When 4-5 million people per month change jobs, mostly for more money, there are going to be some consequences! Turns out, the grass isn’t always greener when you get more green!
A Muse survey, reported in the WSJ, recently found out that nearly 75% of workers who’ve changed jobs recently have regretted it, and 50% of those would try and get their old job back! That’s a lot! But it’s not surprising.
The biggest stressors we have in life are having kids, buying a house, and changing jobs. We tend to make bad decisions when stressed, and when you have 4-5 million people per month making that decision, well, that’s a lot of bad decisions!
What will we learn from the Big Regret?!
1. Money isn’t everything, but once you get more of it, it’s hard to go back to the old money level.
2. The old job and the old boss didn’t really suck, and the stuff we thought sucked at the old job, suck at the new job as well. It’s called “work” for a reason.
3. The power of someone paying attention to us and making us feel pretty is the most powerful force on the planet. Never underestimate it.
4. You can go back to your old job, but it will be different. It’s like going back to your ex. You are both a bit smarter and a bit more cautious now. There are some scars. Same people, same company, same job, but it’s not the same. Doesn’t make it bad, but you can’t expect it to be the same.
5. You can’t really judge a job until a couple of things happen: 1. You actually know how to do the job fully; 2. Co-workers stop seeing you as the newbie. In every case, that timeline is different. Be patient and do the job before you judge it.
6. If you find that you have an asshole boss at every job you work, the asshole might be you, not the boss.
7. In the future, when we have more jobs than available workers, let’s not act surprised when people start changing jobs. It’s happened in every similar economic cycle in the modern world. It’s called oppotunity. Don’t confuse that with the world has changed.
What should you do if you hate your new Great Resignation Job?
Take some time to really determine what you hate. Was that different from the old job? Was it the same? Will it be that way at the next job? Too many folks don’t know what they hate and they just keep selecting the same jobs they hate time and time again, but with a new pay rate and new address.
Some of us immediately want to return back to our old job. That might work, it might not. A psychological thing happens to so many managers once you leave them. It’s like you broke up with them and now you want to run back to that comfort. You’ll find many have no interest, and it has nothing to do with your value and performance, and everything to do with them feeling like you’ll hurt them again.
Try and find something you like to do, but call it “work”. This is different than the B.S. you’re told about work doing something you love and you’ll never work another day in your life! I’m no life coach, but that crap doesn’t work. You call it “work” even if you love it, because one day you’ll show up to do what you thought you loved and find out its work, and you’ll be depressed and broken. You don’t love work. You love your family and your God and puppies. You work to put yourself in a position to be able to do what you love. If you’re super lucky, every once in a while those two things will overlap.
I got invited recently to be a part of a think tank of sorts on a project with SHRM Labs and Techstars Workforce Development Accelerator discussing what technologies are needed to help navigate the new digital world of work. What the heck does that mean? Good question!
If you haven’t checked out SHRM Labs they are doing some amazing work around innovation, technology, and work. Led by Guillermo Corea, SHRM is working to take a leading stance on the technology that is built for HR. This isn’t your grandmother’s SHRM! Shout out to Hadeel El-Tashi, she has been amazing as well on the SHRM Labs team.
Basically, we have three types of worker environments right now:
Full On-Premise work
Hybrid
Full Remote
Full on-premise work we’ve been trying to build tech and processes around wellbeing for a long time. To limited success, for sure, but still, it’s been a long focus for technologists and HR for decades. Hybrid and Full Remote, while not new, were limited in use, so the focus was not there, then the pandemic thing happened and this had to ramp up really fast.
What we found is there are limited options for organizations to truly and robustly support their team’s well-being when they work remotely and in hybrid scenarios. Here’s the basis of the report:
This report highlights participants’ voices on each of these points. It proposes ways to foster work/life integration in remote- and hybrid work environments, followed by an exploration of elements that constitute a great employee experience and effective employee culture, closing with a discussion of how companies can attract (and retain) the best talent in the face of a tight labor market and the Great Resignation.
All organizations need to find ways to embrace flexibility in the workplace. Not just white-collar workers, but all workers. Flexibility and “All” is a difficult undertaking.
Give employees agency and develop accountability. I call this one, treating employees like adults, but smarter people in the think tank had better words than me!
Drive efficiency and asynchronous communication tools. Stop the non-stop stream of zoom meetings thinking that’s how you’ll communicate effectively with hybrid and remote workers.
Personalize benefits and improve the employee experience. We still deliver benefits mostly like it’s 1970. Everyone gets a 401K match, even if that’s not your priority and you have student loans or want to buy your first house. Or we offer student loan repayment, but you graduated thirty years ago and paid off your loans, twenty-five years ago. One size fits most, is a crappy experience.
We also had findings around building digital culture and attracting more workers – you can download the report to check those out.
Overall, we’ve got work to do in HR as a total function, including TA, Talent Management, Learning, Benefits and Compensation, etc. This is invigorating for the field and there are so many passionate technologists in our space trying to help us develop great solutions for our issues.
I’ve been studying the technology in our space for the past decade and I’m always amazed that the process of what we need and what’s available is ever-evolving. The pandemic while awful, has opened up the world of work in ways we’ve been pushing to make happen for decades with little movement, then this tipping point happened and it’s like HR is being reinvented all over again.
In 1942 Viktor Frankl, a prominent Jewish psychiatrist, was taken to a Nazi concentration camp with his wife and parents. Three years later, when his camp was liberated, his pregnant wife and parents had already been killed by the Nazis. He survived and in 1946 went on to write the book, “Man’s Search For Meaning“. In this great book, Frankl writes:
“It is the very pursuit of happiness that thwarts happiness.”
What Frankl knew was that you can’t make happiness out of something outside yourself. Riding a Jetski doesn’t make you happy. You decide to be happy while doing that activity, but you could as easily decide to be angry or sad while doing this activity (although Daniel Tosh would disagree!). Frankl also wrote in Man’s Search for Meaning, “Everything can be taken from a man but one thing, the last of the human freedoms — to choose one’s attitude in any given set of circumstances, to choose one’s own way.”
I get asked frequently by leaders about how they can make their employees or workplace happier. I want to tell them about Frankl’s research and what he learned in the concentration camps. I want to tell them that you can’t make your employees happy. They have to decide they want to be happy, first. But, I don’t, people don’t want to hear the truth.
Coming up with ‘things’ isn’t going to make your employees happy. You might provide free lunch, which some will really like, but it also might make someone struggling with their weight, very depressed. You might give extra time off and most of your employees will love it, but those who define themselves by their work will find this a burden.
Ultimately, I think people tend to swing a certain way on the emotional scale. Some are usually happier than others. Some relish in being angry or depressed, it’s their comfort zone. They don’t know how to be any other way. Instead of working to ‘make’ people happy, spend your time selecting happy people to come work for you.
In the middle of a concentration camp, the most horrific experiences imaginable, Frankl witnessed people who made the decision to be happy. Maybe they were happy to have one more day on earth. Maybe they were happy because, like Frankl, they discovered that the Nazis could take everything from them except their mind.
Provide the best work environment that you can. Continue to try and make it better with the resources you have. Give meaning to the work and the things you do. Every organization has this, no matter what you do at your company. Don’t pursue happiness, it’s a fleeting emotion that is impossible to maintain. Pursue being the best organization you can be. It doesn’t mean you have to be someone you’re not. Just be ‘you’, and find others that like ‘you.’
We all get asked for favors on a daily basis, sometimes on an hourly basis. Most aren’t really favors, they’re just requests for something the person probably is getting paid to do or it’s their responsibility, but it sounds nicer if we say it’s a favor. I get asked for a lot of favors and I probably go overboard on trying to accommodate most. I can blame my Midwest upbringing, but honestly, most folks asking for a favor find it hard to ask to begin with and I know that. Having the courage to ask should be rewarded.
I had to ask for a favor this week. Kind of big favor (you know who you are if you’re reading this – thank you for your help!) that had to do with my business. Because I tend to give a lot of favors, I don’t feel nervous about asking, but I also don’t ever assume the favor will be granted. I go in eyes-wide-open, I’m giving favors without any guarantee that someone will be able to give me a favor back in return. But, it’s rare when someone can’t.
I find business can frequently be a favor economy. It’s not always about signed contracts and cash changing hands. In fact, most of the business I do is paid in favors, with the hope that one day a signed contract and cash might come!
The biggest favor I ever asked was when I wrote my book. I went out to my entire network and asked them to buy a book. That’s a big favor! To the tune of $24.95. I could actually put a price on that favor. The reality is, most favors we would consider much more valuable. The book favor was less about the $24.95, and more about the support of my content and all that I had given to our community for many years. The funny thing about that favor is while so many bought the book and made it very successful, not as many as I thought bought the book as I expected. Turns out, $24.95 is a giant favor to ask of some folks!
In comparison, I’ve asked folks for the favor of an introduction that has turned into a seven-figure deal for my company. That same person wouldn’t spend $24.95 on my book, but they would give me a seven-figure introduction! It’s ironic how we value favors!
Favors are the currency of our everyday business interactions. You need something from me, regardless if I’m getting paid for it or not, and if you give me a favor it almost is a guarantee that I’ll reply with a favor back. Yet, we place no monetary value on favors. Well, at least most people don’t place a monetary value on favors! But sometimes we run into someone that has a definite favor they need in return that might turn into a monetary or resource-driven favor that is really hard for us to obtain.
I’ve had many folks in my life, as a favor to me, push a candidate I was supporting in front of the hiring manager with a good word. No guarantee of hire, but getting to the top of the pile sometimes if the push you need to get some of that “favor” luck! I’ve done the same, too many times to count. We’ll say it’s just our job, but in reality, it’s more than that.
I believe it is in our nature to want to give a favor. Not because we’ll get something in return, but because we like to help others. I truly believe this is a built-in emotion of the human condition. If we can do something for you, that will help you, at a fairly low cost to ourselves, why wouldn’t we want to grant that favor? It gets a bit tricky as the cost to ourselves starts to feel uncomfortable.
No big aha moment to end on. Just simply think about all the favors you give and take today as you navigate around. It happens so often, sometimes we forget how common it is.
Let’s start with I’m not a travel blogger, but I like to travel and I like to think I can vacation with the best of them! I spent the last two weeks in Maui, part family trip with the boys, part anniversary trip (with no boys) with my wife and eye. I’ve traveled all over the world, but for some reason never went to Hawaii.
First, I spent all two weeks in Maui, don’t @ me! I get Kauai is “way” better and Oahu is your favorite and Oh, I can’t believe I didn’t do the big island. Shut it! After flying 10 hours, I wasn’t looking for more stupid flights during Covid! It’s a nightmare flying right now between Covid, low staffing levels, etc. I wanted two weeks of fun and relaxation and fish tacos.
Shoutout to the twenty+ folks who gave me ideas of what to do. Too many to mention, but I think 95% of the stuff folks shared with me was awesome!
Okay, let’s breakdown Maui according to Sackett
1. We stayed the first week in Kannapali (west Maui) big resorts – Marriott, Hyatt, Westin, etc. Easy for families, big pools, average hotel food, good golfing. If you like big giant hotels and a lot of people west Maui is for you. Everything is right there, it’s simple. It was good. Great weather, lighter winds. Easy to get out and spend time on the beach.
2. We stayed the second week in Wailea (South-west Maui). Wailea is higher end. Fancy resorts, way better restaurants, higher daily trade winds, great beaches, better snorkeling, felt way less busy than Kannapali. Tremendous sunsets. Whale watching right off our balcony.
Things I did on a 5 Star scale – 1 Star = Never do this; 5 Stars = Must do.
– Snorkel Trips with Trilogy. We loved this so much we did it twice! Once out of Kannapali and once out of Kihei. These guys were amazing and you have a lot of options for these types of trips. Trilogy costs more than most, but it was worth it. Great newer boats, very clean, great staff, great food (not joking! one of the better lunches we had on the island!), great drinks. I actually would have done more of these they were so enjoyable! I also did Snuba on one of these trips and it was amazing! (5 Stars)
– Ultimate Whale Watch was cool. We were a bit early for great whale watching but we still saw five whales in two hours. They have small boats, so everyone is basically in the front row. The crew would call around and find whales and were knowledgeable. The small boats make it easier to zip around and find more whales. (4 Stars, but only because we were early in the season, better in late January, early February, but we did see whales both weeks – 2 breaches which are unheard of)
– Kapalua Golf, Plantation Course – Super expensive, but it’s always rated the number one course in Hawaii and one of the top courses in the world, and it was amazing! The views are outrageous, it’s difficult but playable. If you’re a serious golfer this is a must-do when you go to Maui. I only golfed twice in Maui and both courses had great rental clubs. (5 Stars)
– Helicopter ride around Maui – we went with Pacific Helicopter Tour and it was awesome. Now, we were hoping to do the entire island, including the north shore, Road to Hana, but the weather kept us on the west and northwest side, and it was still one of the most amazing things I’ve done and seen. You see parts of Maui no one can see and it will remind you of Jurassic Park! thousand-foot waterfalls, rain forest, coastline crashing waves, etc. Plus, flying on a helicopter with the doors off is just fun! (5 Stars)
– Surf Lessons – We used Maui Wave Riders and it was good. Look, I get it, most people aren’t going to take surf lessons, but I’ve got three boys (err. men) and we like to try adventurous stuff. I’ve now taken three surf lessons: Sydney, Hermosa Beach, and now Maui. It’s hard and tiring, but it’s so much fun! You fall a lot and it can be frustrating trying to get up, but a great instructor is a key to getting you up on a board, and then you get addicted. (4 Stars – waves were good, but it’s a packed place in Lahania where you can catch them, but great for beginners)
– Haleakalā Sunrise Tour – We used Skyline and they were good. So, this is very weather-dependent on how great it can be, we had a lot of clouds, but still got some good sunrise views, but not awesome. Understand, they pick you up at 2:45 am to get there and when you get there an hour early it’s 30-40 degrees, so you freeze! I definitely would not take kids on this! It’s a long day, cold, and you are hoping to get a view of an amazing sunrise that lasts like 20 minutes. Then a long ride back. The positive was the tour gives you a ton of information and history, plus they gave us warm coats, but when they tell you to dress warm, they are not kidding! (3 Stars)
– Road to Hana – this one will be the hardest to rate, it almost needs multiple ratings because there are pieces of the Road to Hana that are 5 stars and some that are 1 or 2 stars. We bought an app to guide us and it was super helpful (Gypsy Guide – $10). FYI – you will need hiking shoes or shoes you don’t mind getting dirty, and most likely they’ll get wet, so bring a change of clothes as you’ll most likely want to swim as well. We left Wailea at 6:30 am, skipped Ho’okipa Beach because we had already been there, and pretty much beat the traffic out on the road, we made Hana by 1:30 pm and that was with 90 minutes at Wai’anapanapa State Park.
Here’s what we saw on the Road to Hana with star ratings:
Ho’okipa Beach – (5 Stars) – great surfing beach, turtles, huge shore breaks. This is like 10 minutes from the airport and is at the start of Road to Hana. Really an amazing site to see being so close to the airport.
Town of Paia – (3 Star) cool little north shore surf town, if you want to stop to grab something to eat, etc. But not that different than most small towns on Maui.
Twin Falls – about a mile walk to a fairly decent fall into a muddy pool. Private land, so you pay $10 to park. (3 stars – but after the Jurassic Park Helicopter falls my ratings are probably skewed)
Rainbow Eucalyptus Trees (5 stars) so cool, you get a view of some from the road, but you can also stop at Ke’anae Arboretum to get some up close pics. They are so cool.
Ke’anae Peninsula – (5 Stars – must stop) first Aunt Sandy’s Banana Bread is here, and you have to get some, but the coast line here is breath taking and little ocean front town is very cool.
Wai’anapanapa Black Sand Beach – (6 Stars) we spent an hour and half here exploring the cliffs and could have spent all day. Sure the black sand is cool, but that’s only the half of it. You must buy a pass here before you go for a certain time period. You can not buy the day of. DO THIS! We got ours for 12:30pm and actually had to drag our feet a little because we got there a bit early.
We didn’t even stop in Hana, there isn’t much to see, but took off for what we were told was must see things past Hana – 7 Sacred Pool and Pipiwai Trail, which both basically sucked. Plus it cost $30 bucks to do it and it was on the worse stops of they day, primarily because the water wasn’t running, so not much to see, but you don’t know that until you get there. (2 Stars – but I think that is time of the year specific)
At this point, most people turn around at Oheo Gulch – 7 Pools and go back, but we kept going around the Reverse side and it was really cool! Extremely narrow road, puts you a few feet from the ocean for some magical views. I would only do this with a four wheel drive vehicle, even though we saw some normal rental cars doing it slowly. It’s about the same distance getting back to the beginning but you get so much cool shore line to check out. (5 Stars) FYI – Watch out for the wild goats on the road and local drivers coming at you super fast with very little room.
There are a ton of road-side water falls you see on the Road to Hana and it’s probably worth stopping at a few and taking pics.
– Snorkeling at local beaches – Bring, rent, or buy snorkel gear, you can see awesome stuff every day at local beaches for free. We snorkeled almost every day and spent hours swimming with sea turtles and all kinds of stuff. I don’t think there was one time I went out snorkeling that I didn’t run into a sea turtle no matter where we went.
– Sunsets – Wailea has way better sunsets than Kannapali, so if you’re into amazing sunsets, spend some time over in Wailea/Kihei. Kannapali sunsets aren’t bad, but you are usually blocked by another island, so you’re getting the sunset over an island, whereas in Wailea you get full ocean sunsets.
What we didn’t get about Hawaii
Tourist bring their kids! Like a lot of kids! I’ve been on flights to Orlando home of Disney World with fewer kids! I’m not sure why people spend all that money to bring kids to Hawaii. It’s perplexing. First, it’s a miserable flight from the mainland, basically an international flight. It absolutely makes no sense! We saw non-stop meltdowns by kids and parents.
Meals basically come in two price points if you’re eating out: $50 per person and $100 per person (includes alcohol drinks). $50 per person is a basic bar food meal, think Applebee’s but in Hawaii with fish tacos. No matter where we went, after tip, it was about $50 a person. Good meals, fresh fish, steaks, etc. at a nice place push it to $100 per person. Everything on islands is expensive, but this seems strange.
Nowhere on the island is the speed limit greater than 55 mph, and it’s usually 45 mph and under. Don’t be in a hurry, you get nowhere fast on Maui.
Pictures do none of this justice! We took pics of everything and nothing really comes close to capturing the beauty of it all.
HR Blogger Turned Maui Travel Blogger Insider Pro Tip:
We had the world’s best cinnamon roles at a place in Kehei called: The Cinnamon Roll Place. I kid you not, these were to die for and I’ve had cinnamon rolls all over the world! For $5 it’s by far the best deal on the island. It’s in some little strip mall behind a staircase being guarded by a wild rooster. You can’t make this stuff up!
Okay, friends, what did I miss? Hit me in the comments!
If you follow most mass media outlets you would think the question posed is ridiculous! How the heck would vaccine mandates hurt diversity hiring, Tim? We all know the unvaccinated are mostly uneducated, Trump-loving, white folks! Right?! Right? Right…
Turns out, the “Unvaccinated might not be who you think!” The link is to a recent NY Times article and the current administration and the mostly left-leaning mass media don’t want all of us to know something:
“Almost 95 percent of those over 65 in the United States have received at least one dose. This is a remarkable number, given that polling has shown that this age group is prone to online misinformation…
In New York, for example, only 42 percent of African Americans of all ages (and 49 percent among adults) are fully vaccinated — the lowest rate among all demographic groups tracked by the city.
This is another area in which the dominant image of the white, QAnon-spouting, Tucker Carlson-watching conspiracist anti-vaxxer dying to own the libs is so damaging. It can lead us to ignore the problem of racialized health inequities with deep historic roots but also ongoing repercussions and prevent us from understanding that there are different kinds of vaccine hesitancy, which require different approaches.
If you check the data in every major urban center, you see basically the same data. African Americans are more likely to be unvaccinated than white Americans.
Why does this matter?
I’m not judging African Americans about not getting vaccinated. I’m pro your body, your choice! I know this community has a deep mistrust of government and health care in our society based on history!
Here’s the problem! Every decision we make in organizations has short-term and long-term impacts. Many times we know and understand the short-term impacts. Often we have no idea of the long-term impact.
If Biden and his administration mandate all employers require employees to be vaccinated (I won’t get into the specifics of over 100 employees, etc.), and many enterprise employers, like major airlines, etc., require employees to be vaccinated or get fired, we are disproportionately impacting Black employees over every other race of employee!
Thank you, Democratic administration and President Biden! Thank you for getting more black workers fired than any other race by mandating vaccines. This is super helpful to our diversity hiring initiatives! What the what!?!
Stop it, Tim! This is about Workplace Safety!
Yes, it is. It’s always about something when we are firing black workers, isn’t it?
Ironically, I say this with a smile at how stupid we all are, the amount of workers who are getting fired, who are refusing to get a vaccine, who by a higher percentage are black workers, happens to almost identical the same percentage of Americans who actually die from Covid.
That’s to say, this number by percentage is extremely small!
“Yeah, but every life matters! If everyone was vaccinated we could have saved hundreds of thousands of lives!” Yes, you are correct, and I agree with you. Every. Life. Matters.
Inclusion.
Those vaccinated, matter. Those unvaccinated, matter.
Even all those black employees you have, who are fearful of taking a rushed vaccine that hasn’t had years of testing. Who have a history of bad stuff happening to them when it comes to government, healthcare, and mandates.
We love to think employer and government vaccine mandates are fine because it only impacts “the stupid”. Natural selection! If you’re too stupid to get the vaccine well then who cares if you get fired and die. Which is kind of the opposite of inclusion, right?
Mandates are easy when you are led to believe that it’s all about firing poor, dumb, white folks. But, when you look at the data and realize that once again we are targeting black folks more, are vaccine mandates still the correct answer?
(Okay, that’s like 3 vaccine posts in the last week. I’m done, you know my stance. I’m pro-vaccine, I encourage it for everyone, but I’m also pro-choice about decisions that impact your body.)
Let me start this by saying I’m 100% pro-vaccine. I’m vaccinated and my entire immediate family is vaccinated. I encourage everyone to get vaccinated where it’s healthy for them to do so.
Organizations are really struggling right now to figure out what they should do about Covid vaccinations and employees. We see some giant employers mandating vaccinations and I’ll also publicly say I think that mandating vaccines for 100% of your employees is basically stupid.
Wait, what?!?! (TRIGGERED!)
I get that we all want everyone to be safe. I do as well. I also pay attention to the science and after you had Covid, there is no reason to get vaccinated. There is a growing mountain of global research and evidence, from real doctors and scientists that care about ending this pandemic, that show those who have had Covid already carry the same amount of antibodies as those who have been vaccinated. So, forcing someone who has had Covid to get vaccinated, is frankly, stupid!
Too many good employees are losing their jobs over this and many of these folks have valid reasons to not get the vaccine, and some honestly have already had Covid and don’t need the vaccine, but we are forcing it upon them for really no reason whatsoever.
The Tim Sackett Covid Vaccine Employer Policy
1. If you want to work here you have to get a Covid vaccination. We care about each other. We care about our customers and clients. We all want to live our best lives, alive.
The caveats:
If you have had a verified case of Covid. That means you have to be able to show a positive PCR test, and or a blood anti-body test that shows you previously had a positive case of Covid, you do not need to get the vaccine as a condition of employment.
If you have a religious objection to getting the Coivd vaccine, you do not need to get the Covid vaccine. But you do have to document your objection (see form A). This form gives you the ability to explain your religious objection and it also has you sign off that our company is not responsibile for your medical care if you become Covid positive. Upon completion and signature of this form A, we will not require you to get the Covid vaccine as a condition of employment.
If you have a medical disability where a doctor documents that it is not in your best medical interest to get the Covid vaccine, we will not require you to get the Covid vaccine as a condition of employment.
If you receieve a religious or medical accomodation, and you have not recieved a Covid vaccination and you have not had a verifiable case of Covid, you will be required to wear a medical approved mask while at work over your nose and mouth. We will provide you with a mask if you choose not to have an approved mask of your own.
Policy Instructions for HR Leaders and Executives:
If someone fills out Form A and signs it. Accept it and walk away.
If someone brings you a signed doctors note saying they shouldn’t get the vaccine for medical reasons. Accept it and walk away.
Ensure no one, either vaccinated or unvaccinated, is discriminating or harrassing the other because of their status.
That’s it. That’s the policy. Short and simple. The best policies are.
I know some folks will lose their minds about this. I get that. I’ve heard stories about HR departments forcing people to “prove” their closely held religious beliefs. I mean, really?! This is time well spent? Forcing someone to prove their religion. Come on, we are better than this. We are smarter than this. There are better ways we can torture employees, right!?
I think there are only two real arguments when it comes to mandated vaccinations:
Hey, let’s try and not kill people! But, it’s basically them killing themselves, not the folks who already got vaccinated. As both vaxed and unvaxed are passing the virus around to each other. But those who are vaxed are much more likely to have a less severe case.
Hey, you getting a bad case of Covid cost our insurance plan a ton of money, which means we all now have to pay for your stupid decision. This is a super valid argument, and if I’m running a big HR shop I would really be thinking hard about a “Unvaxed” health insurance premium. Great! You don’t want a vaccine, your insurance now costs an additional $2000 per month.
FYI – for those looking for a link to “Form A” there isn’t one. It’s just an example of what we do and what we make in HR. If you want a Form A go make one, you don’t need my help!
So many people are getting fired for not getting vaccinated! Or at least that’s what the media makes it sound like, right?!
In reality, the number of employees getting fired for refusing to get vaccinated is actually super low. About as low as the percentage of people who catch Covid and die, I’m guessing…ugh! data, am I right!?
Southwest Airlines CEO claims that he didn’t want to mandate vaccines for his employees, but he got pressured by President Biden. Seems like a strange flex for a powerful CEO. “Joe made me do it!” Really, he did? Really? Or is it, you just are following the industry trend and your competition is doing it and your customers probably feel better about being in metal tubes with a staff that is vaccinated?
Still, I believe that there are certain advantages for doing the opposite of the populous in many situations. Like, maybe, this one. You are having a really hard time hiring folks, why don’t you just make a public display out of “We want your poor, and your hungry, and your Unvaccinated!”
Zig when others Zag!
Now, this plan is free of problems. If you have some folks who are super-vaccinated (what does he mean by that…) maybe they’ll want to leave your employ and go somewhere else. That might happen.
Also, having a larger population of employees who are less likely to be vaccinated, may lead to some additional health risks, and possibly some additional costs associated with increased health insurance costs! You could offset this by not having health insurance and just paying extra for your employees to go out to the government exchange, or some other form of skirting this bill.
But, you would definitely be in the minority of employers who would be welcoming the unvaccinated! I’m also assuming your employee demographics would skew younger and republican, but, hey, fly your freak flag!
Also, not mandating a vaccine could have a big impact on increasing your diversity numbers, as black folks as a percentage are less likely to be vaccinated than white folks across the country. So, if diversity matters to you then this might be a great strategy to try out!
The market you hire in, of course also matters. Down south, might be something to think about. Hiring in the big metro coastal cities, well, this might work against you.
Recruitment Marketing Messaging for this “Zig” hiring strategy!
I wonder what it would look like if an organization just came out and full unvaccinated is the way to go! I’m guessing we would see some job advertising messaging like:
“Didn’t want that Covid Juice!? We might be the place for you!“
“No shot? No Problem! Apply today!”
“We are a Vax-Free Workplace for Americans! Or really anyone who will show up and work!”
“We’ll love you even if you are unvaccinated and have a hickey! Apply Today!”
Any day you can use “hickey” in job advertising is a day you’re winning at life.
Our reality is, whether you like or agree with it, there are some outstanding people who have made the personal choice to not get vaccinated. Smart, hardworking, great employees, who someone will be terminating for this choice. Their loss, the organizations, is your gain or could be.
If you read my post yesterday, you know I’m pro-vaccine, but I’m anti-vaccine mandate for employees. I think there are many things we can do besides forcing an employee to get a shot they don’t want and still protect our other employees, customers, and even the unvaccinated workers.
Here’s what I know, if I can think up an idea, someone else already has as well. So, it’s just a matter of time before we hear about a company out there that will market itself as the “Unvaccinated Workplace” and welcome all those employees that other companies are terminating.
It’s interesting for sure as you have most HR pros believing everyone should get the vaccine, but also that corporations should not be charging employees if they do not get the vaccine. Some other reactions have been why should an employee be charged a premium, now that we know the vaccine won’t stop you from getting Covid. And an unlimited amount of other opinions as well!
Isn’t this just the smoking premium?
About a decade ago employers started charging employees who smoke higher health care premiums. Walmart charges employees who smoke an additional $2000 per year in increased health insurance premiums. When this was first done by a small employer in Lansing, MI a decade ago, lawsuits were filed, the HR community became unglued, and we had these huge ethical arguments over whether this was right or not to do to an employer.
What right is it of an employer to charge me more if I want to smoke or not! You’re not charging Tim over there eating a Big Mac and drinking a gallon of soda!?
Delta’s Covid decision is causing similar outrage about the vaccine.
Here’s the thing…
From the data we currently have, and the recent FDA approval of the Pfizer vaccine, we know statistically those with the vaccine are much less likely to be hospitalized or die from Covid. The “average” cost of a Delta employee who gets the virus and is hospitalized is $50,000!
$50,000 is not a small cost! Multiply that by hundreds of employees and it’s becoming a major issue. The issue being, on individual employee’s personal decision to not get the vaccine, is actually costing every single Delta employee, with upcoming increased insurance costs!
“Yeah, Tim, but someone made the personal decision to light up a cigarette. No one is making the personal decision to get the Covid!” Ugh…
You know you can’t send your kid to public school in the U.S. unless they have their approved vaccines. Millions of kids each year, go get their vaccines and go to school. We’ve pretty much eradicated all kinds of terrible diseases. An extremely tiny amount of parents have an issue with this. Ultimately, science has proven to be effective in helping our kids stay alive. Yay! Science!
More employers will go down this path.
Already we are seeing more and more employers mandate vaccines for employment. SHRM, the largest HR association in the world, has mandated vaccines for its employees. This isn’t a political statement. It’s actually not a statement of empathy, either, although most PR teams will try and turn it into one. It’s a financial statement of fact. We can’t afford for you to be stupid and play Russian Roulette with the virus.
All of this does lead us down a slippery path. It started out with something we all now know is harmful to our health, smoking. If you smoke, you will pay more for health insurance. Now it’s Covid. If you don’t protect yourself, by getting a vaccine, we will charge you more for health insurance. What’s next?
On episode 71 of The HR Famous Podcast, longtime HR leaders (and friends) Tim Sackett, Kris Dunn, and Jessica Lee come together to discuss when they are most productive, their work habits via Microsoft MyAnalytics Reports, and what those reports say about their wellness levels and work/life balance.
2:30 – KD kicks off the episode by asking the crew if they’re more productive in the morning or night. JLee is not a morning person, whereas Tim is the opposite.
6:00 – KD likes to wake up in the morning and read a few chapters. Can you read in the morning, or would you fall asleep?
9:00 – KD tries to unplug once a week and he checks his Microsoft MyAnalytics report to see how good he is at this. The analytics report didn’t seem too impressed with KD’s attempt at “crushing it” since he only had two work-free days in the entire month.
12:00 – These Microsoft reports seem to be telling employees that they have some work to do from a wellbeing perspective due to set “on” and “off” hours.
14:30 – Another statistic KD’s report gave him was that he compromised his “nightly recharge” by working after midnight.
17:30 – JLee thinks that what might work with these reports is managers having conversations with their teams about how to best look at this data and use the insightful parts.
19:00 – Tim turns off his phone at night and wakes up to a manual alarm clock. JLee and KD leave their phones on at night. Do you leave your phone on at night?
22:30 – KD notes that there is no real designation on the platform as “offline,” so it’s giving everyone “online” time during their working hours, even if they’re not being 100% productive.
24:30 – KD’s report said that he gets easily distracted by email and reads 75% of his email within 30 minutes of reading it. The advice it gave him was to think about reading emails only once an hour.
28:00 – Tim and KD read over 1,000 emails a week. JLee says she doesn’t read a lot of emails, and KD notes that that’s only really OK if you’re a leader.
32:00 – KD gives props to Microsoft for giving a shot at giving these kinds of analytics. He doesn’t know if he loves all of this info going to all employees without more context.
