US Employee Engagement Sinks To 10-Year Low (gallup.com) 189
Employee engagement in the U.S. fell to its lowest level in a decade in 2024, Gallup reported Tuesday, with only 31% of employees engaged. This matches the figure last seen in 2014. The percentage of actively disengaged employees, at 17%, also reflects 2014 levels. Gallup: The percentage of engaged employees has declined by two percentage points since 2023, highlighting a growing trend of employee detachment from organizations, particularly among workers younger than 35.
These are among the findings of Gallup's most recent annual update of U.S. employee engagement. Though engagement increased slightly midyear, it declined through the rest of 2024, finishing the year at its decade low. In Gallup's trend dating back to 2000, employee engagement peaked in 2020, at 36%, following a decade of steady growth, but it has generally trended downward since then.
Each point change in engagement represents approximately 1.6 million full- or part-time employees in the U.S. The declines since 2020 equate to about 8 million fewer engaged employees, including 3.2 million fewer compared to 2023. Among the 12 engagement elements that Gallup measures, those that saw the most significant declines in 2024 (by three points or more in "strongly agree" ratings) include:
Clarity of expectations. Just 46% of employees clearly know what is expected of them at work, down 10 points from a high of 56% in March 2020.
Feeling someone at work cares about them as a person. Currently, 39% of employees feel strongly that someone cares about them, a drop from 47% in March 2020.
Someone encouraging their development. Only 30% strongly agree that someone at work encourages their development, down from 36% in March 2020.
People of all ages come to work seeking role clarity, strong relationships and opportunities for development, but managers, combined, are progressively failing to meet these basic needs. However, managers themselves are faring no better than those they manage, with only 31% engaged.
These are among the findings of Gallup's most recent annual update of U.S. employee engagement. Though engagement increased slightly midyear, it declined through the rest of 2024, finishing the year at its decade low. In Gallup's trend dating back to 2000, employee engagement peaked in 2020, at 36%, following a decade of steady growth, but it has generally trended downward since then.
Each point change in engagement represents approximately 1.6 million full- or part-time employees in the U.S. The declines since 2020 equate to about 8 million fewer engaged employees, including 3.2 million fewer compared to 2023. Among the 12 engagement elements that Gallup measures, those that saw the most significant declines in 2024 (by three points or more in "strongly agree" ratings) include:
Clarity of expectations. Just 46% of employees clearly know what is expected of them at work, down 10 points from a high of 56% in March 2020.
Feeling someone at work cares about them as a person. Currently, 39% of employees feel strongly that someone cares about them, a drop from 47% in March 2020.
Someone encouraging their development. Only 30% strongly agree that someone at work encourages their development, down from 36% in March 2020.
People of all ages come to work seeking role clarity, strong relationships and opportunities for development, but managers, combined, are progressively failing to meet these basic needs. However, managers themselves are faring no better than those they manage, with only 31% engaged.
Engagement? (Score:5, Funny)
People don't even get married these days, so who cares about getting engaged.
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Why do you think lesbian divorce rates crush all others?
Why should I think that if it simply isn't true? [wikipedia.org]
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Why do you think lesbian divorce rates crush all others?
Why should I think that if it simply isn't true? [wikipedia.org]
Did you actually read that link? While the data about lesbian couples compared to heterosexual couples was not especially clear, it was unambiguous that lesbian divorce rates "crush" (to use OP's term) that of homosexual men--double or more.
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Did you actually read the comment that was referenced in the GP post?
The one that claims this:
lesbian divorce rates crush all others?
You homophobe trumptards are all crazy.
Not a Darth Cheeto voter, sorry to disappoint, and yes, I read the comment, which is why I stated "the data about lesbian couples compared to heterosexual couples was not especially clear."
The article's references to heterosexual marriages are limited and conflicting. They certainly do not support the GGP's blanket refutation of the claim except in the case of Denmark in 1997, which seems less than useful data when discussing what things are rather than what they were thirty years ago. The data for Norway
RTO (Score:5, Insightful)
Motivation is a huge factor in work speed and quality.
Sooo, it seems that with the more and more time spent at the office in the past two years we are seeing lower and lower motivation.
Apparently telling people you don't trust them and putting people in overcrowded cages and letting them commute in misery two hours per day doesn't create motivation to work harder. Who could have predicted it?
CEO's could perhaps try things that treat employees like human beings instead of cattle that needs to be caged?
But who am I kidding, I'm sure the next attempt will be something like china's 996 culture or firing everyone over 35.
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So the stat is at a 10 year low but you're tying it to an issue that's far more recent than that?
Re:RTO (Score:5, Interesting)
Taking something away affects motivation way more than never having had it in the first place. People that never have had the opportunity of flexible working location (like 99% before 2020) obviously don't know what they have been missing out on. I think that that's a context you should keep in mind when looking at such a graph.
But, yeah it's actually a reference to what the 'Restricted To Office' people are doing all the time. They tend to take some numbers that are obviously affected by interest rates and use them as 'proof' that WFH is bad. So just applying that logic.
Re:RTO (Score:5, Interesting)
There is a different way to look at this statistic.
Something is driving down employee engagement, it seems rather low right now. Let's see how far back we have to go to find the same low level of employee engagement... guess what, even going 10 years back it was not as bad as today.
So, yes, even the current "return to office" mandates could be the cause.
Re:RTO (Score:4, Interesting)
There is a different way to look at this statistic. Something is driving down employee engagement, it seems rather low right now. Let's see how far back we have to go to find the same low level of employee engagement... guess what, even going 10 years back it was not as bad as today. So, yes, even the current "return to office" mandates could be the cause.
We all take out our favorite axes to grind. And apparently many in here believe that they represent the majority of employees, who can work from home. This is a subset of working people, not the majority.
Reading the actual article, one can note that this lack of engagement is following the trend of GenZ people entering the workforce. And there are well documented articles about GenZ's expectations, attitudes, and interaction with other humans ftf, and many employers finding them to be difficult and often unemployable. Here's what employers are starting to deal with https://www.msn.com/en-us/mone... [msn.com] a quarter of GenZ's are bringing their parents to job interviews!
I would not ever hire a person who brings mommy and or daddy to a job interview. There is a 100 percent chance that mommy and daddy will be involved in every performance review, and conflict and HR action. And when it's mommy and daddy on both sides of any conflict their children are in, you have a real mess.
We're looking for employees who can work and think independently, not people who are physical adults, but mentally middle schoolers.
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Here we go again, blaming the next generation coming into the workforce. Guess what? We did the exact same thing last time - the same articles all held millennials entering the workforce were
Re:RTO (Score:4, Interesting)
I don't really like blaming generations. I've seen lazy people of all ages, and I've seen hard working people old and young. I don't like trying to further the causes that want to divide and conquer by pitting generations against each other.
My previous job, I've interviewed Gen Z college grads, and had interns which were inexperienced (we all were, at one time or another), but were sharp and willing to learn and own up to their mistakes. I don't go by age. Yes, there are some crazies out there, but I'm not going to tar a good chunk of the population because of a few outliers and horror stories.
We have a ton of well-funded psy-ops groups trying to tear at every fiber and divide everyone in the US. Male versus female. Red versus blue. One generation versus another. I refuse to give into that.
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I am self employed and I don't know how to answer the question. For me, 2024 was the most draining and exhausting year of my life. And everything was fine - normalish. I have no idea why it was so difficult by comparison. I am also less engaged in my own work and I was working from home before and after 2020.
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Everything that happened during COVID showed another way to do things that mostly worked just fine. And it was also a dramatically less draining way of doing things because of how American cities are set up with long commute times and underfunded public transit.
It kind of reminds me of the Grinch:
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Retired now, but when I was working, my motivation came from (in order of precedence):
1. The money
2. The work
3. The team
4. The benefits
Note that "The Company" appears nowhere above. The benefits, above a certain base level (insurance, vacation time, flexible working hours) are nice, might even contribute to why I stay instead of jump ship for a higher salary, but are mostly of little concern. How the company treats me has a lot to do with "engagement". If I feel like I'm valued and my work is appreciated,
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It's hard to be engaged when you spend two years working from home, doing the same things you did while working in the office, hitting the same milestones and same deadlines, then suddenly we have to go back to the office, and they try to gaslight us about "in person collaboration" and other nonsense. We all know the real reasons:
- Keep Corporate Real Estate from crashing
- Keep those tax abatements flowing from shitty southern theocratic states flowing
It becomes real clear that our value to the corporation
Menial, dead end jobs (Score:5, Insightful)
Sherlock Holmes one said:
"My mind," he said, "rebels at stagnation. Give me problems, give me work, give me the most abstruse cryptogram or the most intricate analysis, and I am in my own proper atmosphere. I can dispense then with artificial stimulants. But I abhor the dull routine of existence. I crave for mental exaltation. "
Why would you engage any kind of engagement in a menial job? Manufacturing, services, restaurants... Just the tip of the iceberg. If you want engagement, give people something interesting, worthwhile to do, something worth engaging with that actually excites your employees.
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Sherlock Holmes one said:
"My mind," he said, "rebels at stagnation. Give me problems, give me work, give me the most abstruse cryptogram or the most intricate analysis, and I am in my own proper atmosphere. I can dispense then with artificial stimulants. But I abhor the dull routine of existence. I crave for mental exaltation. "
Why would you engage any kind of engagement in a menial job? Manufacturing, services, restaurants... Just the tip of the iceberg. If you want engagement, give people something interesting, worthwhile to do, something worth engaging with that actually excites your employees.
Careful, Sherlock (and Watson) ejaculated a lot in those books.
Jokes aside, it's less about having something to do than feeling that your work has meaning and value... this is most easily expressed in remuneration although a positive and supporting manager is also a boon.
Re:Menial, dead end jobs (Score:5, Insightful)
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Re:Menial, dead end jobs (Score:4, Insightful)
Sherlock Holmes one said: "My mind," he said, "rebels at stagnation. Give me problems, give me work, give me the most abstruse cryptogram or the most intricate analysis, and I am in my own proper atmosphere. I can dispense then with artificial stimulants. But I abhor the dull routine of existence. I crave for mental exaltation. "
Why would you engage any kind of engagement in a menial job?
Ever go to a restaurant with a really good waitress or waiter? They make the job interesting. They interact, they'll even chat the customers up. The work is what you make of it.
But to specifically answer your question, to be successful, a dose of self motivation is pretty darn important. No job is full time stimulation with meaningful self affirming tasks, and the famous "making a difference"
IOW, my mantra though my entire career has been "I will bring value added to my work, whatever that work may be. The work does not define me, the products of my work, and my attitude and interactions with others are what defines me." I am highly self motivated. Try it some time - it feels much better than the victim mentality where others seemingly control how people think of themselves.
Re: Menial, dead end jobs (Score:5, Insightful)
There's a reason why people use quotes. It's because someone has already said what you are trying to say, just better.
The quote is still relevant to my opinion on this article and the fact that the quote comes from a fictional character doesn't make any difference. Fictional characters are a projection of their authors and their thoughts and wisdom.
Re: Menial, dead end jobs (Score:4)
The mere fact that you cannot comprehend how fiction reflects reality speaks to the mediocrity of your intellect. The way you chose to express your lack of comprehension has let us all know you're an ass.
Re: Menial, dead end jobs (Score:4, Insightful)
I think we've got to leave it at this, mate. It's obvious we're dealing with a child, at least in the intellectual sense. Thanks for fighting my corner.
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Re: Menial, dead end jobs (Score:2)
No, I didn't say that we deserve a prize every time we do something. We don't. I said that in order to be engaged we need to find meaning in what we do, motivation.
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No, I didn't say that we deserve a prize every time we do something. We don't. I said that in order to be engaged we need to find meaning in what we do, motivation.
Yes, we need to be engaged. We definitely should not expect others to control us by providing that engagement for us.
Self motivation, the act of carrying that motivation within us, is paramount to success. That so many young people today were not allowed to grow up and develop as motivated adults and have a deep need for others to provide validation and therefore motivation and engagement isn't a winning strategy.
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we need to find meaning in what we do, motivation.
Yet you imply the onus is on pretty much everyone else to do this for us.
That's a different level of special.
And it is pretty darn sad too. A whole generation that believes that others must supply their validation and motivation.
Somehow along the line, self motivation was either ignored or considered a bad thing. Self esteem became something to be inculcated without accomplishment.
Some people even get pissed at my level of self motivation. https://www.craftyourcontent.c... [craftyourcontent.com] How much is it me being a jerk, and how much the inability of poorly self motivated people playing the designated victim?
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If nobody did the menial work, our culture would collapse.
Look at McDonalds. Menial work that's been made more and more miserable by erasing as much human interaction as possible. Kiosks inside and an AI bot taking your order at the speaker. You're just a very advanced robot with fine motor skills - no moving around or change in environment either. Menial work has actually gotten worse.
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The ironic thing is that the SMBs are what keeps the US economy going. They may not be in the limelight every day, but they keep stuff going, and the work life is oftentimes a lot easier and more sustainable for years on end than bouncing between the big companies then to the unemployment line due to layoffs.
The only downside about SMBs is getting into them. They tend to hire only by word of mouth. However, they are arguably the best places to work.
Tariffs (Score:2, Funny)
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Don't worry, Trump has the solution for this. He's going to apply tariffs so every man, woman, and child needs to work 150% of their lives away just to keep their house and get medical care. Musk looks forward to your kids assembling his Tesla's after their two hours of morning schooling.
Erm... getting a bit ahead of yourself, along with the tariffs Americans won't be able to afford, Trump plans to bring in cheap immigrants to do the jobs for wages Americans won't accept.
But he'll sort out health care any day now.
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Hey, we'll go back to the glorious past where we are bound to the land and part of the year we have to work on our feudal liege's lands.
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If you would just stop with the sensationalist crap and look at actual facts/data, you'd see that Trump wants to lower taxes on working people, such as (but not only):
Exempting tips from income taxes.
Exempting Social Security benefits from income taxes.
Exempting overtime pay from income taxes.
Creating an itemized deduction for auto loan interest.
Making the individual TCJA expirations permanent (set to expire in 2025) thereby effectively doubling the Standard deduction and Personal exemption.
Allow parents w
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Exempting tips from income taxes.
Except most servers will be put out of work by his expansion of the H-1B program. So, maybe a decent deal if you keep your job but tips are not steady so no way to build a life. Certainly no way to support a family.
Exempting Social Security benefits from income taxes.
Except how many social security benefits will there be after Musk cuts the budget by $2 trillion as he has stated. Social security is the biggest place for him to cut.
Exempting overtime pay from income taxes.
Yes, as I said they will be happy
Re:Tariffs (Score:5, Insightful)
Exempting tips from income taxes.
Most people who make a living off tips are already in a very low tax bracket; the likely tax savings is quite small.
Exempting Social Security benefits from income taxes.
Similarly, this does not benefit low-income social security recipients at all (who already pay no tax on their benefits), and is a tax cut primarily for wealthy individuals (https://www.kiplinger.com/taxes/whats-wrong-with-trumps-pledge-to-repeal-taxes-on-social-security-benefits).
Exempting overtime pay from income taxes.
Project 2025 opposes this and, in fact, wants to reduce eligibility for overtime.
Creating an itemized deduction for auto loan interest.
Only benefits those who have enough itemized deductions to get over the standard deduction - essentially only benefits the rich.
Making the individual TCJA expirations permanent (set to expire in 2025) thereby effectively doubling the Standard deduction and Personal exemption. Allow parents with up to four children to deduct child care expenses from their income taxes. Adding tax credits for other dependents
These laws were popular on both sides of the aisle.
Trump's tax cut proposals heavily favor cutting taxes for the wealthy while doing very little to help working-class or poor.
Re: Tariffs (Score:2, Interesting)
Trump's tax cut proposals heavily favor cutting taxes for the wealthy while doing very little to help working-class or poor.
You hit the nail on the head there; in fact I was sorry I didn't say this. The right wing LOVES tax cuts because they can look like they are helping the little guy while really helping the wealthy and it looks like an even cut across the board.
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Don't forget that the tip exemption would be broad enough that allow gratuities to say your lawyer or supreme court justice to be tax exempt as well
Re:Tariffs (Score:5, Insightful)
Sensationalist? Trump has proposed the biggest, across-the-board tax hike in decades. 25% tariffs on just about everything. You realize a tariff is a tax, right? One that you will pay. Even if the intention of the tax is to punish foreign companies by making domestic goods more attractive, it is still you who pays that tax, even if you buy a domestic good that's not covered by the tariff. Ultimately the tariffs might be a good thing. But make no mistake. You will pay them and they are taxes, straight up. Huge taxes.
Re: Tariffs (Score:2)
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I think you are underestimating how many factories will be built here, though. Many things are already assembled in the US with Chinese parts and some parts could start being domestically manufactured very quickly. So this wouldn't be a 25% price increase even if the full tariff went into effect immediately and it would increase employment.
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Lol I'll never be able to afford a house, even under Biden.
Re: Tariffs (Score:2)
Re: Tariffs (Score:2)
Big companies don't care, you're just a # (Score:2)
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Surely "knowing what is expected of you at work" is quite important to getting the job done? I mean, if you don't know what's expected of you then you can get "a" job done, but it might not be the job management wanted you to do.
laserpointer mentality (Score:2)
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>> We were used for profit.
Did you really not know that's how all for-profit businesses have to operate? I.e. Employees adding more value than they cost to employ == profit == continued existence.
Re: laserpointer mentality (Score:2)
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I quit my job in the tech sector 5 years ago. I liked the technical side of the job, but management had a, what I call, a laserpointer attitude. The entire project they would point the laser to somewhere completely different and you had to run as hell to be there with a solution ASAP. (Overtime was of course unpaid) Worked there 9 years. After a while I figured it out.
Do you consider this a universal attribute of all companies?
Re: laserpointer mentality (Score:2)
Marx said... (Score:2)
On the other hand... (Score:2, Insightful)
As a hiring manager, I've found time and again that US gen Z applicants/employees come with a laundry list of massively unrealistic entitlement and expectations/demands that applicants from other generations or countries simply don't have.
The worst seem to genuinely believe that companies exist only to support their required lifestyle, and that they should continue to be supported even when their average productivity approaches zero.
Re:On the other hand... (Score:5, Insightful)
Companies taught their parents that employees are not valued as human beings, and are treated as disposable cogs. That companies believe they should find joy in making owners and shareholders wealthy while expecting nothing in return but their pay.
Is it any wonder that their kids don't give a shit about companies beyond getting paid? Why should they care about the company and working hard for it, when the company doesn't care about them? Your predecessors sowed the seeds of this cultural change.
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"Slave, be grateful for your bown of gruel and happy you only got a light whipping today! Don't go thinking you're my equal"
Do you even think about what you're writing before you click submit?
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Do you even think about what you're writing before you click submit?
Yip. With minimal effort and clearly more than yourself.
Again. If you're not ecstatic with your employment, take a long walk off a short pier and make room for an adult.
This permanent victimhood narrative is just... a glaring sign of a broken mind.
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As a hiring manager, I've found time and again that US gen Z applicants/employees come with a laundry list of massively unrealistic entitlement and expectations/demands that applicants from other generations or countries simply don't have.
The worst seem to genuinely believe that companies exist only to support their required lifestyle, and that they should continue to be supported even when their average productivity approaches zero.
Did you ever get the helicopters coming to job interviews? I just love this quote from a (woman - cannot tell from the name on how these GenZ'ers will reshape the workplace by 2025.
"Gen Z—or ‘Zoomers’—approach work with a mindset vastly different from their predecessors. For them, the workplace is not a static institution but a dynamic ecosystem aligned with personal values. They seek flexibility, prioritize inclusivity, demand mental health support, and expect ethical leadership
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...I've found time and again that US gen Z applicants/employees...genuinely believe that companies exist only to support their required lifestyle....
So Gen Z learns faster than everyone who has come before them. It took this Gen Xer 25 years at my current company to learn what has become instinct for Gen Z.
I've always been a top performer at my company (my boss and his boss call me a miracle worker, like Scotty). Long before Covid, I had been trying to convince the top brass to implement work from home, which they vehemently rejected. It took a Covid death in the company before work from home was greenlit. As a result, the company saw sustained product
Employee engagement (Score:2)
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"It's OK to love your job. Just don't expect it to love you back." If experience has shown you that layoffs don't necessarily correlate to an employee's ability or effort, why would you feel "engaged" to the degree your employer would like?
While a cool story, how long do you think a business will last if they pay no attention to employee ability on layoffs? Over my career, I've survived quite a few downturns because I bring value added.
On occasion when we had to lay off a good worker, we've hired them back later when possible. The rest were people who had bad attitudes, and more likely had grossly overestimated their abilities.
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Not engaging one's self for a job that doesn't care about the employee sounds like a proper response to stimuli.
My best boss ever explained, "Never let your job get in the way of your career." He then followed up with bi-annual meetings where he asked us about our career goals and sought ways to find opportunities within the organization to support our career development. Invest in your employees, and you'll get better work effort from them (engagement). It doesn't cost a lot of money to be a good manager;
Engaged? (Score:2)
Well marriage rates are probably down anyway
Newsflash. Employees are realistic and smell BS. (Score:2)
A good thing to consider the next time some cringe manager or CEO refers to employees as a family.
FYI, Zuckerberg is going to lay off 5% of his low performing family members this year.
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Well, hey, my company's CEO refers to people as "heads." Not sure which one is worse! At least a CEO who calls his people "heads" is being honest about how he feels about his peolpe.
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Lol. "Heads" are what we called drug aficionados back in my high school days.
Maybe your CEO knows something you don't about your workforce.
Can't imagine why (Score:2)
Megamillionaire and billionaire CEOs, who, along with their execs, get huge bonuses, but that's not for "mere employees". Meanwhile, the employees are being forced to live further and further from work, because they can't afford to live closer
And it's clear that the US election was swung by huge money.
Don't Blame Staff for Management's Failures (Score:2)
GenX here.
I'm tired of all these reports whining about employees when it's usually the Baby Boomer managers who suck at their jobs.
Lead, follow, or get out of the freaking way.
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Work clarity is pretty key to shitting up and doing your work.
Development is probably a smart thing for employee retention, otherwise one will need to do it in their spare time and then find a new job. All things being equal I'd prefer the first.
I definitely prefer to not care or be cared about by coworkers.
But development and knowing what to do are pretty key to doing ones job.
Re:Role clarity? Relationships? Development? (Score:5, Insightful)
Troll or not, there is something to be said for this position. But you need to be willing to apply this position to all parties in a scenario, after all we're not talking about employees *not working*; we're talking about them doing the bare minimum not to get fired. So to be consistent you should also tell the employers to fuck off. They're getting what they paid for, if they want above and beyond they'd better be willing to pay for it.
The statistician George E. P. Box once said one of the wisest things ever said: "All models are false. Some models are useful." There's a model of business that represents a company as a collection of financial assets that hires factors of production to engage in productive activities. Labor in this model is just another factor, like electricity or pig iron. Without question, this is a *very* useful model that throws out a lot of critical detail that will bite you on the ass if you forget it's there. Human beings have agency; they have judgement, free will, and attitudes toward the company. Trying to stretch a human as thin as possible like you would a piece of pig iron, you get the *least* possible out of them rather than the most possible.
Another model of an enterprise that is just as useful and just as limited is that a company is a social institution, a group of people cooperating with each other to achieve some end. In fact the word "company" comes from an old French word that means people who share bread ("com"=together, "pan"=bread). Being at the head of a company isn't just an exercise in managing financial assets. It's also an exercise in leadership.
If the 60s and 70s were a transformative era of American business, it was because companies of the era were led by a generation of men whose view of leadership was shaped by their service in WW2. Yes, their management style was hierarchical, but they also valued and empowered subordinates who showed initiative, adaptability, and teamwork -- things you just can't get from the moral equivalent of an ingot of pig iron.
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Is this you yelling at your own asshole?
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You have free speech. You are and always have been allowed to be homophobic, sexist or racist. Whether that is acceptable in your social circle, or whether you want to be is something only you can answer
Re: Role clarity? Relationships? Development? (Score:5, Insightful)
You absolutely have free speech. That does not mean that others have an obligation to host and propagate homophobic and hateful content.
If you wish to insist that advocating your own supremacy over others based upon their race is nothing but wine and roses, you're welcome to do so but that doesn't mean we have to accept your assertions as The Truth.
That's the problem with some people on various ends of the political spectrum today. Too often they confuse "free speech" with an absolute right to make assertions that are personal opinion and then insist that they not be contradicted in any manner, regardless of facts.
Re: Role clarity? Relationships? Development? (Score:5, Interesting)
It's not so much being "contradicted"...it's being censored and removed entirely from the conversation that bothers people.
Re: Role clarity? Relationships? Development? (Score:5, Informative)
People have as much of an inalienable to right control the use of their property as you do to say your piece. If you find that some website, newspaper or soapbox location wishes to silence you, then you find a new location for your soapbox. Private property is not the commons, and never has been. I have an absolute right to remove you from my property if you say things I don't like.
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South Park's episode about calling things "gay" was pretty hilarious.
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So what you're saying is your right to free speech automatically abrogates someone else's property rights? Are you a Communist that you think a website or newspaper is communal property and therefore you can assert some higher degree of control of said property than the people who own said property?
So I guess you will have no problem having me show up at your house and starting spouting off on whatever I feel like, regardless of your feelings on what I'm saying, how I'm saying it, and that I'm saying it on
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I'm not politically motivated and do not particularly care about GLTBQ+, but if you running around calling people gay I'm going to mod you down. Nobody wants to read that shit.
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Re: Feelings (Score:2)
So neither is good, or bad. I guess the scale is correcting itself more towards the feeling side. Do not worry. Black and white thinking is a common made mistake. A lot of people grow out of it when they get older.
Want to read more on the subject? Read the splitting (psychology) page on Wikipedia. Enjoy.
Re:Feelings (Score:5, Insightful)
Have you not read any of the last thousand or so posts about telework? People apparently do not want to socialize and are not looking for human interaction. They prefer to work in their pajamas and not have to look at another person before noon. Hard to imagine people at work care about you if you only represent a 2 inch image on their screen twice a week.
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Have you not read any of the last thousand or so posts about telework? People apparently do not want to socialize and are not looking for human interaction.
Some people apparently do not want to socialize and are not looking for human interaction.
(These people are highly overrepresented on slashdot.)
They prefer to work in their pajamas and not have to look at another person before noon. Hard to imagine people at work care about you if you only represent a 2 inch image on their screen twice a week.
I'm laughing only because this is true.
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Hard to imagine people at work care about you if you only represent a 2 inch image on their screen twice a week.
You present an interesting problem for new employees. I work in a global role so video conferencing has been a primary way to engage with our sites across the world for years before working in our PJs became a thing. In my role I was adamant that we met in person in a global face to face meeting every 2 years so that the people at our sites build a personal connection.
The differences before and after in communication between our teams is dramatic, but quite critically it was also incredibly lasting. People
Disassociation [Re:Feelings] (Score:2)
Only if you're good at recognizing voices do you have much of a feel for who's who.
No, teleworking is not the same as in-person.
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I thought we were aiming for a human society. The moment we stop caring about feelings is the moment when society is no longer made for humans.
You thought wrong. We're aiming for a maximization of profit potential, and if at all possible, centering that profit potential on only the top few percent of society. The rest of us are just fodder for the machine. Every aspect of our society is set up to emphasize the importance of monetary value, and working towards increasing monetary value. Those of us that are still a bit deluded with daydream think we can maximize our own monetary value, but that's really just a fantasy. The real purpose of society i
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This also means we can disregard all the feelings of conservatives and religious people.
Re:Feelings (Score:4, Insightful)
This also means we can disregard all the feelings of conservatives and religious people.
Feelings in the workplace are a real problem, no matter the political leanings. You are there to work, not to demand ideological uniformity.
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not to demand ideological uniformity.
From what I gather your boss is 100% there to demand ideological uniformity, see what happens when you want to raise their taxes or start a union.
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From what I gather your boss is 100% there to demand ideological uniformity, see what happens when you want to raise their taxes or start a union.
My people I report to have no idea what my politics or sexual proclivities are. We do not discuss those things.
Do you understand what I'm trying to convey? I'm not talking about the employee. I'm talking about the employer.
Please go to your job tomorrow and try to start a union or demand better working conditions. Your boss and all the way up will demand you stop or be fired. They want to force their ideology on you. They will demand ideological uniformity.
Some of our people are unionized. The rest are professionals. I have no reason to demand a union. I have no issue with the Union workers.
I speak of the difference between value added, and doing as little as possible. I bring value added. This does not mean being a suckup. What it means is that I impose my skillset on the situation, meet my deadlines with top notch work, and step outside the job description to help others, and have a good attitude.
Even in here - I have no care to change the mindset of
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Feelings in the workplace are a real problem, no matter the political leanings. You are there to work, not to demand ideological uniformity.
If you want robots, hire robots. Don't hire humans and whine about how they are humans. People are not going to sacrifice their entire humanity on the alter of you wanting unreasonable things as an employer, and neither should they.
The surprising truth about what motivates us (Score:5, Interesting)
RSA Animate with Dan Pink from 2014: https://www.youtube.com/watch?... [youtube.com]
"This lively RSA Animate, adapted from Dan Pink's talk at the RSA, illustrates the hidden truths behind what really motivates us at home and in the workplace. "
Essentially, motivation as Dan Pink describes it comes mainly down to autonomy, mastery, and purpose / community.
These things are also sometimes called "psychic income". Meaning when you provide these things people are paid more; when you take these things away it is like a pay cut. Why do companies wonder why employees are disengaging when they give them unjustified big pay cuts?
Why do companies spend a lot of time thinking about monetary "fringe benefits" while ignoring non-momentary ones?
https://en.wikipedia.org/wiki/... [wikipedia.org]
https://www.merriam-webster.co... [merriam-webster.com]
"rewards (as in prestige, leisure, or pleasant surroundings) not measurable in terms of money or goods but serving as an incentive to work in certain occupations or situations"
https://www.expiviausa.com/psy... [expiviausa.com] ... After all, workers need more than just a paycheck. They also desire respect, recognition, responsibility, and meaning in their work to stay motivated. "
"Studies show that 9 out of 10 employees are willing to trade a percentage of their lifetime earnings for greater meaning and satisfaction at work.
Or from another perspective:
"Buddhist Economics" By E. F. Schumacher
https://centerforneweconomics.... [centerforn...nomics.org]
"The Buddhist point of view takes the function of work to be at least threefold: to give man a chance to utilise and develop his faculties; to enable him to overcome his ego-centredness by joining with other people in a common task; and to bring forth the goods and services needed for a becoming existence. Again, the consequences that flow from this view are endless. To organise work in such a manner that it becomes meaningless, boring, stultifying, or nerve-racking for the worker would be little short of criminal; it would indicate a greater concern with goods than with people, an evil lack of compassion and a soul-destroying degree of attachment to the most primitive side of this worldly existence. Equally, to strive for leisure as an alternative to work would be considered a complete misunderstanding of one of the basic truths of human existence, namely that work and leisure are complementary parts of the same living process and cannot be separated without destroying the joy of work and the bliss of leisure."
All that said, humans are complex and their are no doubt plenty of nuances of all this related to motivation and many special cases in special circumstances.
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Why do companies spend a lot of time thinking about monetary "fringe benefits" while ignoring non-momentary ones?
The opposite: too many companies have tried to implement "non-monetary" fringe benefits as a substitute for actually paying people what they're worth. Usually without any notion of what non-monetary fringe benefits the workers actually want or need.
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I'm glad you're not my supervisor.
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You guys must be from the US...
In my very international experience the best companies are those were people feel they are part of it.
Or does this have to do with no longer working at the office?
Re:Feelings (Score:5, Insightful)
basically due to GenZ workers, who have in general some pretty unrealistic expectations about worklife.
I'm not one of them, but I agree with them. The work-life status quo is garbage. They would rather be underemployed and broke than to trade too much of their life for work.
As far as longevity and health are concerned, they're mostly right.
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basically due to GenZ workers, who have in general some pretty unrealistic expectations about worklife.
I'm not one of them, but I agree with them. The work-life status quo is garbage. They would rather be underemployed and broke than to trade too much of their life for work.
As far as longevity and health are concerned, they're mostly right.
This is called making laziness as a virtue.
How do these people support themselves while being permanently unemployed? The idea that that a work life balance of 0 percent work 100 percent life is not balance either.
I really do not care. I've worked a lot of extra hours, raised a family and spent more time with my son than most parents, took many interesting vacations and cruises, made a lot of money, even called back to work. Been CEO of two non-profits and Vice CEO of another. I suppose you could cal
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raised a family and spent more time with my son than most parents,
Because most of the parents working for you had to work overtime, so that you didn't have to?!
The folks who aren't C-suite believe that they should be able to live just like you, even if that means they're making less income. They're not mad at you for making more than them, they're mad because you're the reason they're work-life balance isn't what it should be.
The "non-working smart people" realized their employer wasn't going to g
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raised a family and spent more time with my son than most parents,
Because most of the parents working for you had to work overtime, so that you didn't have to?!
100 hour weeks were not uncommon for me over the years.
It is why I come to the conclusion that people who would rather do nothing at all are by and large lazy, and that their work/live balance meme is 100 percent cope. If you want to live in Mom's basement bragging about how da man is so awful, you would rather do nothing at all in life, I support you 100 percent. Lazy people are lazy, no matter what stories they make up to justify it.
I mean, it's the least you can do - and don't let anyone say that y
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Any manager who thinks feelings and emotions don't play into productivity is going to find out the hard way, through retention issues and mounting training costs as they turn their departments into revolving doors. For a while, they'll probably be able to suckhole up to their superiors that Millennials and Gen Zers are all lazy no-good-for-nothing layabouts, but sooner or later someone is going to find that the manager is a fucking prick.
Like it or not, human beings are, save for a few very aberrant members