Let’s start off on the right foot

“It is better to have less thunder in the mouth, and more lightning in the hand.” – Apache proverb

The skinny

Although 61% of Americans say they are willing to take a pay cut to work remotely, many aren’t putting their money where their mouths are.

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You don’t say.

It’s true. During the pandemic, many workers moved out of cities. The stay-at-home order really made larger homes with more outdoor space > small city apartments. But moving away from the big city meant moving away from big paychecks. 

What do you mean?

The current average rental cost of a one-bedroom apartment in NYC is $2,650. The rental cost of a similar apartment in Hillsboro, New Hampshire where many NYC residents moved during the pandemic, is $800.

Wow.

Exactly. With cost of living being lower in more rural areas, many organizations, especially in tech, are considering and implementing geographic-based salary adjustments for remote workers. And let’s just say, employees are...upset.  

But they said…

Yes, many said they would take a pay cut to keep working remotely, but when some were facing a 25% cut, they sang a different tune, asking, “Why is my work worth less in a different location?” 

Seems like a fair question.

Sure. But big tech giants like Google are saying, “Hey, we’ve always done it like this, soooo….” But as employees see their paychecks drop IRL, it’s a difficult feeling to sit with and many aren’t having it. Think of toddler siblings. If you give one half a cookie and the other a whole cookie, what happens? 

Absolute chaos.

Tantrums for days, I’m sure. But it doesn’t matter how old we get; we can’t stop our brains from firing when we feel like we’ve suffered unfairness and injustice. Instead of throwing tantrums, employees are simply walking out. And that’s not the only thing employees are doing.  

Dare I ask?

It’s about productivity. Many employees who are getting massive pay cuts aren’t working as hard. There’s a mindset shift happening here. If people don’t feel like they are being paid fairly, they work less. Which may be worse than leaving all together.

Further reading: Revisiting location-based pay in this era of remote work.

Date with data: Employees reduced their output by 52% when they found out their coworkers were paid more.

Further insight: In October 2020, Reddit removed its long-standing “geographic compensation zones,” positioning itself as the type of forward-thinking organization that Google used to be. Meanwhile, Google, Facebook, Microsoft, and others have adjusted their strategies to match up with JP Morgan.

The skinny

Halloween may be over, but the new plague to office productivity is the working dead.

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Oh jeez, like zombies?

In a way. While some employees are quitting, others are just…giving up.  

That’s not good.

Nope. These employees feel discontent, unmotivated, are less likely to recommend their employer, and more likely to not understand the expectations of their role, department, or company.  

Pretty depressing.

Lack of purpose can do that to a person. To keep people centered and on board, experts are suggesting employers emphasize purpose and double down on benefits that might bring a spark back to the workplace. 

Like what?

Offering more flexibility, maybe focusing on more one-on-one conversations to increase connection. Or, highlighting equitable pay for all employees, which can help reignite employees’ enthusiasm.

Clapping.

That’s a step in the right direction! Employers need to navigate the current moment by putting their people at the center of their operations.  

Further reading: How 3 CHROs are responding to the great resignation.

Another thing to consider: Encouraging employees to speak up before they give up.

For you: 3 mantras to help you recover from a bad day at work.  

Totes quotes: “All of these things mean that employees and workers are really looking for something meaningful to hold onto. How do you help people find a purpose and meaning?” –Linda Shaffer, chief people and place operations officer at Checkr

The skinny

“But” is ruining your empathetic leadership abilities.

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But what?

The word “but” tells others, “I’m setting aside everything you just said so that, instead of talking about your issues and ideas, you can focus on what I have to say.” And that’s not very empathetic.  

Who does that?

A lot of leaders, some do it almost as a reflex. During one client study, a CEO said “but” more than 50 times in an executive meeting.

That’s a lot of buts...

Yes, and many of these buts can start off well and then end…backside up. Statements like, “That’s not a bad idea, but…” or “Yes, that sounds amazing, but…”  

So, how can I…but out?

Stop talking. When listening to others, after you say, “I hear you,” stop talking. No need to insert any buts. “But” forces us out of listening mode and into talking mode.  

But, I….

No. As soon as we say that word, we’re delivering some reason why the other person’s thoughts are wrong and what they should be doing instead. That’s the opposite of empathy.  

This is good advice.

Take it to your next argument/discussion with your significant other. Empathy is all about sitting with what the other person said, considering their thoughts and feelings without immediately trying to figure out what to say next. Patience can be the most powerful tool a leader can have.  

For you: Make learning a part of your daily routine.

Now a break from the news… Holy crustaceans Batman!

Compliance Corner Biden sets Jan. 4 deadline for vaccination mandates.

Here’s something to…

• Consider: What HR pros can learn from #Striketober.
• Watch: Learn about Zuni culture.
• Spy: Why spy culture shouldn’t be company culture.
• Take note: Always on.
• Don’t forget: Daylight savings.
• Practice: How to get better at hiking.
• Cook: Build me up butternut.

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