Just a tired mom friend~

Because the things we see, do and say in the workforce can be traumatic in the name of survival. --------

Here we go again! We're about to embark on a wild ride through the not-so-magical world of workplace mental health. Spoiler alert: it's a bit of a dumpster fire, but hey, at least we're talking about it now!

The Global Mental Health Landscape: A Tale of Progress and Paradox

While some countries are crushing it in the mental health game, the U.S. is still trying to figure out which end of the therapy couch to sit on. Let's break it down:

Global Success Stories

- In the UK, companies investing in mental health programs are seeing a £4 return for every £1 spent. Talk about mental health stonks!

- Some forward-thinking global companies are implementing innovative approaches:

  - Google offers "blue sky thinking" time for employees to work on passion projects

  - Unilever provides a global Employee Assistance Program and mindfulness training

The U.S.: Playing Catch-Up in the Mental Health Olympics

Meanwhile, in the land of the free and home of the brave, we're still struggling:

- Nearly one in five U.S. adults live with a mental illness. That's like if everyone in California suddenly decided to join a giant group therapy session.

- Workplace stress causes about 120,000 deaths in the U.S. annually. That's more than shark attacks, coconut-related injuries, and death by selfie combined! I'm pretty sure many have seen the unfortunate news of the worker who was found at her desk for a very well known banking brand, in the office, and had been there for enough time to warrant at least a wellness check that never happened. Whether it was a medical emergency or mental health crisis It really begs the question of if work is worth this much?

The Current State of Mental Health Investment

While some progress has been made, many companies still lag behind in providing adequate mental health resources:

- Only one-third of Canadian employers have a mental health strategy in place, and most are not measuring the outcomes of their investments.

- 70% of Canadian employees are concerned about the psychological health and safety of their workplace.

- Workers' comfort with discussing mental health with senior leaders has decreased from 37% in 2021 to just 19% in 2023.

The Work-Mental Health Paradox: When Your Job Becomes Your Therapist's Job Security

Work is supposed to give our lives meaning, right? Well, plot twist:

- 54% of workers report that work stress affects their home life. It's like bringing your annoying coworker home for dinner every night.

- Depression is a leading cause of workplace issues, with 55% of people citing work as a contributing factor. Congratulations, your job might be your depression's MVP!

Leading Causes of Mental Health Breaks

1. Workplace stress (shocking, we know)

2. Toxic work environments (like that one coworker who microwaves fish in the office)

3. Lack of work-life balance (because who needs sleep when you have deadlines?)

4. Burnout (when you're so fried, you start to resemble that fish your coworker microwaved)

The Impact of Trauma-Informed Approaches. A light in the darkness?

Implementing trauma-informed practices in the workplace can yield substantial benefits. Know that your workforce isn't just mentally drained, they have likely had to do many things in the name of survival and some of them may have had to be in the name of your company and if it is against their personal beliefs or morals, there was likely some internal trauma involved.

For Employees

- Increased psychological safety and resilience

- Improved sense of belonging and job satisfaction

- Better overall mental health and well being

For HR Departments

- Enhanced ability to support employees effectively

- Improved recruitment and retention of talent

- Reduced absenteeism and presenteeism

For the Organization

- Increased productivity and employee engagement

- Reduced healthcare costs and disability claims

- Improved company culture and reputation

Implementing Trauma-Informed Practices

To create a more supportive work environment, companies should consider the following strategies:

1. Provide comprehensive mental health training: Educate all employees, especially managers, on recognizing signs of mental health issues and responding appropriately.

2. Develop inclusive policies: Create flexible work arrangements and mental health leave policies that accommodate employees' needs.

3. Offer access to professional counseling: Partner with mental health professionals to provide confidential counseling services and support groups.

4. Foster open communication: Promote a culture where discussing mental health is encouraged and de-stigmatized.

5. Implement wellness programs: Offer initiatives that support overall well being, including stress management workshops and physical fitness activities.

6. Regular assessment and improvement: Continuously evaluate the effectiveness of mental health programs and make necessary adjustments.

The Silver Lining: Companies That Get It

Some companies are finally realizing that happy employees are productive employees. Who knew?

- 83% of US workers suffer from work-related stress. But for every $1 spent on mental health concerns, employers see a $4 return in productivity gains. It's like magic, but with fewer rabbits and more therapy.

Conclusion: A Call to Action (With a Side of Millennial Humor)

Listen up, corporate America! It's time to stop treating mental health like that weird cousin at family reunions. Invest in your employees' mental well being, or watch them Snapchat their resignation letters. Remember, a mentally healthy workforce is a productive workforce. And let's face it, we could all use a little less stress and a lot more time back in our lives to just live. We do not live to work, we work to support living.

So, let's make workplace mental health a priority. Because if we don't, the only thing we'll be crushing is our souls. And that's not a good look for anyone's Instagram feed.

Citations:

- When "We're Like Family" Means Unpaid Overtime -

Hey there, fellow corporate survivors! 👋 Let's dive into the wild world of workplace loyalty, where companies expect us to bleed their brand colors while we're just trying to make ends meet. Buckle up, because this rollercoaster of corporate expectations vs. reality is bumpier than your manager's attempt at "casual Friday." The Loyalty Demand: A One-Way Street?

Picture this: companies are out here acting like they want a long-term commitment, but we're not feeling the love. A 2023 PwC survey found that 61% of executives believe customers (employees?) are more loyal now than before the pandemic, and 70% of employers are budgeting for pay to remain the same or higher in 2024. Spoiler alert: this is not the way...and we definitely aren't here for it.

The Employee Reality Check

While the higher-ups are feeling optimistic, here's what's really going down:

Only 20% of consumers agree that loyalty has increased since the pandemic (Shocking, right? Who really wants to buy from people that don't support...well...people.)

A whopping 92% of employers are preparing for layoffs in 2024. (Nothing says "we value you" like job insecurity.) (Also a life update and congratulations to me for being a part of a round of layoffs. I was thinking I was underpaid already, but boy does the reality get worse without the job...)

The average salary increase for 2024 is a modest 4%, down from 4.4% in 2023. (Inflation who? Also, that more than what they gave me last year. I got 3% lmfao)

Why We're All Feeling a Bit... Meh

1. Stagnant Wages: The Never-Ending Budget Dance

Remember when we thought we'd be living large by now? The wage gap between actual earnings and what we should be making (based on a 3.5% growth since 2007) is $2.38 per hour as of July 2024. That's not exactly living the dream, is it? Don't even get me started on being sold an education path to getting to this point.

2. Mass Layoffs: The Corporate Shuffle

2022 was the year of "restructuring" – right out the door. Major players like Meta, Amazon, and Twitter showed us the true meaning of "it's not you, it's me" with significant layoffs. And 45% of employers are blaming "economic uncertainty" for tightening those purse strings.

3. Corporate Greed: The Ultimate Glow-Up

While we're watching our pennies, CEO pay has grown a casual 940% since 1978. Worker compensation? A modest 12% increase. Talk about a growth disparity.

The Culture Con: Promises vs. Reality

Companies love to dangle the "amazing culture" carrot. They promise:

Work-life balance (but expect you to answer emails at all hours and unlimited PTO that isn't actually unlimited or PTO.)

Diversity and inclusion (look, we have a ping pong table!)

Employee recognition (here's a gift card for your 5-year anniversary)

Open communication (please fill out this anonymous survey but somehow your manager knows you're the only one to not answer.)

Corporate social responsibility (we tweeted about Earth Day!)

But let's be real, 74% of employees see the link between culture and customer service, yet only 19% strongly agree their manager explains how company values affect their work. It's like they're speaking corporate, but we only understand human.

The Benefits Bait-and-Switch

Companies are trying to win us over with benefits, but they're not quite hitting the mark. The OneDigital Employee Value Perception Study spilled the tea:

56% of us are one surprise bill away from financial panic ( I have a month at best)

25% are eyeing their 401k like it's an emergency fund (that give me 2 months)

35% are practically begging for financial guidance (or just better pay?)

Yet here we are, getting "free" coffee instead of financial planning. Thanks, I guess?

The Loyalty Lowdown

All this corporate disconnect is taking its toll:

Only 20% of us are passionate about our jobs. (The other 80% are passionate about... well, not work.)

57% of Gen Z Americans are less loyal to brands now than pre-pandemic. (Can you blame them?)

Only 53% of consumers even bother with loyalty programs. (Points for what, exactly?)

Bridging the Gap: A Novel Concept

So, how do we fix this mess? Here's a wild idea: companies could try... actually caring?

Fair Pay: Because exposure doesn't pay the bills and your executives are too busy chasing corporate clout.

Transparency: Less corporate speak, more honesty.

Real Development: Not just another online certificate.

Authentic Culture: If I hear "we're like family" one more time...

Financial Support: Because adulting is hard and expensive.

Wrapping It Up

Look, the corporate loyalty paradox is real, and it's messier than we'd like to admit. Companies need to wake up and smell the coffee: loyalty is a two-way street. It's time to put their money where their mouth is and create workplaces that don't make us want to update our resumes every other week. We only remember those that actually walk the talk, not just run their mouths. Remember, we're not asking for the moon here – just a fair shake, some genuine appreciation, and maybe a salary that keeps up with inflation. Is that too much to ask? (Spoiler: it's not.) Stay strong out there, corporate warriors. May your coffee be strong and your meetings be short. Sources:

[1] https://insightssuccess.com/measuring-the-success-of-your-company-culture-metrics-and-tools/

[2] https://inmoment.com/blog/the-importance-of-employee-loyalty/

[3] https://www.davron.net/how-benefits-and-company-culture-can-attract-and-retain-top-talent/

[4] https://ftexecutive.com.au/creating-a-workplace-culture-that-fosters-employee-loyalty/

[5] https://www.frontiersin.org/journals/psychology/articles/10.3389/fpsyg.2022.971569/full

[6] https://teamstage.io/employee-loyalty-statistics/

[7] https://www.gallup.com/workplace/327371/how-to-build-better-company-culture.aspx

A break from the workforce paradox to focus on the workers and not capitalistic corp. problems.

You know what? If you're feeling like your job search is stuck in a loop and you're not getting anywhere, it's time for a change. It's like trying to fit into those jeans from high school—it's just not happening. The real issue might be that you're not fully recognizing your labor value, which is causing a disconnect in how you present yourself on your resume and LinkedIn. Let's talk about how you can realign your job search and make the most of your skills without starting from scratch.

Embrace the Redirection

Getting laid off or receiving a rejection letter can feel like a punch to the gut. But let's flip the script—it's not a "no," it's a "not now," or better yet, a redirection. Think of it as the universe's way of saying, "Hold up, I've got something better in store for you." Just like in *Game of Thrones*, when they say, "Winter is coming," it's a reminder that challenges are inevitable, but so is growth and new opportunities.

Riding the Layoff Coaster. (Makes my stomach a bit queasy already)

2024 has been a roller coaster, with layoffs up by 37% compared to the past five years. It feels like the universe decided to shake things up a bit too much. But here's the thing: you're not starting from zero; you're starting from experience. This is your chance to pivot and explore new opportunities. Think of it as a career makeover—time to reinvent yourself!

Kicking Mental Barriers to the Curb

Let’s get real about those mental barriers. You know, the ones that whisper, "You're not good enough" or "You can't do this." It's time to kick them to the curb. You've got a decade of experience under your belt—you're basically a workplace wizard. Set realistic goals, challenge those negative thoughts, and watch your confidence soar.

In 2023, a significant 86% of employees experienced at least one mental health challenge, with anxiety becoming the top issue in the workplace[3][5]. Fast forward to 2024, and mental health remains a critical concern, with 57% of employees experiencing moderate levels of burnout[5]. The good news? The stigma around mental health is decreasing, with 89% of employees reporting that their leaders now openly discuss mental health issues, compared to just 35% in 2020[1]. This shift is crucial as work stress continues to impact personal lives, with 47% of employees saying work is their primary stress source[1]. By addressing these mental barriers and fostering open discussions about mental health, you can create a healthier work environment for yourself and others. Remember, taking care of your mental health is just as important as any other aspect of your career.

The Power of Transferable Skills: Upskilling and Reskilling for a career boost!

Transferable skills are like the Swiss Army knife of the job world. They're versatile, adaptable, and employers love them. Skills like leadership, communication, and problem-solving can take you far, whether you're leading a team or managing a project. Highlight these gems on your resume and in interviews to show employers you’re ready to rock any role.

In today’s ever-changing job market, upskilling and reskilling are your secret weapons. Upskilling is all about leveling up your current skills, while reskilling is learning new ones to transition into different roles. These strategies not only make you more competitive but also keep you from having to start at the bottom again. Also, don’t wait for your employer to mention the idea (they’ll likely say it was their idea) take action to stay ahead of the curve!

Tips for Upskilling and Reskilling:

- Mentoring and Job Shadowing: Think of it as a backstage pass to new roles. You get to learn the ropes and gain new insights.

- Online Learning: There are tons of courses out there, and many companies will even foot the bill. It’s like Netflix binging, but for your career.

- Self-Directed Learning: Grab a book, watch a video, or dive into online resources. It’s like a DIY project for your brain.

Targeting the Right Roles & Career Transition Ideas

With over ten years of experience, you should be aiming for roles that match your expertise. Think of positions like Operations Project Manager, Senior HR Business Partner, or Creative Director. These roles let you flex your skills and show off your experience, positioning you as a valuable candidate for upper-level management or senior executive positions. (I mentioned how they aren't retiring before which makes this difficult, but with the way the world is you never know what can happen so be prepared to strike when the opportunity comes available~)

Thinking about a career change? Consider roles that align with your existing skills. Teachers, for example, might transition to Learning & Development Program Managers, while those with sales experience could move into Relationship Manager roles. It's all about leveraging what you already know while exploring new horizons.

Workforce Trends and Stats

The job market is shifting faster than TikTok trends. A whopping 70% of workers are prepping for potential layoffs, while 75% of HR leaders are focusing on upskilling to bridge skills gaps[1][3]. The adoption of AI is reshaping jobs, with 68% of workers fearing it could increase unemployment. But fear not—this is your chance to upskill and stay ahead of the curve.

Remember, you’re not just another job seeker. You’re a seasoned professional with a lot to offer. By understanding your value, breaking down mental barriers, and strategically targeting roles that fit your experience, you can turn your job search into a success story or an opportunity. Embrace your transferable skills! You’ve got this!

Sincerely, The slightly unhinged millennial mom friend who believes in you.

Citations:

[1] https://organizations.headspace.com/blog/the-workforce-state-of-mind-in-2024

[2] https://bhw.hrsa.gov/sites/default/files/bureau-health-workforce/Behavioral-Health-Workforce-Brief-2023.pdf

[3] https://www.lyrahealth.com/2023-state-of-workforce-mental-health-report/

[4] https://www.epspros.com/news-resources/white-papers/2024/the-increasing-importance-of-mental-health-in-the-workplace.html

[5] https://www.shrm.org/topics-tools/news/benefits-compensation/anxiety-top-mental-health-issue-workplace-compsych

[6] https://www.nami.org/support-education/publications-reports/survey-reports/the-2024-nami-workplace-mental-health-poll/

[7] https://www.spill.chat/mental-health-statistics/workplace-mental-health-statistics

Just writing into the void today, got a lot on my mind.

Abstract:

In the second installment of our Workforce Paradox set, we dive into the curious case of corporate contradictions, where companies are laying off employees while simultaneously posting job openings. This paradox highlights the broader systemic issues within corporate strategies and the labor market. We explore the generational squeeze faced by millennials, who find themselves too young to NOT get fired—thanks to senior leaders holding onto their positions and mass layoff happening—and yet too "old" to get hired for entry-level roles designed for the next generation. This piece critiques the corporate tendency to prioritize outsourcing and AI over investing in employee upskilling, which exacerbates the skills gap. Through a humorous yet impactful lens, we examine how these dynamics affect the workforce and propose strategies for bridging the gap, ensuring a more inclusive and adaptable labor market for all generations. Join us as we unravel these challenges and advocate for a future where skills and opportunities align.

The Workforce Paradox: Layoffs, Job Openings, and the Millennial Squeeze

In the topsy-turvy world of corporate America, we're witnessing a bizarre trend: companies are laying off workers while simultaneously posting job openings. It's like watching someone throw out their old clothes only to buy new ones that look exactly the same. But what's driving this paradox, and where do millennials fit into this chaotic puzzle?

Corporate Contradictions: Layoffs and Job Postings

Despite the wave of layoffs, with big names like Google and Amazon making cuts in 2024, job openings remain surprisingly high. As of June 2024, there were around 8.2 million job openings in the U.S., with a job openings rate of 4.9 percent. This mismatch often boils down to a skills gap—companies are looking for specific skills that aren't readily available in the current workforce (2).

Outsourcing and Skills Gaps:

Outsourcing is another piece of this paradoxical puzzle. In 2023 and the beginning of 2024, approximately 300,000 jobs were outsourced from the United States each year (6). This trend is driven by companies seeking to reduce costs and improve efficiency by leveraging global talent pools. The U.S. outsourcing market holds a commanding 38% share of the global outsourcing industry, reflecting a broader movement where businesses increasingly rely on outsourcing to streamline operations and access specialized skills. The outsourcing industry is expected to continue growing, with the global market projected to reach $769.7 billion in 2024 (3).

Moreover, the way outsourcing is reported can sometimes obscure the full picture. Companies might not always disclose the exact number of jobs outsourced, using loopholes or vague reporting to avoid backlash or scrutiny. This lack of transparency makes it difficult to fully understand the impact of outsourcing on the domestic job market, as some companies quietly replace U.S. workers with overseas employees without clear disclosure (6).

The Millennial Predicament: Too Young to NOT Get Fired, Too Young to Get Hired

For millennials, this situation feels like being stuck in a generational limbo. We're too young to NOT get fired—because let's face it, many of us haven't even moved up in management due to senior leaders clinging to their positions like they're life rafts. Yet, we're also too young to get hired for those entry-level positions designed for the next generation. It's a classic millennial conundrum: we have the education, but we're caught in a workforce paradox that makes us feel like we're forever waiting in line for a ride that never arrives.

The Role of AI and Technological Advancements

The rise of AI is another factor contributing to this paradox. Companies are replacing human roles with AI, leading to layoffs even as they seek new hires with AI-related skills. This shift creates a demand for workers who can manage and work alongside AI, further widening the skills gap. It's like being asked to drive a car that hasn't been invented yet.

Conclusion: Bridging the Gap

The workforce paradox of layoffs amidst job postings is a symptom of larger systemic issues within corporate strategies. Companies need to invest in upskilling their current employees and provide meaningful development opportunities to retain talent, particularly millennials who are eager to learn and grow. Additionally, there needs to be a concerted effort to bridge the skills gap through education and training programs that align with the demands of the modern job market.

So here we are, millennials with an education, stuck in the middle of a workforce paradox. Too young to NOT get fired in a mass layoff and too old to get hired, we're left to navigate this corporate maze, hoping for a future where skills and opportunities align. Until then, we'll keep honing our digital skills and waiting for our chance to shine in the ever-evolving job market. Sincerely, A disillusioned millennial that got told "loyalty breeds loyalty" P.S. Actual lesson learned: That couldn't be further from the truth.

Citations:

[1] https://lightcast.io/resources/research/the-lightcast-digital-skills-outlook-2024

[2] https://www.bls.gov/ces/publications/highlights/2024/current-employment-statistics-highlights-07-2024.pdf

[3] https://buildempire.co.uk/skills-statistics/

[4] https://nationalskillscoalition.org/news/press-releases/new-report-92-of-jobs-require-digital-skills-one-third-of-workers-have-low-or-no-digital-skills-due-to-historic-underinvestment-structural-inequities/

Really? Anything?

Abstract: 

In the first of my Workforce Paradox Series, I wanted to delve into the intriguing and complex landscape of generational media literacy challenges that are shaping today's labor market. As we explore the paradox of abundant job openings juxtaposed with stagnant hiring rates, this series will examine the multifaceted issues contributing to this phenomenon. From digital literacy hurdles faced by older adults to the reading proficiency challenges confronting Generation Alpha, each piece will uncover the critical skills gaps that hinder workforce integration. Join us as we navigate these challenges and explore strategies to bridge these divides, ensuring a more inclusive and adaptable future for all generations. "Workforce Paradox: Unraveling the Media Literacy Divide Across Generations"

In the ever-evolving world of work, we're witnessing a paradox where job openings are abundant, yet hiring lags behind. This complex scenario is shaped by generational challenges in media literacy, affecting both older adults and Generation Alpha.

Media Literacy: Bridging the Generational Gap

Older Adults and Digital Challenges: Many older adults, especially those over 65, face digital literacy hurdles. Research highlights that they often struggle with using digital health services, identifying fake news, and understanding online advertising[6]. This gap can lead to exclusion from a digitalized society, making it crucial to provide targeted media education to help them navigate these challenges.

Generation Alpha's Literacy Hurdles: Despite being digital natives, Generation Alpha faces traditional literacy challenges. About 67% of fourth graders are not proficient in reading, a foundational skill for learning and professional success. As they prepare to enter a workforce where 92% of jobs require digital skills[11], bridging this literacy gap is essential.

“The Workforce Paradox”

The current labor market presents a perplexing situation. According to the Bureau of Labor Statistics, job openings remained steady at 8.2 million in June 2024, yet hiring rates haven't kept pace[10]. This stagnation is partly due to a skills mismatch, where the available workforce lacks the necessary skills for the jobs in demand. Media literacy, encompassing both digital and traditional skills, is increasingly vital in this context.

Education Over Experience? Didn’t we just move away from this?

In this rapidly changing landscape, the emphasis is shifting from experience to education. The National Skills Coalition reports that 92% of jobs now require digital skills, but one-third of workers lack these foundational skills[11]. This shift highlights the importance of continuous education and upskilling to remain relevant in the job market.

A Call to Action:

So, what can we do? For older generations, it's about embracing lifelong learning and seeking out media literacy programs that can bridge the digital divide. For Generation Alpha, reinforcing traditional literacy skills alongside their digital prowess is crucial. Schools, employers, and policymakers must work together to ensure that education systems and workplace training programs are aligned with the demands of the modern world.

Let's embrace this challenge as an opportunity. By fostering a culture of learning and adaptability, we can prepare all generations to thrive in the workforce. It's time to bridge the gaps, harness the potential of every age group, and create a future where everyone can succeed. Signed,

A concerned middle gen millennial who doesn't want to have to babysit anyone - older or younger. ---------------------------------------------------------------------------

Citations:

[1] https://www.govtech.com/workforce/the-majority-of-jobs-now-require-digital-skills-study-finds

[2] https://www.bls.gov/opub/ted/2024/job-openings-rate-at-4-9-percent-in-june-2024.htm

[3] https://media-and-learning.eu/type/featured-articles/media-education-for-older-people/

[4] https://journals.sagepub.com/doi/pdf/10.1177/0741713620923755

[5] https://www.instride.com/insights/skills-gap-statistics/

[6] https://www.iberdrola.com/talent/alpha-generation

[7] https://www.bls.gov/news.release/jolts.nr0.htm