?? Happy Met Gala day to those who observe! This Monday should be low-key otherwise. Hope the same for you!
?? FTM is a weekly newsletter that includes a recap of all the news you need to know to make better career decisions. Each issue also includes four tips for developing better relationships at work and a deep dive into a pressing workplace topic. Weekly issues come out on Monday mornings!
? Have a work question or topics you’d like us to discuss? Drop me a line ?? simply reply to this email or leave us a comment below!
I’m Jon Cochran, a workplace sociologist with over 15 years of experience leading sales, marketing, and product development teams and working with brands like J.Crew, Hilton, and Mattel. I want to provide resources to help you take control of your career and maximize your satisfaction in the workplace.
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? What to read before your first meeting:
- Hailey Bieber’s Rhode Office Is the Ultimate Clean Girl Interior (Vogue): After Kim Kardashian's extravagant office reveal, many wondered what Hailey Bieber's workspace might look like. Turns out, her inspiration came from a surprising source – her own bathroom! However, the key feature of this design is its functionality for content creation. This aligns with a growing trend in office design, where aesthetics seem to take precedence over employee needs. Do you think office design should prioritize social media appeal over practicality?
- Survey: Feds question the ‘why’ behind return-to-office push (Federal News Network): A year after the Biden administration called for increased in-person work, many federal employees are left wondering why. 64% reported working a hybrid schedule, with the rest split between fully remote and fully in-person. More than two-thirds felt in-person work made them less productive. Nearly half of respondents view senior leadership more negatively due to the return-to-office policy. Others believe the push is politically motivated or aimed at revitalizing local economies, not improving work. This doesn’t sound like it’s going to end well!
- Have conditions improved in the workplace for nonbinary professionals? (Business): While blatant discrimination against non-binary job seekers has lessened, more subtle forms of bias remain. Resumes with "they/them" pronouns were judged to be equally qualified but a worse fit compared to those with gendered pronouns or none at all. This perception of bias discourages many non-binary applicants: only a third use gender-neutral pronouns on their applications, with even fewer doing so for interviews (20%) and resumes (17%). Despite some non-binary workers feeling comfortable being open about their identity at work, a significant portion remain closeted due to fear of discrimination or hostility. There are positive signs, however. Younger hiring managers showed less bias against non-binary applicants, and those who are open about their identity report higher job satisfaction.
- How to turn your internship into a full-time role (Fast Company): According to a 2023 survey, nearly half of Gen Z internship applicants submit over 50 applications. To impress potential employers, network with colleagues early on to learn the ropes and discover potential hidden opportunities. Throughout the internship, showcase a positive attitude, strong communication skills, and a willingness to learn. Remember, the fit goes both ways: evaluate the company culture while making a positive impression. Finally, as summer ends, highlight your accomplishments and express your interest in staying on - a handwritten thank-you note is always a nice touch!
- An education in music makes you a better employee (Jamaican Gleaner): Contrary to stereotypes, musicians bring valuable skills to the workplace. A survey found that musicians honed professionalism, resilience, creativity, and teamwork through their training and experience. These skills translate well across fields, from healthcare to technology. 85% of survey participants identified professionalism as the most influential workplace skill gained from music. Ensemble work fostered teamwork and communication while performing honed their ability to work under pressure. The study highlights the importance of valuing music education and ensuring all students have access to it, as these skills are relevant beyond just the arts industry.
?? The Water Cooler
- When I was a kid, I would give my sister a hard time about all the key chains she would display on her backpack. Turns out, she was onto something! I haven’t been able to stop thinking about bag charms since I read this article.
- A few weeks ago, I shared an update on the next releases from KPop idols, NewJeans. Then I came across the story of corporate drama related to their record label exec, Min Hee-jin. I’m still not sure what’s going on, but I hope we still get some new NewJeans this summer!
- Growing up in Georgia, I have some memories related to The Masters in Augusta—mostly that the winners all get green blazers. My hometown even had a restaurant called The Green Jacket! So you can imagine my delight when I learned that each winner of The Masters gets to plan the menu for the next year’s tournament celebration. Golfers love food!
- Tonight is the first Monday in May and you know what that means—The Met Gala! I don’t know if Beyonce will make a return, if Zendaya’s dress will be done in time, or if Rihanna will be the only thing we remember from this year. Can’t wait!
?? Reflections for this week:
- For yourself: Many people have the opportunity to plan for retirement. In 2022, however, almost half of American households had no savings in retirement accounts. Figure out what the situation looks like for you. Evaluate your current finances, retirement goals (age, lifestyle), and risk tolerance. Explore different retirement account options (401(k), IRA), Social Security benefits, and potential healthcare costs. Create a realistic retirement savings plan based on your research, projected expenses, and projected lifespan. Regular check-ins with yourself to review and adjust your retirement planning will also help you manage your goals and expectations.
- For your boss: What kind of benefits does your work offer when it comes to retirement? Beyond the immediate benefit it has for you as a worker, offering strong retirement plans can help attract and retain top talent. Studies show that companies with strong retirement plans experience lower turnover rates. Help your boss or HR team research industry standards for retirement benefits. Retaining experienced employees saves the company money and ensures consistency and knowledge transfer within the organization. In a competitive job market, offering a strong retirement plan can set your company apart from others.
- For your direct report(s): Be open with communication when it comes to retirement benefits. Many companies discuss benefits with new hires, but are less consistent with communication later. Encourage regular dialogue about retirement planning and answer your team’s questions without judgment. Provide access to financial literacy workshops or online resources. You can also encourage your direct reports to meet with a financial advisor if they have complex financial situations or questions.
- For your co-workers: Take the initiative and organize brown bag lunch sessions or lunchtime webinars with a focus on retirement planning basics. Invite a financial advisor to provide a general overview of Social Security benefits, retirement savings options (401(k), IRA), and investment strategies. Encourage colleagues to ask questions and create a discussion about retirement planning challenges and goals. Curate a list of helpful online resources and retirement planning tools like calculators or budgeting apps. Share this list through a company communication platform or set up a shared document where colleagues can contribute additional resources they find valuable.
??And one last thing…
Engaged employees are the cornerstone of thriving organizations. Research from Gallup consistently demonstrates the positive impact: higher productivity, lower absenteeism, and increased profitability. Yet, a concerning reality persists – over half the workforce remains disengaged, while a significant portion actively disengages, costing the global economy a staggering $8.8 trillion. Why are traditional approaches to employee engagement failing, particularly in this post-pandemic landscape?
The rise of remote and hybrid work models presents a unique challenge. Pre-pandemic team outings and in-person interactions have been replaced with increased screen time and often awkward virtual gatherings. Forced team-building exercises, lacking the spontaneity and humor of face-to-face interactions, struggle to build genuine connection and a sense of belonging. Even mandatory "fun" events like lunches can be stressful or even counterproductive, creating forced positivity that undermines genuine connection. These activities often start to feel like chores, ultimately leading to canceled events and a further erosion of engagement.
Further hindering engagement is the difficulty of accurately measuring it beyond surface-level metrics. Outdated tools and annual surveys, while seemingly helpful, can devolve into cycles of complaints and unaddressed grievances if not carefully executed. Concerns about confidentiality and potential retaliation often lead to less-than-candid feedback, further eroding trust and fostering a passive expectation that engagement solely rests on HR and leadership's shoulders.
Remote work exacerbates collaboration and communication challenges as distance can make it difficult to understand team priorities, individual goals, and colleague concerns. Communication primarily relies on text-based platforms and video calls, lacking the richness of nonverbal cues crucial for building rapport and understanding emotions. Misinterpretations can occur, leading to misunderstandings and a sense of disconnect and isolation within the team.
Rethinking engagement is crucial. We need to move beyond generic surveys and embrace other approaches that reveal employee sentiment and emotional well-being. Many companies regularly collect data, but how often do we holistically review it for trends or exceptions? Tools analyzing engagement data for trends, patterns, and correlations across teams, departments, and demographics can uncover actionable insights if analyzed over time. Year-to-year comparisons can reveal progress or areas for improvement.
High employee engagement hinges on leaders who cultivate a collaborative atmosphere, where everyone feels valued for their contributions and receives regular feedback. Researchers suggest additional training for managers in coaching and communication to improve employee interactions. Building manager confidence and equipping them with the ability to provide fair and constructive feedback is vital for driving employee growth, achievement, and engagement. While the frequency of these conversations matters, the quality of the interaction has the most significant impact. This goes beyond just giving managers the words to use; it's ensuring they understand the meaning and impact their words have on others.
The traditional push for generic engagement activities likely won't disappear entirely, but a shift towards employee-centric approaches is essential. You can demonstrate your commitment to progress by ensuring transparency around engagement data and actively communicating action plans, updates, and insights. And it’s not just about traditional feedback mechanisms. Clear and consistent communication builds trust within teams. Employees feel valued and respected when they are kept informed and their input is acknowledged. This fosters trust and opens the door for discussing shared goals surrounding team building, ultimately leading to more meaningful and impactful engagement initiatives.
The cost of disengagement is undeniable. Reimagining employee engagement through data-driven assessments, leader accountability, and employee-centric initiatives isn't just beneficial, it's essential for sustainable success in the modern world. Even if your work culture currently uses some outdated engagement methods, consider the small, incremental changes you can make to move forward. Let's leave behind these ineffective approaches and embrace a future where engaged employees drive thriving organizations.
Don’t work too hard today,
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