This week, workers reconsidering their relationship with work, the chronically ill and disabled workers going back to “masking,” and the post-pandemic skills shortage. Read this week’s trends from the world of work.
Millions of people are reconsidering their relationship with work. From The Great Resignation to “Lying Flat,” workers around the globe are rethinking their pursuit of wealth. It’s not just about money anymore – it’s also about wellbeing.
What else matters this week?
What disability advocates say truly makes a workplace inclusive.
In the U.S., a new coalition is supercharging the nation’s highway rest stops with EV power stations.
Five lessons our CEO for One Month learned shadowing our CEO, Alain Dehaze.
Ford’s ambition to become the world’s number two electric vehicle producer within two years is kicking rivalries into high gear.
How leaders can make the decision between buy-it versus build-it software.
We’ve got a full breakdown of all the top headlines you can’t miss this week.
#1. Workers are opting out.
Millions of people around the world are reconsidering their relationship with work, their lives — and how they can balance the two.
Some workers don’t want to work long hours, others want to spend more time with their family.
In the U.S., the Great Resignation has workers quitting their jobs in record numbers: 24 million workers from April to September 2021 alone. Other workers are laying low and staying out of the workforce.
It’s not just in America, either. Germany, Japan, and other wealthy nations are seeing a similar trend. See China, for example. Their “lie flat” movement was first started by a social media post, but it’s all about opting out. The movement is fighting the grueling “996” work schedule: 9 a.m. to 9 p.m., six days a week.
The Great Resignation has been building in developed countries for decades. Incomes have slowed, job security isn’t as reliable, and the cost of housing and education have only risen in recent years. It’s harder and harder for younger workers to build a financially stable life. And it shows: almost half of the world’s employees are thinking of quitting their jobs. Read more at Bloomberg.
#2. Carmakers turn towards in-car software subscriptions for the big bucks
Traditionally, car makers have made their money by selling cars.
But times are changing with the Green transition and the shift to digital: now, car makers are eying monthly service subscriptions to supercharge their financial growth.
The automotive industry is changing, and fast: car makers are looking to shift their business model to that of a tech or telecom company. That means hooking up customers with downloadable features that improve over time – and, most importantly, generate recurring revenues.
Stellantis is the latest automaker to set huge growth targets from software-related services. But they’re not the first. European parent companies of brands like Jeep, Chrysler, and Dodge all plan to earn more than $20 billion Euros in revenue from subscription services by 2030. Some analysts say that in-car software could be a $225 billion market by 2030. Read more at Axios.
#3. When hiring nobody is better than hiring just anybody.
As the Great Re-Evaluation continues, companies continue to struggle when filling open positions. The longer the position stays vacant, the more frustrated HR personnel and leaders may become.
It may be tempting to hire anyone willing to take the job, just to fill the role.
Hiring no one and hiring “just anyone” can both be harmful to your organization. There are countless potential consequences of making a bad hire. How can managers know when it’s best to take a leap of faith on a non-ideal candidate versus keeping the position vacant until they can find the best possible candidate?
Reliability, job-readiness, positive attitude, and good communication skills all play a role in making that final decision. Read more at the Harvard Business Review.
#4. As offices reopen, ill and disabled workers are returning to an old and painful habit
A growing number of corporations are re-opening their offices as they plan for a post-pandemic future. Managers are asking employees to return to their desks.
But for chronically ill and disabled workers, the push to return to the office means a return to “masking,” an old habit. Masking, a concept prevalent in the autism community, is a term that describes the difficult task many chronically ill and disabled people undertake to hide their symptoms and pain to pretend to be well.
When working from home, disabled workers felt free to be as sick as they felt that day. Workers could close the curtains, work from the couch, use heating pads, or even diffuse oils to help them cope.
“I was telling one of my classes this semester that I have migraines but I push through and fake it,” Community College Professor Cathy Crea told Insider. “And one of my students blurts out, ‘But you shouldn’t have to do that, though.’ He’s totally right.” Read more at Insider.
#5. Building skills-friendly cities to prepare for the future of work.
Many managers brushed off skills shortages as Covid-19 collateral, but the reality is that the skills shortage was emerging prior to the pandemic.
One of the reasons? A disconnect in the education system that fails to prepare people for the future of work. The education system has been set up to fill specific criteria for the workforce, but the job market of 2021 and 2022 will require a much bigger emphasis on skills.
Preparing people for the changing world of work is really tough, though. The need for holistic and skills-centered approaches to education need to change as early as possible.
Source: World Economic Forum
