【HR术语】什么是静默辞职?(What is quiet quitting?)
什么是静默辞职?
静默辞职指的是员工只履行职位说明中规定的职责,在没有正式晋升和加薪的情况下选择不承担额外责任的现象。
社交媒体平台和媒体上流行着两种对 “静默辞职 ”的解释。第一种是指为了工作与生活的平衡,故意降低职业抱负。第二种是指只做最基本的工作以获得薪水。
静静辞职是真的吗?
在 COVID-19 大流行期间,随着各地的人们开始将健康和心理健康置于工作之上,“静静地辞职 ”开始崭露头角。最近的研究表明,超过一半(59%)的美国工人至少有中度的职业倦怠。压力与日俱增,心理健康状况不佳,再加上当前通货膨胀率居高不下,难怪 #quietquitting 目前在 TikTok 上的视频总浏览量已超过 9760 万次。
社会科学家提出了一种被称为 “队列效应 ”的现象,用以解释一个改变整个人群生活的事件如何促使一代人的心态发生转变。
无论我们是将 “默默辞职 ”定义为拒绝为公司做出超越自我的贡献,还是将其定义为从职业阶梯上爬下来,重新专注于实现工作与生活的更大平衡,很明显,这一概念已经成为对企业文化的一种挑战。
人力资源领导者为什么要关注 “安静辞职”?
静默辞职反映了组织中日益增长的不快乐情绪,而如何结束静默辞职并提高员工满意度则取决于人力资源领导者。静默辞职者可以为人力资源领导者提供视角,提醒他们需要加强沟通,并采取以人为本的留任策略,从而帮助结束静默辞职。
人力资源领导者应该关注静默辞职,因为:
这可能是职业倦怠和压力的表现。大流行病之后,人们和企业都在与全球性的心理健康危机搏斗,这已经不是什么秘密了。职业倦怠通常是工作动力失调、工作与生活失衡以及缺乏支持的症状。归根结底,这可能是团队成员正在遭受痛苦的信号。
公司文化和基础设施可能会导致默默辞职。值得考虑的是,为什么您的团队看起来缺乏动力?他们的角色是否足够具有挑战性?您的团队觉得他们的声音被听到了吗?你的政策有责任吗?考虑这些可能性可以帮助人力资源领导者在组织内部培养社区和协作文化,重新吸引员工。
员工可能感到不被赏识或得不到支持。如果团队中的某个成员觉得自己未被赏识,他们就更有可能脱离自己的岗位。为管理人员提供与团队成员定期进行一对一会谈所需的时间、培训和工具。经常性的 “签到 ”有助于向员工展示你对他们的关心,帮助他们减轻压力,提高参与度。
技能差距和人才短缺。尽管经济衰退迫在眉睫,但仍有人辞职,加入 “辞职大军”。根据对 “大辞职潮 ”的研究,他们离开工作岗位是为了创业或成为自由职业者。这只会加剧当前的技能短缺问题。企业依靠优秀的专业人才来发展壮大,尤其是在艰难时期。现在是时候做出艰难的决定,了解什么样的福利和工作文化能激励你的优秀员工留在你身边,并吸引具备企业所需技能的专业人才。
好消息是,无声辞职为我们提供了一个独特的机会,我们可以引入新的战略来支持团队,从而自然而然地提高工作效率。
如何防止无声辞职?
把员工和他们的健康放在首位。倾听他们的担忧和挣扎,并以实际行动做出回应。如果员工感到疲惫不堪,应在公司文化中强调工作与生活平衡的重要性。这可能意味着提供更多的灵活性,允许团队成员自己制定日程安排(如果可能的话)。还可以包括提供远程工作机会,或以补贴的形式为育儿、健康套餐或心理健康提供支持。
无声辞职如何影响公司文化?
当员工感到倦怠和脱离工作时,会降低士气,导致更多的人辞职。如果您所在的企业出现了悄悄辞职的现象,请将其视为刷新公司文化的一个机会。与公司决策者合作,制定以人为本的业务战略,强调健康的企业文化,优先考虑福利、透明度和团队合作,让每个人都能感受到自己的声音。
以下为文章原文:
What is quiet quitting?
Quiet quitting refers to the phenomenon where employees fulfill only the duties specified in their job description and choose not to take on additional responsibilities without an official promotion and pay raise.
Two interpretations of quiet quitting are popular across social media platforms and media outlets. The first refers to the deliberate reduction of career ambition in favor of work-life balance. The second refers to performing only the bare minimum required to receive a paycheck.
Is quiet quitting real?
Quiet quitting rose to prominence during the COVID-19 pandemic, as people everywhere began to prioritize health and mental wellness over work. Studies have recently revealed that more than half (59 percent) of American workers are experiencing at least moderate levels of burnout. Pair increasing stress and poor mental health with current high rates of inflation and it’s no wonder #quietquitting currently boasts over 97.6 million total video views on TikTok.
Social scientists proposed a phenomenon known as the “cohort effect,” to explain how a life-changing event, shared by an entire population, commonly prompts a generational shift in mindset.
Whether we define quiet quitting as the refusal to go above and beyond for your company, or as climbing down from the career ladder to refocus on a greater work-life balance, it’s clear that the concept has emerged as a challenge to hustle culture.
Why should HR leaders care about quiet quitting?
Quiet quitting captures a growing sentiment of unhappiness in an organization, and it’s up to people leaders to find ways to end quiet quitting and improve employee satisfaction. Quiet quitters can provide perspective for HR leaders, calling attention to the need for greater communication and people-led retention strategies that can help end quiet quitting
HR leaders should care about quiet quitting because:
It can be indicative of burnout and stress. It’s no secret that in the wake of the pandemic, people and businesses are wrestling with a global crisis in mental health. Burnout is often a symptom of dysfunctional work dynamics, work-life imbalance, and lack of support. Ultimately, it could be a sign that a team member is suffering.
Company culture and infrastructure may contribute to quiet quitting. It’s worth considering why your team seems unmotivated: Is their role challenging them enough? Does your team feel that their voice is heard? Are your policies to blame? Considering these possibilities can help HR leaders foster a culture of community and collaboration within an organization and re-engage people.
People may feel unappreciated or unsupported. If a member of the team feels underappreciated, they’re far more likely to disengage from their role. Provide managers with the time, training, and tools they need to have regular one-on-one meetings with their team members. Frequent check-ins go a long way to showing your people you care, help reduce stress, and boost engagement.
The skills gap and talent shortage. Despite a looming recession, people are still quitting their jobs and joining the Great Resignation. According to research on the Great Resignation, they’re leaving the workforce to start their own business or become freelancers. This only compounds the ongoing skills shortage. Businesses rely on talented professionals to thrive, especially in tough times. Now is the time to make hard decisions and understand what kinds of benefits and work cultures will motivate your best people to stick with you—and attract the professionals with the skills your business needs.
The good news is that quiet quitting presents a unique opportunity to introduce new strategies to support your team–so that productivity flourishes naturally.
How can you prevent quiet quitting?
Make your people and their wellbeing your top priority. Listen to their concerns and struggles and respond with action. If people are feeling burned out, emphasize the importance of work-life balance in your company cultures. This can mean offering more flexibility in allowing team members to set their own schedules (if possible). It can also include offering remote work opportunities or support in the form of subsidies for childcare, health packages, or mental wellness.
How does quiet quitting affect company culture?
When people are burned out and disengaged, it can decrease morale and cause more people to check out. If quiet quitting is on the rise in your organization, think of it as an opportunity for a company culture refresh. Align with company-decision makers to create a people-focused business strategy that emphasizes a healthy culture, prioritizes wellbeing, transparency, and team work where every voice feels heard.
技能差距
2024年06月11日
技能差距
华人姐妹创办的AI人才技能评估公司Searchlight被纽约的Multiverse收购!
还记得双胞胎姐妹Anne Wang 和 Kerry Wang 2018年的创业公司吗?担任CEO的Kerry Wang 和CTO的 Anna Wang 于 2018 年创立了 Searchlight。作为双胞胎姐妹,不仅外表相似,而且表面上都拥有在斯坦福、谷歌和麦肯锡的工作经历,她们有动力创造一个人们都可以参与的世界。他们因其独特的技能而被理解,并与合适的公司相匹配。斯坦福大学的毕业生从 Y Combinator 开始了他们的旅程,此后获得了福布斯 30 位 30 岁以下人士的认可,并从风险投资基金 Founders Fund 和 Accel 获得了融资。(点击可以了解)
祝贺他们的公司被Multiverse收购! 这里是他们的最新进展,一起来了解下!
2024年4月8日美东 — 科技公司Multiverse宣布收购Searchlight,这是一个借助AI帮助企业解决技能缺口的人才智能与技能评估平台。
位于加利福尼亚的Searchlight由双胞胎Anna Wang和Kerry Wang在2018年创立。这对斯坦福大学毕业生的创业之旅起步于Y Combinator,随后获得了福布斯30位30岁以下青年才俊的认可。该公司还成功吸引了Founders Fund和Accel等顶尖风投公司的投资。
[caption id="attachment_67581" align="alignnone" width="2560"] Searchlight Founders - Kerry and Anna Wang[/caption]
在过去的六年里,Searchlight始终致力于AI与技能领域的融合,开发出了一款无偏见的AI引擎。该引擎能够理解人的能力、软技能、工作风格以及工作要求,其数据显示,相比传统招聘方法,该引擎能以四倍的准确率识别候选人是否匹配。
将Searchlight的技术和人才资源并入Multiverse,将大大推动后者在生成式AI(Generative AI)和机器学习领域的应用。Searchlight开发的定制无偏见AI引擎将提升Multiverse在识别、分析及弥合组织内部技能差距方面的能力,进而为客户提供更贴合商业需求的培训方案。
Multiverse目前与超过1000家组织合作,在数据分析、软件工程等领域提供培训。它所倡导的新型学徒制模式强调测量、应用、指导和公平,旨在确保学习者能享受到高质量、个性化的学习体验,同时为雇主创造可衡量的投资回报。
继2023年5月收购Y Combinator公司Eduflow后,Searchlight成为Multiverse的第二次收购。
Searchlight团队将加盟Multiverse,负责将其人才智能技术融入Multiverse平台,并领导后者的AI项目。Searchlight的CEO Kerry Wang将出任产品总监,CTO的Anna Wang将成为AI负责人。
Searchlight联合创始人兼CEO Kerry Wang表示:“创建Searchlight的初衷是帮助企业公平地组建优秀团队,并助力个人找到有意义的工作。与Multiverse团队的首次会面就让我深刻感受到我们的目标高度契合,致力于解决相似的挑战。通过这次合作,我们将能够将Searchlight的技术和专长在全球最大公司中进行规模化应用,共同打造未来的劳动力发展平台。”
Searchlight联合创始人兼CTO Anna Wang表示:“在过去六年中,Searchlight建立了定制的数据流和专有的、道德的AI模型,这些模型全面理解人才并预测业务成功所需的技能。将Searchlight现有的AI和技能专长与Multiverse的丰富数据结合,我们将共同成为利用AI进行技能发展的领导者。”
Multiverse创始人兼CEO Euan Blair表示:“在深入了解Searchlight产品后,我对他们使用AI识别模式、发现技能解决方案的方法感到非常兴奋。多数公司都在经历技术转型,他们希望这一过程既公平又有效。但往往他们的转型愿景与实现这一愿景所需的技能之间存在差距。Searchlight的AI技术、平台和优秀团队将使我们更好地诊断企业内部所需的技能并提供有效的解决方案。我们的规模和世界级的学习资源结合Searchlight的技术和团队,将确保更多的公司和个人从中受益。”
关于Multiverse
Multiverse是一家新兴的以技术为先导的机构,它将工作与学习相结合,为每个人提供公平获取经济机会的途径。通过一种新型的学徒制,Multiverse关闭了关键的技能差距,利用以人为中心的辅导、AI和技术的最佳实践,提供一种被测量、应用、指导和公平的学习方式。
2022年6月,Multiverse宣布完成了由StepStone Group、Lightspeed Venture Partners和General Catalyst共同领投的2.2亿美元D轮融资。以17亿美元的估值,这轮融资使该公司成为英国首家教育科技独角兽。
更多信息,请访问www.multiverse.io
关于Searchlight
现为Multiverse一部分的Searchlight是一个开发道德AI以建立高效团队的人才智能平台。Searchlight提供一个无偏见的AI,能够发现顶尖的申请者,评估候选人,并验证招聘质量。它独特的学习循环利用员工的成果数据,让组织的每一次招聘都更加匹配。由双胞胎姐妹Anna和Kerry Wang在2018年创立的Searchlight坚信,当正确的人选放在正确的位置上,每个人都是赢家。了解更多,请访问Searchlight.ai。