For The Freaking Fun Of It!
By Jennifer Outcelt, Creative Content Architect
For some people out in the adult world, self-care, relaxation, recreation, and creative endeavors are a priority. For others, they are a distant second to career, house work, child care, and curling up on the couch clutching a cell phone paralyzed by pure exhaustion. Sure, each group of adults has sporadic episodes mimicking the other, yet the tendencies seem consistent. I, having previously believed myself to exist in the former group, find that I am in fact part of the latter. I’m offended by this self-realization, yet I don’t seem too sorry about realizing it. It’s hard to complain to myself about myself… they both make such good points!
Basically, my priorities have taken it upon themselves to secretly shift into a realm where any fun activity is paired with guilt. I’ve found myself questioning the value of the time I’ve spent doing anything not directly correlated with an assignment or chore. I watch my 3 year old do 47 summersaults on the couch in a row with nary a care or goal in mind other than sheer delight. My envious eyes have identified her as a possible cause for this shift (though I wouldn’t dare allow an iota of resentment to manifest). Meanwhile, I’ve had a brand new iPad for 2 months that I purchased for the sole purpose of learning to draw digitally in Procreate, and have yet to put more than 8 hours of creative fun into because, “I should probably fold that laundry instead.” With life and all its demands, I’ve been telling myself that fun must be earned… but good luck affording it. Is this the recommended outlook on self-care or fun for fun’s sake? H E double hockey sticks, NO.
There are countless benefits to relaxation and abstract endeavors. For one; stress relief (that one sounds nice). Also, increased energy for other work, more creative thought and problem solving, improved social skills, HAPPINESS, better health, bonding with others, new skills, and dang it all, just way more fun! So with all these benefits, why is it so difficult to jump away from the have-to-dos and dive completely recklessly into the want-to-dos?
Apparently, it’s just a matter of choice. You can convince yourself that any choice is the right one… I obviously convinced myself sacrificing creative art for laundry was the right choice. So why not switch it up and bat for the other team here? They have cooler jersey’s and seem to cheer way more. Plus, their roster is written in glitter pen on the back of a bar tab receipt! After reading an article reminding me of the power of fun (link below), I’m finally ready to be a part of the other team. Team “For The Freaking Fun Of It!”
https://www.nytimes.com/2021/12/23/well/mind/having-fun-suceeding-coronavirus-pandemic.html
- Published in Blog
Understanding the Quiet Hiring Trend
This article is from RISQ Consulting’s Zywave client portal, a resource available to all RISQ Consulting clients. Please contact your Benefits Consultant or Account Executive for more information or for help setting up your own login.
HR professionals have likely already heard about “quiet quitting,” where employees put no more effort into their jobs than necessary, and “quiet firing,” where employers or managers slowly pull back employee duties instead of outright firing them. Now, there’s another phrase gaining traction in workplaces: “quiet hiring.”
While the term for it is new, quiet hiring isn’t necessarily a new concept. Given the ongoing talent shortage and a looming recession, more companies are exploring this trend to fill jobs and address priorities. This article explores the quiet hiring trend, its benefits and ways employers can leverage the talent strategy.
What Is Quiet Hiring?
Quiet hiring is when companies upskill existing employees and move them to new roles to fit business needs. It’s proven to be an efficient, cost-effective way for employers to snag in-demand talent without going through traditional external hiring channels. Quiet hiring addresses an organization’s immediate needs while not technically doing any new hiring.
An organization may already quietly identify and reward current workers who consistently exceed expectations and objectives. But forward-thinking organizations use quiet hiring to identify their own peak performers and promote them to avoid relying on external hires for open key positions. It is also used to acquire new skills and capabilities without adding new employees.
About 80% of workers in the United States say they have been “quiet hired,” according to a recent Monster survey. Furthermore, 63% of workers view quiet hiring as an opportunity to learn new professional skills. Career advancement opportunities, in turn, are helping employers retain employees. Even though it might seem like an organization may gain the most from quiet hiring, employees can benefit from this latest trend by securing a raise or promotion or developing new skills. In this way, quiet hiring gives power back to employees who want to move forward in their careers and be rewarded for exemplary workplace performance. The quiet hiring strategy is gaining traction since it benefits both employers and employees.
How Can Employers Quiet Hire?
Whether they know it or not, many organizations already engage in quiet hiring. However, some are being deliberate about it. Savvy companies like Google are already leveraging quiet hiring as a core component of their recruitment strategy. It’s expected that other companies will follow and look within to fill open or critical roles.
In many cases, organizations are not necessarily doing hiring freezes or layoffs, but they may be slowing down their hiring. Despite changes in hiring paces, organizations still have financial goals and business objectives to meet. Quiet hiring is rising to the top as a way for employers to work best with the talent that they currently have and make adjustments as needed for organizational success.
Consider the following ways that organizations are hiring quietly:
- Focusing on internal talent mobility to address business priorities
- Moving employees—temporarily or permanently—into different roles or responsibilities
- Upskilling employees to meet organizational needs
- Leveraging short-term contractors or gig workers to bring in additional talent
Although internal mobility is often seen as a positive for workers, employers should keep in mind that some employees may interpret quiet hiring as being told that their regular job—what they were initially hired for—isn’t particularly important at the moment. This transparency is even more critical if an employee’s move is permanent and the old responsibilities are not backfilled.
Supervisors and managers can help address these concerns by clearly articulating why the new project or department is crucial to organizational success. Regardless of the decision to quiet hire, it’s vital for employers to ensure employees feel valued and part of something bigger. If these extra steps aren’t taken, current employees may feel undervalued and start looking for other career opportunities outside the organization.
Summary
Quiet hiring allows employers and managers to hone in on employees who are already going above and beyond in their daily work and proving they have what it takes to excel in a given role. As with any trend or strategy, quiet hiring will impact every workplace and workforce differently. Many organizations already take part in this strategy. However, some employers may need to look closer at their current workforce to better meet organizational goals and objectives.
Reach out to RISQ Consulting for guidance on the latest employee attraction and retention trends.
- Published in Blog
