initiative with a $100,000 (USD) bursary grant inviting nominations to recognise unsung trailblazing women in honour of the brand’s female co-founder Rose Mattus. Yesterday, 23 November, on what would have been Rose Mattus’ birthday, Häagen-Dazs announced the top 50 #WomenWhoDontHoldBack nominees being shortlisted for their achievements and its five globally accomplished Häagen-Dazs Rose Project judges.

Over 2,500 applications were received for The Häagen-Dazs Rose Project putting forward pioneering efforts and societal contributions made by women across the globe. From these, 50 talented and inspirational women have been shortlisted and will be put forward to win one of five monetary grants of $20,000 (USD), which will be announced on International Women’s Day 2024, to continue their exceptional work, unleash their potential or give to a cause they are passionate about. The top 50 shortlist includes women from 17 countries hailing from across Europe, Asia, Africa & Middle East, Australia and the Americas.

The all-female judging panel from across the world has been handpicked for the final selection stage of The Häagen-Dazs Rose Project includes. UK-based author, broadcaster and philanthropist Katie Piper, fashion entrepreneur and advocate for women’s fertility issues, Velda Tan from Singapore and Spanish entrepreneur and creative director Inés Arroyo, are amongst the judges.

“International Women’s Day 2023 marked the launch of The Häagen-Dazs Rose Project to honour the legacy of our co-founder, Rose Mattus, and create a fund platform to provide opportunities to women across all fields around the world who are truly deserving of support and recognition. We were thrilled to receive thousands of nominations across countries and our #WomenWhoDontHoldBack Top 50 shortlist is a compelling and diverse mosaic of trailblazing female narratives that moved us and serve as an inspiration to women everywhere”, says Aurélie Lory, Häagen-Dazs spokesperson.

To find out more about the story of each entrepreneur shortlisted for The Häagen-Dazs Rose Project, visit:

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47% of women feel their workplace is not combatting inequality



Katherine Maher, CEO, Web Summit, on Centre Stage during day one of Web Summit 2023 at the Altice Arena in Lisbon, Portugal
Katherine Maher, CEO, Web Summit, on Centre Stage during day one of Web Summit 2023 | Photo: Eóin Noonan/Web Summit

The proportion of women who feel that their workplace is not taking appropriate measures to combat gender inequality has nearly doubled in a year, a new survey has revealed.

Web Summit, the world’s largest technology event taking place in Lisbon this week, has released its third annual State of Gender Equity in Tech report, which is based on a survey distributed among its women in tech community.

76.1 percent of respondents feel empowered to pursue and/or hold a leadership position; fewer respondents (41.8 %) feel the need to choose between family and career when compared to 2022 (50.4 %); and there is at least one woman in a senior management position in 80.4 percent of respondents’ companies, a similar proportion to last year (81.3%).

The survey found that 70.5 percent of respondents feel pressure to prove their worth compared to male counterparts, while 77.2 percent feel they need to work harder to prove themselves because of their gender.

Over three quarters of respondents (76.1 %) feel empowered to pursue and/or hold a leadership position. And almost half of respondents think that their workplace is not taking appropriate measures to combat gender inequality, increasing from 26 percent in 2022 to 47
percent in 2023.

“While it is encouraging to see progress in some areas, such as those feeling the need to choose between their family and career, there are also some deeply concerning trends within this report. Seeing an increase in those who report having experienced sexism in the workplace in the last year is disheartening in 2023. We hope that this kind of research can breed some positives, and that it will push workplaces – and women within these workplaces – to broach these topics and make progress in these areas,” said Carolyn Quinlan, VP of community at Web Summit.

Last year, 42 percent of attendees at Web Summit were women and 33 percent of speakers were women. In 2023 these numbers have slightly improved with 43 percent of attendees and 38 percent of speakers on stage being women this year.

The women in tech programme at this year’s Web Summit is at capacity, and the women in tech programme at Web Summit Rio 2023 reached capacity in record time.

The WebSummit 2023 is running from November 13th to 16th in Lisbon, Portugal.

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Krispy Kreme to give away free donuts on World Kindness Day



A box of Krispy Kreme donuts opened and with donuts inside
The company, founded in 1937, is giving away 60,000 free doughnuts around the world today | Photo: Clément Proust

American multinational doughnut company and coffeehouse chain, Krispy Kreme, is celebrating “World Kindness Day” today by distributing free donuts in the US and the UK.

The chain is giving away a box of a dozen glazed donuts for free with no purchase necessary. But only the first 500 guests that visit each participating Krispy Kreme US stores on “World Kindness Day”, Monday November 13th, will be able to get a free box of donuts.

Krispy Kreme often gives away free or discounted donuts to generate buzz on special occasions. The company, founded in 1937, traditionally gives out free donuts to customers on National Donut Day, celebrated on the first Friday of June of each year. And in July, a dozen of glazed donuts were sold for 86 cents to celebrate its 86th birthday.

Thousands of free donuts are also expected to be given away today across Krispy Kreme stores in the United Kingdom, with customers being encouraged to ask for the World Kindness Day offer. No purchase necessary.

The company, which operates in over 30 countries around the world, said it wants the brand associated with World Kindness Day to make “meaningful connections” with customers.

“World Kindness Day is an opportunity to make a positive difference by being generous,” Dave Skena, Krispy Kreme’s global chief brand officer, said in a release. “Simple gestures of caring and thanks, including sharing a sweet treat, is a great way to do that.”

Krispy Kreme said that it’s considering expanding a limited partnership it has with McDonald’s to sell more of its donuts at the latter’s location.

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