Hybrid and remote work ushered in a new era for the relationship between employers and employees. As workers reassessed their priorities and where work fits in, millions joined The Great Resignation. For employees who stayed, many opted for “quiet quitting”—a newly coined term for disengaging, or putting in the bare minimum at work.
The percentage of engaged workers was on the decline before the COVID-19 pandemic, and the fallout from The Great Resignation and economic uncertainty has driven engagement levels to all-time lows. For example, a recent Adobe study found that employees—worried about the economy—are spending around two hours during each workday consuming news instead of getting tasks done. Disengaged employees can cost organizations millions of dollars in revenue due to lower productivity. According to a Gallup poll, each disengaged employee costs their employer $3,400 to $10,000.
With technology moving at a blistering pace, skills gaps are wider than ever before. Roles are evolving fast and in some cases becoming completely obsolete. And this problem is not unique to the marketing sector. According to a Gartner report, building up employees’ skills is one of the top priorities for leaders across industries—with many of them ready to invest in upskilling but unsure of how to integrate those efforts into their organizations.
Staying ahead of the curve now entails embracing continuous learning and investing in your team’s capabilities to help them remain competitive and take full advantage of new opportunities. An upskilling initiative that’s aligned with your organization’s strategy and long-term goals can help shrink skills gaps, empower your team to adapt to evolving challenges and build up a skilled and adaptable talent pipeline.
Unsure of where to start? Start here.
Are you bored at your current job? You’re not putting in much effort, just doing what needs to be done to get through the day and shutting down when your shift is up. Without realizing it, you might be quiet quitting.
Purpose tied with meaning is what stimulates action. Whether in personal or professional goals, job titles, and careers. We are usually more prone to putting our best foot forward at a job when it carries weight. But if you’re mentally checking out, maybe it’s time to reconsider your career options..
If you’re working in the shadows and just getting it done, a pay rise or new title might not be on the horizon. Is a promotion in your current line of work what you really want? It’s not just you, according to Gallup, 85% of employees could be quiet quitting worldwide.
Employee engagement has a big part to play in this phenomenon, with 67% of employees quiet quitting in the US. And, in Australia and Singapore, 19% and 14% of their workforce are not engaged.
Recruiters around the world are facing a labor shortage unlike anything they’ve experienced in the last decade. 63% of recruiters say talent shortage is their number one problem. The good news? There’s a solution that not only benefits businesses but society. By tapping into the wide non-traditional talent pool–from veterans and military spouses, to caregivers and people in their 60s and older, to those with disabilities or who were formerly incarcerated–organizations can bridge the labor shortage gap and build a robust pipeline of talent.
Technology will likely transform more than one billion jobs in the next decade, which translates to roughly one third of all jobs, globally. That means that even if you don’t work in a technical role, it’s very likely you’ll need to be increasingly tech-savvy as your career progresses. If you’re ambitious and hoping to climb the ladder quickly, you can proactively pick up new technical skills that could help you advance in your current career and stand out from your peers.
The first 90 days are crucial for anyone starting a new job, but the stakes feel higher for a career changer who is eager to get off to a strong start in a new field. You’ve worked hard to get here and you’re excited to jump right in, no doubt—yet, before you can reach the satisfying peak, you have to claw your way up through a landslide of information, sort through intricate workplace dynamics, and discover the new “you.”
Why are the first “90” days so important? Well, according to Jobvite’s annual survey, 1 in 3 workers quit within the first 90 days of accepting a job offer. Most often, company leadership, culture, or duties differ from employee expectations. Perhaps there’s a change in the role’s responsibilities or flexibility. Sometimes better pay is offered elsewhere or a negative incident leads new employees to promptly quit.
In a perfect world, every company would invest heavily in a well-planned onboarding program that gives new tech employees all they need to thrive. The reality is that, oftentimes, you’re on your own—sink or swim!
The first tech job you land out of boot camp may not be your forever home, but you can at least gain a strong foothold—picking up valuable skills, experience, and references by using a goals worksheet as your North star. The following action items can help you become acclimated to the waters of your new position with a refreshing sense of purpose and direction.
After all the resume-writing, job searching, and interviewing, you’re finally about to embark on your new career. Yet, instead of feeling excited, you’re feeling stressed out. Don’t worry, once you understand the unspoken rules of the workplace, you’ll not only be prepared to survive your first week as a career changer, but thrive in your new job.
It’s as easy as one, two, three C’s–Competence, Compatibility, and Commitment. Keep scrolling and learn how to master them for week one success.
So you graduated from a bootcamp, gained new technical skills from finishing a course, or taught yourself what you need to successfully change careers. Now comes your exciting next step: acing an interview and landing your first job in tech.
On average, each corporate job attracts 250 resumes, of which only four to six will get called for an interview. Of course, only one will get the job. How well you stand out will rely heavily on the stories you tell. As someone who is changing careers, you likely have a particularly unique or interesting story, and potential employers will inevitably ask about it in the interview. It’s important that your story persuades them to hire you.
Whether you’re interviewing for a new job, seeking a promotion, or trying to land your next big role, knowing how to promote your expertise and value is crucial to unlocking new opportunities. Having the ability to showcase your digital footprint not only builds your brand but it supports you in your job search.
Approximately 250 applications are sent for a corporate job opening position on average. Platforms like CareerBuilder, having over 80 million active job applicants, and Indeed with 225 million resumes, makes it more difficult to stand out from a sea of job seekers all vying for the same end goal. With the competition becoming louder than ever, being equipped with the creative toolkit to market yourself and bypass the noise is crucial to landing your dream job.
There is no one-size-fits-all strategy for marketing yourself. Every job market is different, and so are the ways you can help yourself stand out from the crowd. You don’t need to be a marketing guru or have a huge budget to promote yourself. You just need to know how.
Here are 4 easy steps:
Change can sometimes feel like skydiving. Scary for some yet exhilarating for others. A leap of faith is only enjoyable if you have envisioned or experienced the infinite possibilities before taking the jump. That means a mental and emotional preparation for the rush, the highs, and potential lows. Transitioning to a career in tech can be scary, especially if you come from a non-traditional background.
We sat down with Career Impact Bond graduates Anthony Pegues and Malika Johnson from General Assembly’s Sofware Engineering Immersive Program to share their stories on how embracing change and believing in themselves transformed their present moment.
The Career Impact Bond Program helps people across U.S cities gain in-demand coding skills to become ready for long-term careers in the tech industry and supports improved economic mobility.