SUCCESS
How Major Companies Are Addressing Mental Health In The Workplace
The workplace can be a leading contributor to the deterioration of employees’ mental health and emotional well-being. One in three Americans say their mental health is negatively impacted by their jobs, according to research by the Society of Human Resource Management. Thirty percent of the 1,000 workers surveyed reported feeling overwhelmed at work, while 29% said their jobs make them feel anxious at least once a week.
Mental health issues and burnout can result from rigorous deadlines, heavy workloads, long hours, a toxic work environment, lack of recognition and psychological safety, as well as job and financial insecurity.
In the first quarter of 2024, over 50,000 employees have been terminated in the tech sector alone, according to Layoffs.fyi. The constant barrage of layoff announcements by large, prominent companies takes its toll on the workforce. People fear and dreadfully wait in anticipation that they will be next in line to get the ax.
Businesses must address mental health issues in the workplace—for the sake of both the workers and the companies’ bottom line. If the staff is operating under duress, it will adversely impact their engagement and production. Employees also expect more from their companies, with 45% of U.S. workers reporting higher expectations for the level of mental health support their employers should provide, the SHRM study revealed.
Here’s Why Your Co-Workers Are Not Your Friends
There are benefits to fostering workplace connections, as belongingness will always be a fundamental human need. In fact, social connection is the main driver for employee engagement and well-being, according to research by Qualtrics on workplace belonging.
People often look to their colleagues for a sense of belonging, as co-workers spend eight or more hours together in person or via Zoom calls and Slack channels. Cliques form in the office, while some also have chosen work “wives” and “husbands.”
However, whether you are onsite or working remotely, balancing relationships with co-workers is sometimes like navigating your way through a minefield. You want to like your colleagues and cultivate close relationships, but there is always an underlying sense of competition, one-upmanship and crossing boundaries, which can blow up in your face.
How The ‘9-Box’ Talent Review System Can Make Or Break Your Career
One of the biggest grievances of workers is that they are largely left in the dark about how they are performing and perceived by their managers. Behind the scenes, human resources have a rubric for evaluating employee rankings to determine if you will be promoted or not.
If you have ever wondered why you didn’t get that coveted internal job that you desired, it may be due to the 9-box talent review system. This is a strategic tool used in talent management to evaluate and categorize employees based on their performance and growth potential.
To learn more about how the 9-box talent review method works, I spoke with Heather Doshay, a partner and head of people and talent at venture capital firm SignalFire. In the conversation, she pulled back the curtain to share how many human resources departments review and rank workers.
Disha Patel, Head Of Shopping Product At Cash App: The Importance Of Finding Your Craft
Disha explains why finding a craft and refining it over time is essential. It's how she's evolved her career, first as an engineer and then as a management consultant and a product head. We dig into what practicing a craft looks like and how to know if you have the right network and role to thrive.
Disha also shares how she earned her most challenging promotion. We break everything down, including who her manager was, what she did in her role before the promotion, the impact she demonstrated and why a focus on landing a promotion or pay bump wasn't the catalyst for the big career move.
Google Employees Claim To Be Receiving Reduced Pay Packages, Company Says Salaries Will Increase
Google, known for its lucrative compensation packages and employee perks, is now under scrutiny as reports emerge of reductions in overall pay for some of its workforce. Following last year's layoffs that saw thousands of employees leaving the company, it has come to light that Google has taken the decision to scale back the compensation packages of many employees and the overall pay of some people has also been reduced, according to Business Insider.
Amidst the annual ritual of performance reviews and pay adjustments, Google employees received a shock this year as they discovered smaller-than-expected pay bumps, with some even experiencing a decrease in their overall compensation. The reduction in compensation packages, comprising base salary, bonuses, and equity grants, has sparked concern and disappointment among employees, many of whom had anticipated substantial raises based on past years' trends.
Reports indicate that even employees with satisfactory or outstanding performance ratings have not been spared from the impact of these reductions. Some have observed base pay increases as low as under 3 per cent, a far cry from the higher raises of 8 per cent to 10 per cent seen in previous years. Managers, too, have noted constraints in their ability to make adjustments, with smaller budgets allocated for compensation distributions compared to previous years.
Success Requires ‘Ample Doses Of Pain,’ Billionaire Nvidia CEO Tells Stanford Students: ‘I Hope Suffering Happens To You’
Jensen Huang has a simple message for young people who want to achieve “greatness”: No pain, no gain.
That was essentially the Nvidia CEO’s message for students at his alma mater, Stanford University, where he spoke last week at the Stanford Institute for Economic Policy Research.
“Greatness is not intelligence. Greatness comes from character. And character isn’t formed out of smart people, it’s formed out of people who suffered,” Huang said at the event, in response to a question about how students can maximize their shot at being successful.
“One of my great advantages is that I have very low expectations,” Huang said, noting that most Stanford graduates “have very high expectations” as a result of having an elite education.
Often “people with very high expectations have very low resilience,” he went on, because they are not accustomed to, or prepared for, failure.
“Unfortunately, resilience matters in success,” he said. “I don’t know how to teach it to you except for I hope suffering happens to you.”
S&P 500 Falls On Inflation Concerns, Heads For Weekly Loss
The S&P 500 fell on Friday and was on track to end the week lower, with technology stocks under pressure as inflation concerns remain front and center ahead of the Federal Reserve’s policy meeting next week.
Investors remain hyper vigilant after a slew of data from earlier in the week. February’s producer price index, a gauge of wholesaler inflation, advanced more than economists anticipated. The data has helped push the the benchmark 10-year Treasury roughly 22 basis points higher on the week, as investors wondered if the recent economic data was too strong for the Federal Reserve to loosen monetary policy. The Fed will begin its two day policy meeting on March 19.
Recent economic releases could throw into question whether the Fed feels inflation has cooled enough to begin lowering levels later this year and could raise long-term borrowing rates.
How To Get A Job In Tough Times: All The Advice You Need To Succeed From A Top Executive Recruiter
There’s an old saying, “Tough times make tough people.” In this book, Jack Kelly will help guide you every step of the way in your job search to ensure that you stay strong, resilient and positive, and get that great, new job.
