This was the “ Music While You Work” programme – a brainchild of the UK government, which thought that broadcasting live, upbeat music in factories twice a day might help to step up the pace of work and get the military the munitions they so badly needed. Over the next few years, it arguably helped to win the war. Their powerful intervention was completely invisible, yet capable of infiltrating the minds of thousands of people all at once, all over the country. Now the BBC had been asked to get involved. The Germans had already invaded vast swathes of continental Europe in the preceding weeks, 10,000 British troops had been captured in Normandy. It was 23 June 1940 and World War Two was in full swing. Employers can get ahead of the problem by embracing new technology now that readdress pay and rewards.The weapon was initiated at precisely 10:30 in the morning. In the era of the Great Resignation, talent retention has rarely been more important, and normalising workplace discontent will do nothing to arrest the trend. Compensation budgets for new hires are exploding while employers try to grapple with pay inequities caused by inflation, hybrid work and ever-increasing demands for higher wages. Our 2022 Compensation and Culture Survey found that nearly two-thirds of all US respondents and nearly three-quarters of all UK respondents indicated they had looked for a new job between 20. Compensation has been under increasing pressure in recent times and now stands as a key challenge in the fight for talent and retention. Whilst a more comprehensive approach to performance management will positively impact employee morale and motivation, compensation is still key. Informal interactions with employees are harder to maintain, which makes it more important than ever to find the time to engage with employees and address any issues. The work of managers has been complicated by the pandemic. Given the physical separations brought about by Covid-19 and the resulting push to work from home, it provides an added tool to bridge the divide. From pay to performance and day-to-day tasks, it closes the communication loop in a workforce. It’s unlikely an employee started a job with this mindset, so where did things go wrong? Whilst a reappraisal of rewards might not be a silver bullet to every scenario, it does show willingness on behalf of employers and can help bridge the divide that’s been allowed to grow.Īt beqom, we provide an HR platform with interactivity at its core. Again, this should be seen as a by-product of a breakdown in communication. There’s another danger to so-called quiet quitting: those who’ve become so disenchanted with their job that they’re only motivated by their monthly pay cheque and have resorted to doing the bare minimum required to achieve it. In turn, this can help boost year-round productivity. More importantly, it means performance can be acknowledged in real-time, and employees have reason to buy into the business as they feel their efforts haven’t been ignored. Offering continuous rewards such as regular access to bonuses can better compensate employees without blowing annual budgets. The quiet quitting phenomenon shows how outdated annual appraisals are for the current work environment. Some might flinch at the prospect of more regular rewards for performance amid a cost-of-living crisis, but responsive compensation doesn’t have to cost companies more. This can be done in many ways, from appraisals to real-time rewards. To overcome these new barriers there needs to be renewed focus by companies on regular check-ins. With many employees continuing to work from home, the danger will always be that employees feel increasingly disconnected, physically and mentally, from the office. However, this doesn’t need to be done in silence. Reassessing life and career goals is a natural reaction to such a life-changing event. This has to be seen in the context of the pandemic, and the impact it’s had on people around the world. For some, it appears to mean downgrading career ambitions to focus more on other areas of life. Quiet quitting has become a buzzword in recent months. Increased communication between employers and employees can stop this trend in its tracks, and help overcome the challenges of employee management amid hybrid working. All told, it’s a symptom of another stark reality, that performance management is often overlooked. ![]() The Great Resignation, the Great Reshuffle and now the trends of quiet quitting and quiet firing have exposed a breakdown in the workplace that must be addressed.
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