This is what Samdar Tadmor, CEO of Claro and an organizational consultant, said at the Silicon Club meeting that took place at DTEC, the technological training center for the young people of the Druze community in Isfaia
In the last year, the phenomenon of "quiet resignation" (Quiet Quittng) has been increasing. So said Samdar Tadmor, CEO of Claro and an expert in organizational design and accompanying managers to face the challenges of the chaotic and changing world.
Tadmor said these things at the Silicon Club meeting that dealt with the topic "empower, inspire, lead - the secrets to success in personal and professional leadership". The conference was held at DTEC - the new technological institute for the training of young people of the Druze community in technology, which the members of the Silicon Club had a part in establishing.
"We know how to identify the factors of people's personal motivations, and help them realize them or rather help their managers to manage the people according to those motivations, to maintain the energy to maintain the passion." says Tadmor.
In 2000, 2008, 2020 we had crises, first the dot-com crisis followed by the sub-prime crisis and in 2020 the corona virus and now in 2023 a new type of crisis. All these events presented us with difficult challenges. "It's been almost a year since we saw a sharp transition from intensive recruitments to intensive layoffs, and within this we can point to two major phenomena. The year 2022 was a year of great disillusionment. Something happened after the corona virus; Suddenly people started moving to the right or to the left and realized that they don't have to keep working and sacrifice their personal lives. It turns out that 67% of the employees were actively looking for another job."
Tadmor presented a video of a 28-year-old woman who decided to resign because she works crazy hours, doesn't see the house and detailed all the difficult conditions. "This is her resignation letter. It got eight million views the next day. "
"People want to be in a place where the individual makes decisions and take responsibility for their lives in a completely different way than before, according to research data that came out about three weeks ago. Despite the difficult economic situation and despite the fact that quite a few people resigned or were in the process of being laid off, 59% of the respondents - working in high-tech companies all over the world - testify that they are in what is known as the silent resignation. Only 23% testify that they are happy and satisfied in their work, and 10% are not ready to compromise and are still looking for a job that interests them more."
"This phenomenon crosses sectors, it is not only in technology. We see this in the worlds of service in restaurants and hotels, where almost everywhere it is difficult to find employees. Also from the employer's point of view, this is a considerable expense that is estimated at 18 months' salary as a result of the lack of involvement and commitment of the employees. The drop in productivity in 2022 was significant."
The data is taken from a report that surveyed the changing world of work. According to the authors of the report, there are several reasons for this. First, people feel that they are in a reality where they have access to all resources. They don't want to compromise. We are talking about the younger generation, who entered the workforce. People want to be seen as they are. People want to be treated the way they are. Since the beginning of the year, 82% of employees say that this attitude is the thing that is most important to them in the employer. The nickname for this is YOLO, an acronym for You Only Live Once. This takes us to the issue of leadership, how we create an environment that allows people to feel that they are seen."
"Our organization is engaged in significant work on strong leadership, on a positive work environment, on the completeness of growth and development options, as well as on the career path and the trust of the people in the organization. We see that the style of a strong and authoritative leader is no longer relevant. The important thing today is the relationship. The connection between the mind and the heart, people are looking for leaders who see them, who do not treat them as just people, who recognize the needs, desires and individual personal abilities of each of them."
|I had the privilege and pleasure twenty years ago to work with Dov Lautman, I was at the very beginning of my position as the company's human resources manager. He entered my office and told me: "We are going to introduce a different organizational culture and management culture here. I got there after an experience in consulting and a position at Rafael. He wrote three letters on the board: MBL - Management by Love.
"Managers should love their people. If they really love them, if they really care, if they look at the workers from a place of empathy, from a place of desire - that's where the magic will happen. In this place where managers look at people, we can be in a good place."
"My grandmother used to show the palm of her hand and say (Romanian proverb) not all fingers are the same. The big problem is that most managers have neither the time, nor the ability nor the skills to crack it. That's why we need fast and accurate tools, and this is where artificial intelligence technology comes in. It can be very effective in places where people have trouble getting to work, creating relationships is the most humane thing there is, but sometimes we need a platform that will allow us to take it to a more specific place. And again I will quote Lautman: technology is the platform but in the end the human spirit will remain."
"When managers love their people and care about their employees, and at the same time they have the managerial courage to demand from them and set limits for them, set a high bar for them. Tell them the truth sometimes even if it's unpleasant. Then we will reach the breakthrough."
More of the topic in Hayadan:
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Huge companies that make billions on the backs of employees, then throw them away not because they are losing but because they are not earning enough, in my opinion it is time to explain to these companies no more, the rule of the rich must end
What tomato juice nonsense, what I expect from my manager is to be a professional lifter who understands what he understands and releases to those who know better what he does not fully understand. Not to stand in the way of his employees and protect them from external interference and of course to sit and learn from the experts he brings and not look for the short solution but the right solution.
First, there have always been overworked people, and idle people in various ideological guises. It is difficult for me to determine how widespread or significant the phenomenon in question is.
Second, if this is indeed the case, then the employment field remains vacant and open to anyone who is willing to invest a little more, show a little more responsibility and take on a little more tasks. It will not go unnoticed, and the promotion and accompanying conditions can be meteoric. That is, if the employer is worth anything.