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Fast Company
11 hours ago
- Business
- Fast Company
How to rethink leadership to energize disengaged employees
The workplace is changing faster than most leaders can keep up with. We're seeing changing expectations around work-life balance, the rise of burnout, and the prevalence of economic pressures leading to the rise of generative AI. This leaves little time to adapt, let alone rethink how we engage and inspire our teams. This shift has impacted the workforce. According to the latest Glassdoor Worklife Trends 2025 Report, 65% of employees feel stuck in their current jobs. But when it comes to managing and motivating people, some things never change. Employees want to feel valued, supported, and integral to something bigger. Trust, human connection, and purpose remain key to any company's success, no matter how fast technology evolves or how much the workplace shifts. Fostering these values requires more from management than just hiring the best people. It's about creating an environment where workers thrive. This means they take ownership, contribute ideas, and collaborate. While strong leadership is vital for setting the company's vision and strategy, real energy and innovation emerge when those ideas come from the workforce. Employees who align with the company's broader goals drive innovation in ways that no algorithm or technology can replicate. Fostering a culture that explicitly values and empowers staff leads to creativity and allows companies to tap into the true potential of their workforce. This approach invites employees on every level to emerge as leaders and innovators. The great detachment from momentum We're witnessing a massive evolution in the workplace. When Amazon announced its return-to-office policy for 2025, the backlash was swift and unsurprising. We've all seen this coming. Employees have found new ways to create an impact that doesn't fit the traditional office-bound, 9-to-5 mold. Gen Z is poised to outnumber baby boomers. And the impact will go beyond their numbers—many of them have a different way of working and what they expect from the workplace compared to previous generations. They grew up during the pandemic when remote learning and hybrid environments became the norm. Gen Z employees are comfortable contributing in flexible, nontraditional ways —working in bursts of focus or sending deliverables at midnight. For them, the emphasis isn't on showing up to the office but on the impact of their efforts. However, a recent Gallup poll indicates an alarming trend of employee detachment, particularly among those under 35. This raises a critical question: Is your company still focused on activity? Are you measuring for actual impact? RTO mandates alone won't change the culture or drive performance. Real progress happens when we trust our employees to experiment, share, and make meaningful contributions. Empowering staff from the bottom up means prioritizing outcomes that create value and drive our businesses forward. Businesses can no longer rely on traditional productivity. Continuing to think in outdated ways will not position companies to keep pace with competitors with a workforce that is more flexible, innovative, and thriving. As leaders, we must create space for impact and let go of outdated performance metrics that hold us back. Listen to your experts Leaders have the power to set the tone. Consider asking yourself,what do you need to learn or unlearn, and who can teach you this? Remember that it's not your job to know everything. That's what experts are for. Lean on them, trust them, and empower them. Elevate viewpoints from employees at all levels and champion their wisdom. Nurture a learning environment where you welcome candid conversations, and employees can exchange ideas without fear of judgment, blame, or backlash. Promote teamwork and collaboration. This requires removing obstacles and providing opportunities for talent that break down organizational silos and give life to new ideas. Create a collective spark Collaboration fuels creativity and impact. Leaders can foster this by creating space for employees to share ideas through brainstorms or reverse mentoring programs. They also need to find ways to empower employees to tackle challenges to encourage trust, innovation, and fresh thinking. These moments of connection and cocreation spark momentum that drives meaningful engagement and impact. The questions you ask shape the culture you create. Ask yourself, What steps can you take to empower leaders and employees to foster a sense of community? Who speaks freely, and who remains silent? Who receives credit, and who gets overlooked? Which employees get to create culture, rather than just to follow it? Create an environment where employees can influence processes. Encourage open conversations and employee input to simplify processes and make improvements that truly work for the team. This allows employees to sharpen their critical thinking, problem-solving, and leadership skills while contributing to meaningful outcomes. Create an empathetic culture Today's employees are overloaded with information, juggling constant communication, evolving expectations, and endless demands. Leading with empathy is essential to fostering an environment that truly supports employees. A high say/do ratio—where you consistently align your actions with promises—is critical to building trust and modeling the behavior you want to see. Your organization's culture is its most significant competitive edge. It can drive or hinder exceptional results, inspire a willingness to learn or a fear of failure, promote teams poised for problem-solving or riddled with distrust and toxicity, and encourage inclusivity or exclusion. Effective leadership isn't about perfection; it's about being present, intentional, and empathetic. When leaders intentionally tend to culture, they demonstrate to their employees what matters and is possible.
Yahoo
4 days ago
- Business
- Yahoo
Burnout is at a 10-year high for U.S. workers
If you feel as though you've been hearing your colleagues, professional acquaintances, family or friends talk about burnout more than usual, you're not imagining it. According to a recent report by Glassdoor, burnout among U.S. professionals has escalated to unprecedented highs, with burnout mentions in employee reviews increasing 32 percent year-on-year as of Q1 2025. In fact, mentions of burnout have increased by 50 percent since Q4 2019, just before the Covid-19 pandemic began and irrevocably changed the world of work as we knew it. This marks the highest rate since data collection began in 2016. Executive Director, Office of Legislative Management, Hartford Political Action Committee Manager, AVMA, Washington D.C. Director of State Campaigns, American Promise, Concord Senior Policy Specialist, Arnold & Porter, Washington D.C. Senior Education Policy Counsel/Education Policy Advisor, Lawyers' Committee for Civil Rights Under Law, Washington D.C. While the term 'burnout' has become an all-encompassing phrase for everything from stress to lack of motivation, the World Health Organization describes burnout as a 'syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.' The WHO characterizes burnout via 'three dimensions'. These include feelings of energy depletion or exhaustion; increased mental distance from one's job, or feelings of negativism or cynicism related to one's job; and reduced professional efficacy. It stressed that 'burnout refers specifically to phenomena in the occupational context and should not be applied to describe experiences in other areas of life.' However, it's hardly surprising that employees who are experiencing burnout are seeing the repercussions of its effects in other areas of their lives. The Glassdoor report also identified that burnout can manifest as decreased morale and diminished perceptions of career opportunities (down 21 percent), diversity and inclusion (down 17 percent), work-life balance (down 34 percent), and compensation and benefits (down 15 percent). Additionally, the study found that employees who reference burnout tend to rate their employers significantly lower, averaging 2.68 out of 5, compared to a 3.61 average among those who don't mention burnout. Glassdoor's Lead Economist, Daniel Zhao, describes burnout as a 'slow-burn problem' that can erode the overall employee experience, even among those who are otherwise content with their workplace. 'As businesses trim budgets and headcounts, employees and managers alike are being asked to do more with less,' said Zhao. 'That's a recipe for burnout as workers are stretched increasingly thin without an end in sight.' He added: 'Employees who rate their employer 5 stars out of 5 are the least likely to apply to new jobs, but if they mention burnout in their reviews, their turnover intentions increase by 58 percent. Similarly, for an employee who rates their employer 4 stars, their turnover intentions rise 66 percent.' And it's not just employees that are feeling the heat. Burnout imposed a significant financial burden on employers too. A study published in the American Journal of Preventive Medicine estimates that burnout costs employers between $4,000 and $21,000 per employee annually. For a company with 1,000 employees, this translates to an estimated $5.04 million in annual costs. While restructuring in the name of efficiency is one way to trim headcount, a negative work environment can also have a direct impact on talent retention. In fact, a survey by Isolved found that nearly 80 percent of employees have experienced burnout in the last year, resulting in lower engagement, reduced productising and an overwhelming feeling of restlessness that prompted 72 percent of existing employees to consider changing jobs within the next year. So how can employers address burnout and create meaningful solutions for their employees? While some companies have implemented stress-reduction programs and are giving staff access to mental health resources, focusing on individual responsibility doesn't work in the long term. Instead, implementing organizational changes that promote work-life balance, such as flexible working hours, four-day workweeks, childcare subsidies, and support for family care are what workers really crave. So what can you do if you find yourself burnt out and wondering what to do, or where to go next? Seeking out a company culture that prioritizes employee wellbeing is paramount in mitigating burnout and its associated costs and if you're navigating a job hunt, The Hill's Job Board is the perfect place to focus your daily with a range of roles in policy, communications, and related fields, it's an extremely valuable resource. Bookmark the link below, and visit regularly to stay up to date. Ready to find a new role? Browse thousands of jobs on The Hill Job Board Copyright 2025 Nexstar Media, Inc. All rights reserved. This material may not be published, broadcast, rewritten, or redistributed.
The Hill
4 days ago
- Health
- The Hill
Burnout is at a 10-year high for U.S. workers
If you feel as though you've been hearing your colleagues, professional acquaintances, family or friends talk about burnout more than usual, you're not imagining it. According to a recent report by Glassdoor, burnout among U.S. professionals has escalated to unprecedented highs, with burnout mentions in employee reviews increasing 32 percent year-on-year as of Q1 2025. In fact, mentions of burnout have increased by 50 percent since Q4 2019, just before the Covid-19 pandemic began and irrevocably changed the world of work as we knew it. This marks the highest rate since data collection began in 2016. While the term 'burnout' has become an all-encompassing phrase for everything from stress to lack of motivation, the World Health Organization describes burnout as a 'syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed.' The WHO characterizes burnout via 'three dimensions'. These include feelings of energy depletion or exhaustion; increased mental distance from one's job, or feelings of negativism or cynicism related to one's job; and reduced professional efficacy. It stressed that 'burnout refers specifically to phenomena in the occupational context and should not be applied to describe experiences in other areas of life.' However, it's hardly surprising that employees who are experiencing burnout are seeing the repercussions of its effects in other areas of their lives. The Glassdoor report also identified that burnout can manifest as decreased morale and diminished perceptions of career opportunities (down 21 percent), diversity and inclusion (down 17 percent), work-life balance (down 34 percent), and compensation and benefits (down 15 percent). Additionally, the study found that employees who reference burnout tend to rate their employers significantly lower, averaging 2.68 out of 5, compared to a 3.61 average among those who don't mention burnout. Glassdoor's Lead Economist, Daniel Zhao, describes burnout as a 'slow-burn problem' that can erode the overall employee experience, even among those who are otherwise content with their workplace. 'As businesses trim budgets and headcounts, employees and managers alike are being asked to do more with less,' said Zhao. 'That's a recipe for burnout as workers are stretched increasingly thin without an end in sight.' He added: 'Employees who rate their employer 5 stars out of 5 are the least likely to apply to new jobs, but if they mention burnout in their reviews, their turnover intentions increase by 58 percent. Similarly, for an employee who rates their employer 4 stars, their turnover intentions rise 66 percent.' And it's not just employees that are feeling the heat. Burnout imposed a significant financial burden on employers too. A study published in the American Journal of Preventive Medicine estimates that burnout costs employers between $4,000 and $21,000 per employee annually. For a company with 1,000 employees, this translates to an estimated $5.04 million in annual costs. While restructuring in the name of efficiency is one way to trim headcount, a negative work environment can also have a direct impact on talent retention. In fact, a survey by Isolved found that nearly 80 percent of employees have experienced burnout in the last year, resulting in lower engagement, reduced productising and an overwhelming feeling of restlessness that prompted 72 percent of existing employees to consider changing jobs within the next year. So how can employers address burnout and create meaningful solutions for their employees? While some companies have implemented stress-reduction programs and are giving staff access to mental health resources, focusing on individual responsibility doesn't work in the long term. Instead, implementing organizational changes that promote work-life balance, such as flexible working hours, four-day workweeks, childcare subsidies, and support for family care are what workers really crave. So what can you do if you find yourself burnt out and wondering what to do, or where to go next? Seeking out a company culture that prioritizes employee wellbeing is paramount in mitigating burnout and its associated costs and if you're navigating a job hunt, The Hill's Job Board is the perfect place to focus your daily with a range of roles in policy, communications, and related fields, it's an extremely valuable resource. Bookmark the link below, and visit regularly to stay up to date. Ready to find a new role? Browse thousands of jobs on The Hill Job Board
Yahoo
6 days ago
- Business
- Yahoo
U.S. News & World Report Announces the 2025-2026 Best Companies to Work For
The new edition expands to spotlight the best companies for internship seekers. WASHINGTON, May 29, 2025 /PRNewswire/ -- U.S. News & World Report, the global authority in rankings and consumer advice, today announced the 2025-2026 U.S. News Best Companies to Work For. The ratings, a list identifying the best publicly-traded companies across industries and regions to help employees and job seekers make decisions about workplaces that may be a good fit for them, now highlights the best companies for internship seekers. Alongside recognizing 636 companies across multiple lists, four regions and 14 industries that best meet the needs of full-time employees, the 2025-2026 ratings expanded to include companies with internship opportunities for new, current and prospective students, as well as recent graduates. "Every year, U.S. News seeks to identify the most valuable insights to support employees and job seekers as they make path-altering decisions for their careers," said Carly Chase, vice president, Careers at U.S. News & World Report. "This year, the Best Companies ratings deepen U.S. News' commitment to offering useful careers advice for students as they consider employment and education decisions in tandem by offering the Best Companies to Work For: Internships." This year's general and sub-ratings reflect several factors that account for ever-changing employee considerations about what makes a company the "best" to work for. The ratings then analyze that sentiment against other factors including quality of pay and benefits, work-life balance and flexibility, job and company stability, physical and psychological comfort, belongingness and esteem, and career opportunities and professional development. With the support of a panel of eight experts, U.S. News' methodology analyzes the publicly available employee sentiment and other data that informs how a company supports the everyday experience of its workers. This year, the methodology was adjusted to group companies by an industry schema created by our data partner, Revelio Labs, with support based on U.S. News' editorial judgment. The move provides a more consumer-friendly industry classification. "Prospective and current employees understand the significant impact their employer has on their quality of life," said Chase. "Whether a new grad seeking a company to launch their career, an established professional looking for a change or an HR professional researching the strengths of their company and others, Best Companies to Work For provides a central space to see which companies U.S. News identified as meeting their employees' needs best." To calculate the U.S. News Best Companies to Work For ratings, U.S. News only considered the largest 5,000 publicly traded companies as of January 2025 that had more than 75 Glassdoor reviews written between 2021-2025. Relevant data, including employee sentiment and regulatory enforcement data, was gathered from partners Revelio Labs, Good Jobs First's Violation Tracker and QUODD to calculate the six metrics used in the lists. The Best Companies to Work For: Internship ratings factor college students' sentiment and survey data; only companies that have at least 30 Glassdoor reviews provided by interns were considered. Best Companies to Work For: Supporting Family Caregiving ratings, developed in partnership with the Milken Institute, evaluated metrics and benefits that impact caregiving employees most. For further details on how the metric scores were calculated, see the methodology. For more information, visit Best Companies to Work For and U.S. News' expanding Careers offerings and share the ratings on Facebook and X (formerly Twitter) using #BCTWF. About U.S. News & World ReportU.S. News & World Report is the global leader for journalism that empowers consumers, citizens, business leaders and policy officials to make confident decisions in all aspects of their lives and communities. A multifaceted media company, U.S. News provides unbiased rankings, independent reporting and analysis, and consumer advice to millions of people on each month. A pillar in Washington for more than 90 years, U.S. News is the trusted home for in-depth and exclusive insights on education, health, politics, the economy, personal finance, travel, automobiles, real estate, careers and consumer products and services. View original content to download multimedia: SOURCE U.S. News & World Report, L.P. Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Yahoo
24-05-2025
- Business
- Yahoo
Recent college grads face toughest job market in years
(NewsNation) — Headlines say the job market is solid, but for those just entering it, the reality feels different. Recent college grads faced a 5.8% unemployment rate as of March — the highest since 2021 and more than double the rate for all college graduates, according to an analysis by the Federal Reserve Bank of New York. Underemployment is also on the rise: 41% of new graduates are now working in jobs that typically don't require a college degree, up from 39% in January. 'The job market right now for recent grads is not in a great place, even though the hard economic data … is still relatively strong,' said Daniel Zhao, lead economist at career site Glassdoor. 'A lot of employers aren't hiring right now.' The question is whether the recent slowdown reflects a temporary wave of uncertainty or the start of a new normal in which technologies like artificial intelligence steadily replace entry-level jobs. Earlier this week, a New York Times op-ed warned that AI poses a real threat to jobs traditionally held by young workers, with the 'bottom rung of the career ladder' likely to break first. 'We saw what happened in the 1980s when our manufacturing sector steeply declined. Now it is our office workers who are staring down the same kind of technological and economic disruption,' Aneesh Raman, chief economic opportunity officer at LinkedIn, wrote in the Times. While that may prove true in the years ahead, Raman acknowledged there's no clear evidence that AI is behind today's shaky entry-level market. How AI is influencing career choices for younger generations Instead, Raman — and experts NewsNation spoke with — point to broad economic uncertainty that's affecting nearly all job seekers, not just recent grads. 'A healthy economy has a certain amount of churn and movement in it, and that's not something that we're seeing right now,' said Allison Shrivastava, an economist with the Indeed Hiring Lab. Internship postings usually rise at the start of spring, but in early April, they were down 11 percentage points compared to the same time last year, according to Indeed. The Class of 2025 looked poised for a strong hiring season last fall, but that outlook has since fizzled. Employers had expected a 7.3% bump in new grad hires; now, they're planning to hire roughly the same number of graduates as last year, according to the National Association of Colleges and Employers. President Donald Trump's trade policies have rattled investors and plunged consumer confidence, potentially making things worse in the months ahead. That said, the rise in unemployment among recent grads began before his most drastic actions. With employers pulling back and growing more risk-averse, job seekers with less experience, like new grads, are having a tougher time getting their foot in the door. They're also facing more competition. 'This year's graduating class is competing with 2024 grads who are still looking for jobs,' Andrew Seaman, senior editor-at-large for Jobs & Career Development at LinkedIn, said in an email. Seaman noted that recent years have seen some of the highest graduation rates ever, and skill requirements for entry-level roles are higher today than they used to be. That's leading to real frustration, and members of Generation Z are now more pessimistic about their job prospects than any other generation, according to a recent LinkedIn survey. Every month brings fresh jobs data, but in recent years, one industry has consistently outpaced the rest: health care. 'If you're in the health care sector right now, you're probably feeling pretty good,' Shrivastava said. 'I don't see that changing anytime soon.' Driven by a rapidly aging population, the health care and social assistance sector is expected to see the most job growth of any field over the next decade, accounting for roughly one-third of all new jobs created, according to Labor Department projections. The fastest growing (and declining) jobs by 2030 Zhao pointed out that health care can be a promising path for new grads, even if they didn't major in nursing or plan to become doctors. Government forecasts show nonclinical roles, like health services managers, are expected to be in high demand for years to come. 'There are those jobs out there for folks who are not necessarily health care providers but want to be in an industry that is a little bit more stable,' Zhao said. For new grads who aren't interested in health care, AI engineer and AI consultant are the fastest-growing job titles, according to a LinkedIn report earlier this year. Industries like construction and education are also growing. 'This is definitely a shift in the data from the Grad's Guide list, even just a couple years ago, where we saw a higher concentration in office jobs like recruiting, tech and legal services,' Seaman said. Over the past year, employment in professional and business services has declined, particularly in administrative support roles, Labor Department data shows. Historically, Americans with a college degree have had lower unemployment rates than the overall workforce, but lately that trend hasn't held for recent grads aged 22 to 27. While the overall unemployment rate hovered around 4% in the first quarter, the rate for recent grads climbed toward 6%. For those who majored in anthropology (9.4%), physics (7.8%) and computer engineering (7.5%), unemployment was even higher as of 2023, the New York Fed found. 'For folks who went into computer science or these related fields with the promise of high-paying jobs coming out of undergrad, it feels like that promise has kind of been broken,' Zhao said. College wasn't worth it for 51% of Gen Zers, study says The end of the 'learn to code' era has coincided with growing skepticism as more Americans question the value of college degrees that have saddled millions with debt. Still, the New York Fed's recent report suggests graduating from college is still worth it for most, and the wage premium remains near an all-time high. However, for the quarter of graduates who end up in relatively low-paying jobs, a college degree may not be worth it. Looking ahead, Shrivastava is watching to see whether employers continue moving toward skills-based hiring, which gained traction during the tight labor market of 2022. Zhao echoed that sentiment, adding, 'I think a lot of people underestimate how broadly applicable their skills might be, especially for an entry-level job.' Copyright 2025 Nexstar Media, Inc. All rights reserved. This material may not be published, broadcast, rewritten, or redistributed.
