<img src="//bat.bing.com/action/0?ti=5739614&amp;Ver=2" height="0" width="0" style="display:none; visibility: hidden;">

Let’s start off on the right foot  

"If you cannot see where you are going, ask someone who has been there before." 
—J Loren Norris

The skinny

 Is your organizational culture creating zombie employees?

Silent but ... 

Deadly. “Quiet quitting” is the latest employee trend making the viral rounds on the internet. Instead of leaving their job for more passion or pay, quiet quitting describes employees who stay, but stop going above and beyond. 

Well, that doesn’t sound new. 

Yeah, us HR pros have seen plenty of people disengage from their work over the years. But what does seem to be trending is the conscious and unabashed decision to do so.  


 For some, being less productive is a necessary mindset shift in pursuit of improved work-life balance. For others though, quiet quitting is a personal rebellion against work cultures that ask too much and give too little.  

Mouse trap. 

When employees aren’t compensated fairly … don’t feel listened to … receive inconsistent feedback … it’s too easy to become complacent.   

Rhetorical question. 

Why do more than the bare minimum if, when all is said and done, the effort isn’t rewarded? Quite frankly, many companies have a bad habit of boasting harmonic values but rewarding toxic top performers instead.   

EVP is MVP. 

To get technical, that’s employee value proposition (aka, everything an employer brings to the table). So much of organizational culture relies on people, and honestly, we humans get it wrong sometimes. When managers fall short in supporting employees, the EVP can fill those empathy gaps, ease employee stress, and create community.   

Step one: Leave your assumptions at the door.  

The best EVP initiatives are developed from real employee feedback to ease the stressors of your specific population (not the hypothetical workforce in your head). Keep these programs fresh and effective with regular surveys or other data analysis.  

Date with Data: 33% of Gen Z reports high stress levels, compared to 29% of millennials, 25% of Gen Xers and 10% of boomers. 

Further Reading: 4 HR blunders to avoid, courtesy of the hit show Severance


The skinny

You don’t have to be Mr. Miyagi or Samuel L. Jackson to make a great mentor. 

 Wax on, wax off. 

Mentors, advisors, and teachers—mostly off-screen ones—mean more to us than they’ll ever know. They may only remember a dozen faces, but the average teacher will influence around 3,000 students in their career, two-thirds of whom will say their teachers are their role models.  


For marginalized populations that may not have the same access to education and resources, mentorships are critical to finding one’s footing in the business world. Leaders of color can help pave the way for the younger generation entering their organization. Or, women can come alongside each other to navigate male-dominated industries. 

What’s in it for me? 

Stay-home mandates taught us that we may have more time on our hands than energy. So, why spend your precious energy on the success of another? Well, mentorship is the ultimate networking machine, creating a professional friendship that could last decades or even a lifetime 

Mirror, mirror on the wall.  

Sharing knowledge is a great way to—somehow simultaneously—conquer self-doubt and be humbled. As a mentor, you can help a young professional develop essential strengths and use your perspective to clear career fog. In the process, you may experience increased enthusiasm and even learn something new.  

More: How A Great Mentor Changed My Career — And My Life  

For you: 6 Ways to Develop Business Acumen Skills and Step into Leadership 

Now a break from the news…

Floof stampede.

Compliance Corner


  Here’s Something to…  


social-corner-icon-skinnySocial Corner


Rae's Roundup - what we're reading

Language that works at work