Latest news with #ToniFrana
Yahoo
11-07-2025
- Business
- Yahoo
Most job switchers are making a change in career: Top 5 fields they're leaving.
Nowadays, when Americans switch jobs, they're not just making changes around the edges. Sixty-four percent of workers who switched jobs from 2022 to 2024 also changed careers, according to an Indeed study of 35 million profiles on the leading job site. Among the fields workers left at the highest rates: hospitality, and arts and entertainment. Those fostering the most loyalty: nursing and software development, Experts largely attribute the trend to shifts that took root during the COVID-19 pandemic, which triggered 22 million layoffs as well as new perspectives about work. On a practical level, the health crisis spawned unprecedented labor shortages that allowed workers to hop among jobs for better pay, benefits and less tangible rewards. 'People could really change jobs if they wanted to,' said Allison Shrivastava, an economist with the Indeed Hiring Lab, the job site's research arm. As a result, she said, 'There was a lot more opportunity for people to change careers.' COVID-19 also sparked deeper transformations. During the crisis, many workers burned out as they toiled long hours to fill in for idled colleagues or grew more aware of life's fragility. That spurred a desire among many Americans for better work-life balance, remote or hybrid work set-ups and greater job fulfilment. 'People really started wanting to align their careers with their personal visions and values,' said Toni Frana, a career expert with FlexJobs, a job search site specializing in remote and hybrid jobs and roles with flexible hours. While the job-hopping frenzy known as the Great Resignation has faded along with the pandemic, the fresh attitudes about career fulfilment and work-life balance seem to have endured. According to a FlexJobs survey for USA TODAY in February, 24% of Americans said they tried to change occupations the previous year, 6% did so and another 39% said they're looking to make a switch this year. That's nearly 70% of workers changing careers, according to the online survey of 2,293 respondents, conducted by SurveyMonkey. The top reason: to work remotely, cited by 67% of respondents, followed by better work-life balance (52%), more meaningful or fulfilling career (48%) and higher pay (48%), the FlexJobs poll revealed. Neither Indeed nor FlexJobs has previous data on the share of career switchers years ago. But Labor Department figures suggest the practice was less common. In January 2024, workers had been with their current employer a median of 3.9 years, down from 4.1 years in January 2022 and the shortest median tenure since January 2002. Generally, the fewest workers switch from and to occupations that require formal credentials, licenses, training and specialized skills, according to Indeed. And there's more turnover in fields with lower entry barriers and, typically, lower salaries. Here are the top five occupations Americans left from 2022 to 2024, according to the Indeed survey: Share of workers leaving in the two-year period: 91%. Key reason: There's not much upward mobility in the field, Indeed's Shrivastava said. Do you work for a great organization? Nominate it as one of America's Top Workplaces. And many workers are in lower-wage positions that have long hours and unpredictable schedules, according to Payactiv, a financial services company. Share of workers leaving in the two-year period: 86% Key reason: Jobs such as actors and authors are appealing but the chances of success are low. 'A lot of people may try their hand at it' but then leave for more stable occupations, Shrivastava said. Share of workers leaving in the two-year period: 86% Key reason: The field can be rewarding. But, 'It's a lot of work for not a lot of pay,' Shrivastava said. During the pandemic, the sector laid off or furloughed 373,000 employees, or 36% of its workforce. Share of workers leaving in the two-year period: 86% Key reason: Supply chain troubles during the pandemic led many logistics workers to quit for better pay and less stress, according to Intelligent Audit, a logistics company. Share of workers leaving in the two-year period: 86% Key reason: While the job can be rewarding, many people leave because of low pay, long hours and inconsistent schedules, according to CareVoyant, which makes software for the industry. Here are the bottom five fields workers left from 2022 to 2024: Share of workers leaving in the two-year period: 28% Key reason: There's lots of demand for nurses, wages have risen and few nurses leave once they've invested the time and money to earn nursing degrees, Shrivastava said. Share of workers leaving in the two-year period: 37% Key reason: Software developers have relatively high salaries and job satisfaction levels, Shrivastava said. It's also a low-stress job with good work-life balance, according to U.S. News rankings. Share of workers leaving in the two-year period: 38% Key reason: The pay is good, the investment in schooling is significant and skills aren't transferable to other occupations, Shrivastava said. Share of workers leaving in the two-year period: 51% Key reason: Occupational therapists and speech pathologists earn a comfortable living and have high job satisfaction levels, Shrivastava said. Share of workers leaving in the two-year period: 52% Key reason: Accountants have specialized skills, stable work environments and good work-life balance, Shrivastava said. This article originally appeared on USA TODAY: Most workers who switch jobs are making a career change
USA Today
10-06-2025
- Business
- USA Today
Most job switchers are making a change in career: Top 5 fields they're leaving.
Most job switchers are making a change in career: Top 5 fields they're leaving. Show Caption Hide Caption Bolster these work skills amid the AI boom With new college graduates entering the workforce, these are key skills employers will look for amid the AI boom. Nowadays, when Americans switch jobs, they're not just making changes around the edges. Sixty-four percent of workers who switched jobs from 2022 to 2024 also changed careers, according to an Indeed study of 35 million profiles on the leading job site. Among the fields workers left at the highest rates: hospitality, and arts and entertainment. Those fostering the most loyalty: nursing and software development, Experts largely attribute the trend to shifts that took root during the COVID-19 pandemic, which triggered 22 million layoffs as well as new perspectives about work. On a practical level, the health crisis spawned unprecedented labor shortages that allowed workers to hop among jobs for better pay, benefits and less tangible rewards. 'People could really change jobs if they wanted to,' said Allison Shrivastava, an economist with the Indeed Hiring Lab, the job site's research arm. As a result, she said, 'There was a lot more opportunity for people to change careers.' How did COVID-19 affect the workforce? COVID-19 also sparked deeper transformations. During the crisis, many workers burned out as they toiled long hours to fill in for idled colleagues or grew more aware of life's fragility. That spurred a desire among many Americans for better work-life balance, remote or hybrid work set-ups and greater job fulfilment. 'People really started wanting to align their careers with their personal visions and values,' said Toni Frana, a career expert with FlexJobs, a job search site specializing in remote and hybrid jobs and roles with flexible hours. While the job-hopping frenzy known as the Great Resignation has faded along with the pandemic, the fresh attitudes about career fulfilment and work-life balance seem to have endured. According to a FlexJobs survey for USA TODAY in February, 24% of Americans said they tried to change occupations the previous year, 6% did so and another 39% said they're looking to make a switch this year. That's nearly 70% of workers changing careers, according to the online survey of 2,293 respondents, conducted by SurveyMonkey. What are the reasons for career change? The top reason: to work remotely, cited by 67% of respondents, followed by better work-life balance (52%), more meaningful or fulfilling career (48%) and higher pay (48%), the FlexJobs poll revealed. Neither Indeed nor FlexJobs has previous data on the share of career switchers years ago. But Labor Department figures suggest the practice was less common. In January 2024, workers had been with their current employer a median of 3.9 years, down from 4.1 years in January 2022 and the shortest median tenure since January 2002. Generally, the fewest workers switch from and to occupations that require formal credentials, licenses, training and specialized skills, according to Indeed. And there's more turnover in fields with lower entry barriers and, typically, lower salaries. Here are the top five occupations Americans left from 2022 to 2024, according to the Indeed survey: Hospitality and tourism Share of workers leaving in the two-year period: 91%. Key reason: There's not much upward mobility in the field, Indeed's Shrivastava said. Do you work for a great organization? Nominate it as one of America's Top Workplaces. And many workers are in lower-wage positions that have long hours and unpredictable schedules, according to Payactiv, a financial services company. Arts and Entertainment Share of workers leaving in the two-year period: 86% Key reason: Jobs such as actors and authors are appealing but the chances of success are low. 'A lot of people may try their hand at it' but then leave for more stable occupations, Shrivastava said. Child care Share of workers leaving in the two-year period: 86% Key reason: The field can be rewarding. But, 'It's a lot of work for not a lot of pay,' Shrivastava said. During the pandemic, the sector laid off or furloughed 373,000 employees, or 36% of its workforce. Logistics support Share of workers leaving in the two-year period: 86% Key reason: Supply chain troubles during the pandemic led many logistics workers to quit for better pay and less stress, according to Intelligent Audit, a logistics company. Personal care and home health Share of workers leaving in the two-year period: 86% Key reason: While the job can be rewarding, many people leave because of low pay, long hours and inconsistent schedules, according to CareVoyant, which makes software for the industry. Here are the bottom five fields workers left from 2022 to 2024: Nursing Share of workers leaving in the two-year period: 28% Key reason: There's lots of demand for nurses, wages have risen and few nurses leave once they've invested the time and money to earn nursing degrees, Shrivastava said. Software development Share of workers leaving in the two-year period: 37% Key reason: Software developers have relatively high salaries and job satisfaction levels, Shrivastava said. It's also a low-stress job with good work-life balance, according to U.S. News rankings. Dental Share of workers leaving in the two-year period: 38% Key reason: The pay is good, the investment in schooling is significant and skills aren't transferable to other occupations, Shrivastava said. Therapy Share of workers leaving in the two-year period: 51% Key reason: Occupational therapists and speech pathologists earn a comfortable living and have high job satisfaction levels, Shrivastava said. Accounting Share of workers leaving in the two-year period: 52% Key reason: Accountants have specialized skills, stable work environments and good work-life balance, Shrivastava said.
Yahoo
28-04-2025
- Business
- Yahoo
Revenge RTO: Workers are coming in late, leaving early and stealing snacks as they find small ways to get get back at their bosses
At an online reselling platform in Chicago, one employee always makes a pit stop by the communal fridge before heading home for the day. The employee, who like other workers interviewed requested anonymity for fear of retribution, always picks out a few soft drinks and snacks to take home. After her workplace started instituting RTO mandates forcing her to come in a few days a week, she believes it's her right to take a few extra refreshments. 'I keep my home fridge fully stocked with all of my office drinks,' she tells Fortune. 'If the shareholders are taking my wages, at the very least, I'm going to take home three Gatorades and a couple Uncrustables.' The Chicago-based employee is just one of the countless workers engaging in a kind of revenge RTO strategy: complying with their workplace demands, but taking advantage in other ways, like coming in late, leaving early, or stealing snacks. Reddit's AntiWork forum, for instance, has an entire thread dedicated to brainstorming 'subtle acts of resistance' when it comes to RTO. These include never answering your phone when you're not in the office, spending as much time as possible socializing, bothering your bosses when they look busy, and intentionally burning popcorn in the microwave. Experts tell Fortune that the roots of this defiance can be traced to a wave of RTO mandates instituted with little explanation or thought for employee well-being, which is now leading them to act out in small ways. And although these little rebellions might seem petty, they're actually a sign that workers have lost faith and confidence in their employer in a way that should make managers take notice of their own actions. 'When employees feel that something is unfair, they act to make it fair,' Peter Cappelli, professor of management and director of the Center for Human Resources at UPenn's Wharton Business School, tells Fortune. 'That reflects poorly on the leadership, down to the manager.' The COVID-19 pandemic fundamentally changed offices around the world when millions of employees transitioned to remote work on a dime. When pandemic restrictions began to lift, many companies took a soft approach to work arrangements, allowing employees to continue working from home, or only requiring them to come in a few days a week. But those privileges have slowly eroded as CEOs and managers become more insistent that employees work from the office all or most of the time. One thing, however, is clear: workers do not want to go back to the old days. A resounding 95% of employees want some form of remote work option, according to a 2024 FlexJobs survey. 'Because remote work is such a cherished benefit, it doesn't surprise me that companies that implement a RTO mandate may have employees who are not thrilled with the decision,' Toni Frana, career expert manager at FlexJobs, tells Fortune. Some employers have taken a smarter approach to RTO by basing their mandate on data, and communicating effectively with workers. But others have been more heavy handed, and demanded that employees go back into the office with little to no evidence or explanation why. That has made many workers feel that an important social contract has been broken, leading them to act out, says Denise Rousseau, a professor of organizational behavior at Carnegie Mellon. The formal term for this is 'counterproductive work behavior,' defined as voluntary behavior that violates the organizational and social norms of a workplace. 'The precursors are unfair treatment, broken promises, or perceptions of an employer who does not have the workers interests at heart,' says Rousseau.'If this behavior is increasing, it's because employers have violated some implicit agreement.' That certainly seems to be the case with one New York City government contract employee that Fortune spoke with. She says she stopped clocking in and out for her lunch hour, and now charges the agency for that time. 'I'm just going to keep doing it,' she tells Fortune. 'I have s****y health insurance, so this makes up for it.' Another employee at a luxury goods brand in New York City that Fortune spoke with said she has seen an increase in revenge RTO behavior among her colleagues who are required to come to the office four days a week, including skipping out for a workout class or taking back food to their families. She adds that if a manager or member of leadership leaves early, other employees follow suit. 'Because we don't want to be here so often, we really are taking advantage of the moments when it is okay to leave, because nobody really sees it,' she says. Employees who take a few extra bags of Cheez-its or lightly embellish a 'doctor's appointment' might be aggravating for bosses, but they should think twice about trying to crack down on workers taking small liberties. 'If I'm an employer, before I get all my nose all out of joint about the insubordination, I think it is important to recognize that there are all kinds of rules that get violated all the time,' says Cappelli. That's especially true when workplace norms have recently changed. 'You might think this one is really fundamental, but have you done anything to persuade people that it really is fundamental now? Because it wasn't the week before.' These micro-transgressions, however, can also signal a deeper problem; a company may have flubbed the way they communicated their RTO demands, overlooked the needs of groups that particularly value flexible schedules, or generally made their workers feel unappreciated. 'It's a heads-up to the company that [they have] benefit[ed] from people's goodwill for many years, and that [they] don't want to throw that away,' says Rousseau. Experts emphasize that there's still hope for employers trying to cut down on incidents of RTO revenge, and say the solution is quite simple: listen to workers. Town halls, anonymous surveys, and collecting feedback from managers are all different ways to better understand the kind of work arrangements that are compatible with employee productivity, and the kind of policies that will win back their trust. Rousseau argues that there is no way to move forward as an organization without incorporating some type of employee feedback. And she warns that any company doing so proceeds at their own peril. 'I don't think not caring is an option,' she adds. This story was originally featured on
Yahoo
14-04-2025
- Business
- Yahoo
Here's the Salary Americans Believe Makes You ‘Financially Successful' in 2025
'Financial success' means different things to different people. For some, it could mean never having to worry about money, while for others, it may simply mean being able to pay all of your bills on time. Americans are also divided on how much money you need to earn to be considered 'financially successful,' but a recent survey is shedding some light on what people really think. Check Out: Read Next: According to a FlexJobs survey of American professionals, between $100,000 and $250,000 is the salary sweet spot, with 51% of respondents saying that this is the salary range needed to be financially successful. About one-quarter (26%) believe you need to earn between $75,000 and $100,000, while 17% said you need to earn between $250,000 and $500,000, and 6% said you need to earn over $500,000. Here's a closer look at why six-figures is the popular cutoff for 'financial success' and how to calculate how much you personally need to be successful. Earning a six-figure salary is still a career goal that many professionals aspire to, so it makes sense that the majority of Americans see hitting this level as a mark of financial success. 'Within this range [$100,000 to $250,000], workers likely believe they would have greater financial stability,' said Toni Frana, career expert manager at FlexJobs. 'This is top of mind for people right now with persisting economic fears around inflation and job security. Also, a salary this high could signify that they have reached a specific career milestone, like a promotion or management position.' Find Out: Everyone has different life circumstances, so not all workers will need the same salary to be financially successful. 'Your salary needs should be based on your current expenses and what future goals you have for saving,' Frana said. 'You should have a range that you are comfortable with personally, with the lower number being the minimum you need to reach your goals, and the higher number a desired salary you ideally want to negotiate to.' Figuring out the salary that is needed to feel successful financially is dependent on your own needs and goals. 'In order to determine what that looks like, first make sure you have a thorough understanding of monthly expenses and requirements to live comfortably,' Frana said. 'Then, it's important to think about the future. Many people may seek advice from certified finance professionals or other resources to help determine what future needs to consider.' Frana suggested asking yourself a few key questions to get started: What career goals do you have? Would you like to purchase a home? Is travel something you'd like to prioritize? Do you have kids wanting to go to college? What future expenses and financial goals do you have? 'Knowing what you need to work toward given your monthly and future expenses is a good starting point,' she said. There are two main ways to increase your salary — find a new job or ask for a promotion. According to the FlexJobs survey, 54% of professionals believe changing jobs is a more effective strategy, while 46% said pursuing a promotion within their current company is a more effective way to boost their salary. 'For the past several years, changing jobs has been an effective strategy for increasing your salary,' Frana said. 'However, recent data suggests that the salary bump when changing jobs versus staying at a company and pursuing a promotion is shrinking. Workers should consider both as viable options to increase their salary.' If you choose to apply for a new job, make sure you are able to provide clear evidence of your impact at your current job. 'When seeking a new job, highlighting your top accomplishments, results and impact on your application as well as in any interview will help ensure you receive a fair salary offer,' Frana said. 'This holds true as well when aiming for a promotion or raise at your current company.' For those hoping to earn a promotion and/or salary increase at your current job, start taking actions to set yourself up for a positive outcome well before any conversation with your manager, Frana said. 'Taking on new assignments, setting development goals and knowing and understanding your manager's goals and priorities will help you set yourself on the path to growth at your current company,' she said. 'Then, when it's time to ask for a raise or promotion, have a plan to discuss your accomplishments and impact as they relate to your team and company, and reach the broader goals of both.' More From GOBankingRates 5 Luxury Cars That Will Have Massive Price Drops in Spring 2025 4 Things You Should Do if You Want To Retire Early 5 Cities You Need To Consider If You're Retiring in 2025 5 Types of Vehicles Retirees Should Stay Away From Buying This article originally appeared on Here's the Salary Americans Believe Makes You 'Financially Successful' in 2025 Sign in to access your portfolio
Yahoo
10-04-2025
- Business
- Yahoo
Workers think their CEOs are overpaid and wouldn't be able to handle more junior roles
The divide between the U.S. workforce and executive leadership is deepening. Many workers are convinced that company leaders are getting more for doing less—and they're not happy about it. About 80% of U.S. employees believe that CEOs are overpaid, and nearly 7 in 10 said they do not believe the CEO of their company could do their job for a week, according to new data from FlexJobs. Researchers polled 2,200 U.S. workers in February 2025. 'The gap is widening between leadership direction and employee needs, like equitable pay, job flexibility, and representation,' says Toni Frana, a career expert at FlexJobs. 'Instead, workers are met with actions like mass layoffs and restrictive return-to-office mandates.' The latest survey backs up other recent data on attitudes about the widening gap between workers and the top brass. Over 80% of Americans believe that it's important for businesses to avoid creating a huge pay gap between executives and average employees, according to 2024 research from Gallup and Bentley University. Around two-thirds of Americans also believe companies are doing a 'poor' job of addressing that divide, according to the same poll. That gap, however, doesn't look like it will get smaller anytime soon. Workers won huge wage gains in the years immediately following the pandemic, but those increases have petered out. And while the labor market still looks strong on paper, workers today are holding on to their jobs for longer—and much less likely to win a bigger paycheck if they switch roles. This story was originally featured on
