Summary

In this conversation, Tracey Andrews discusses the challenges and opportunities facing employees and employers as they enter 2025. She highlights the alarming decline in employee engagement and satisfaction, the rise of 'revenge quitting', and the importance of leadership in retaining talent. Tracey emphasizes the need for individuals to understand their own career value and to approach job changes thoughtfully, while also acknowledging the reality of workplace burnout and the necessity of setting clear goals for career advancement.

Takeaways

• 2025 brings a sense of optimism despite past challenges.
• Employee engagement is at an all-time low, with many seeking new jobs.
• Revenge quitting reflects deeper issues of dissatisfaction and feeling trapped.
• Leadership plays a crucial role in employee retention and morale.
• Quiet quitting can be a sign of disengagement that needs addressing.
• Hiring managers should conduct stay interviews to understand employee concerns.
• Candidates must recognize their value beyond their current employer.
• Setting clear career goals is essential for job satisfaction.
• Job changes should be approached with caution to avoid burnout.
• Work is inherently challenging; managing expectations is key.

Titles

• Embracing Change: Optimism for 2025
• The Employee Engagement Crisis: What It Means for You

Sound Bites

• "I'm not done growing."
• "2025 feels promising."
• "The grass is not always greener."

Chapters

00:00Reflecting on 2024: Growth and Lessons Learned

02:00Employee Engagement: The Current Landscape

09:12Hiring Managers - Do your stay interviews

12:29Recruiters - Time to pulse your pipeline

13:14Candidates: Don't jump from the frying pan into the fire

22:55Creating Boundaries: Preventing Burnout in 2025

24:40Thank you and Happy New Year!

References:

7 Workplace Challenges for 2025

Q12 2024 Q12 Meta-Analysis.pdf

‘Revenge Quitting,’ Employers’ Worst Fear, Expected To Peak In 2025

Glassdoor Worklife Trends 2025 - Glassdoor US

keywords: salary transparency, internal equity, external equity, compensation, recruiting, employee satisfaction, pay equity, job market, regulations, career development

summary: In this conversation, Tracey Andrews discusses the complexities and importance of salary transparency in the workplace. The discussion covers the definitions of salary transparency, the significance of internal and external equity, and the responsibilities of employers in a transparent salary environment. Tracey emphasizes the need for candidates to know their worth and navigate the evolving job market with confidence, especially in light of upcoming regulations.

Takeaways

• Salary transparency involves openly sharing compensation information.
• Internal equity looks at pay fairness within an organization.
• External equity compares salaries across the job market.
• Employers must prepare for new salary transparency regulations.
• Candidates should know their worth and how to negotiate.
• Transparency can disrupt job satisfaction if not managed well.
• Recruiters can reduce inefficiencies in the hiring process.
• Understanding pay decisions is crucial for employee retention.
• Job descriptions should reflect the actual work needed, not the last employee in the role.
• Empathy for candidates is essential in the recruiting process.

Chapters

00:00Opening Remarks

00:34Introduction to Salary Transparency

04:41Ready or not....

07:32The Cat is already out of the bag.....

11:04Hiring Managers - Internal Equity

12:59Hiring Managers - Job Postings and Requirements

16:29Recruiters: Embracing Salary Transparency

19:34Candidates: Knowing Your Worth

27:24Empowering Employment Relationships

References:

State by State: Salary History Bans and Pay Transparency Laws

Pay Transparency Resources | ADP

Minnesota: Sec. 181.172 MN Statutes

Here’s how to prepare your managers for a new wave of pay transparency laws

The Money with Katie Show

Summary

Don't miss the script off extras after the 19 min mark!

In this conversation, Tracey Andrews discusses the importance of understanding the difference between performance and potential in recruitment. She emphasizes the role of talent management, identifying high-potential candidates and the complexities involved in assessing both performance and potential. The discussion also covers the importance of setting realistic career expectations, the value of feedback for growth, and the evolving landscape of skills in the workplace.

Chapters

00:00 Introduction to Performance vs. Potential

05:09 The Role of Talent Management

08:14 Recruiters - Interviewing for Performance and Potential

15:10 Candidates: Presenting your performance and potential

16:43 Wrap Up and Next Weeks Topic

19:35 Off script extras!

20:05 Developing your career 3 years at a time

22:39 Don't fumble great feedback!

25:11 Humans are complicated and so is recruiting