B Lab U.S. & Canada’s Post

🌟 Thousands of UK Employees Embrace the Four-Day Work Week! 🌟 On 4 November, thousands of UK employees in participating companies commenced a six-month pilot of the four-day work week. It's an exciting time, not only for the British Society for Immunology (BSI), but for many other organisations exploring this transformative approach. The BSI staff now enjoy a condensed week—working Monday to Thursday, or Tuesday to Friday—while maintaining comprehensive membership services. What do you think about the four-day work week? Could your workplace benefit from it? Share your thoughts and experiences below! #WorkLifeBalance #FourDayWeek #EmploymentRevolution

From Quiet Quitting to Resenteeism: A Growing Workplace Challenge Have you heard of "resenteeism"? It's the evolution of quiet quitting and it's creating waves in today's workplaces. Resenteeism happens when employees resent their jobs but feel stuck with no options. This state of resentment makes it impossible to be engaged or excited about their role. The impact of resenteeism is significant. For employees, it leads to job dissatisfaction, stress, and strained workplace relationships. For employers, it can result in decreased productivity, higher turnover rates, and a toxic work environment. Just like in personal relationships, resentment in the workplace can corrode bonds and damage team dynamics. Let's address resenteeism head-on by fostering open communication, providing support, and creating a positive, engaging work environment. Have you experienced or observed resenteeism? Share your thoughts and experiences. #Resenteeism #WorkplaceWellbeing #EmployeeEngagement #WorkplaceCulture #MentalHealth #quietquitting #workplaceinclusion

𝙒𝙝𝙖𝙩 𝙬𝙤𝙪𝙡𝙙 𝙮𝙤𝙪 𝙙𝙤 𝙞𝙛 𝙮𝙤𝙪 𝙝𝙖𝙙 𝙩𝙝𝙧𝙚𝙚 𝙙𝙖𝙮𝙨 𝙤𝙛𝙛 𝙚𝙫𝙚𝙧𝙮 𝙬𝙚𝙚𝙠? 𝘾𝙤𝙪𝙡𝙙 𝙮𝙤𝙪 𝙛𝙞𝙣𝙙 𝙘𝙧𝙚𝙖𝙩𝙞𝙫𝙚 𝙬𝙖𝙮𝙨 𝙩𝙤 𝙬𝙤𝙧𝙠 𝙨𝙢𝙖𝙧𝙩𝙚𝙧 𝙖𝙣𝙙 𝙣𝙤𝙩 𝙝𝙖𝙧𝙙𝙚𝙧, 𝙜𝙚𝙩𝙩𝙞𝙣𝙜 𝙮𝙤𝙪𝙧 𝙟𝙤𝙗 𝙙𝙤𝙣𝙚 𝙞𝙣 𝙡𝙚𝙨𝙨 𝙩𝙞𝙢𝙚? Well, the staff at Volunteer Lawyers for Justice (VLJ) will find out the answers to those questions and more when we trial a 4-day work week from May through October this year. Centering VLJ’s ambitious mission to ensure access to justice for people experiencing poverty while prioritizing the health and wellness of our team, VLJ’s 4-day work week is a change to when we work, not how we work. VLJ will not eliminate programs nor reduce the number of clients we serve. We believe our team can do that while also living healthy, sustainable lives outside of work, increasing the chances those familiar names and faces already doing incredible work will remain with us for the long term (research shows that shorter work hours can boost focus, teamwork, and well-being). We are excited and ready for this challenge, looking toward the future, because when it comes to ensuring access to justice, we are in the fight for the long haul. Visit www.vljnj.org/4dww to read more about VLJ’s 4-day work week pilot including how we plan to track and measure the pilot’s progress and success. #VLJNJ #FourDayWorkWeek #ProBono #CivilLegalAid #FreeLegalHelp #FreeLegalServices #NewJersey

“Quiet quitting” is not just a Passing Trend but nowadays reflects Bigger Cultural Shift. This only signals potential #WorkPlace Issues. Only an #Empowered #HR can drive the required meaningful change, without full charge and leadership backing, HR’s role is limited to being a passive observer rather than a proactive change-maker. #HR

🌈 Following Invisible Disabilities Week, I’m reflecting on how grateful I am for the flexibility of my four-day work week. Not only does this make a difference in my work life—where I can continue to kick goals, smash targets, and positively impact our students and my work community—but it also brings balance and much-needed breathing space into my personal life. Every Thursday, I give myself permission to rest or attend to those medical appointments without the lingering self-imposed guilt (even though no one else makes me feel guilty!). Managing chronic pain means daily “charging” of my spinal cord stimulator, a reminder of the invisible challenges many of us face. This year, especially, has been incredibly tough—my base pain level has increased in ways I hadn’t anticipated, and it has genuinely been unbearable at times. Thursdays have become even more precious and coveted, offering a midweek pause to recharge and manage the rollercoaster that is chronic pain. I’m so appreciative to work somewhere that values me as a whole person, and it’s a testament to my supportive environment that this four-day week was actually suggested by my boss. Flexibility isn’t just about productivity; it’s about wellness, resilience, and recognising that every one of us brings more to the table than what’s visible. 🌱 [Image Description: The image shows a relaxed setup with a person’s legs stretched out, wearing fluffy slippers and a gingham-patterned dress. On their lap, there’s a small recharger device with a glowing indicator light, charging a spinal cord stimulator. Beside it lies a tablet in a protective case and a red fountain pen, creating a peaceful and comfortable scene of “charging while resting.”] #InvisibleDisabilitiesWeek #ChronicPain #FlexibilityAtWork #Gratitude #WorkplaceWellness

#FunAtWork #Neurodiversity #EleanorHealth Day 4 of Neurodiversity Spirit Week at @eleanorhealth was Decades Day. @williammckinney is setting a new standard 😆 == Welcome to Neurodiversity Week at Eleanor Health. On behalf of the entire ERG, thank you for all your engagement in spirit week. We have minds of all kinds here at EH. Learning is key in creating amazing lives for ourselves and those we encounter. Today’s Topic: Ways to Build a Neuroinclusive Workplace, Home and Community. Workplace - adopt neurodivergent hiring processes (allow for applicants to express the best way to showcase skills.) - foster employee strengths (https://buff.ly/3VoKGQW) - allowing people to take extra breaks. - reducing sensory stimuli (quiet areas in offices or noise-canceling headphones).🤫 - provide clear and concise goals, processes, meeting agendas, and work tasks. - provide dedicated desks or workspaces (choose different materials for furniture). - provide flexible work patterns (this could mean allowing people to work shifts, fixed hours, or flextime). - provide assistive technology, such as speech-to-text or text-to-speech software, time management apps, and live captioning in meetings or on videos). Home - Allow for open dialogue (Discuss types of neurodiversity and ways to foster relationships) - Organization systems that allow for flexibility (bins, labels and charts) - Explore different textures, natural lighting and soothing/warm colors🎨 - Provide spaces for peace (sound panels, low stimuli, and temperature regulated) - Create activities at gatherings that welcome all ability levels Community - Support laws and regulations that promote safer environments (adding social workers, therapists and clinical staff to law enforcement teams)👮🏾 - Petition for neuroinclusive accommodations in public spaces (reserved park, restaurant and library hours )🛝 - Host open forums and town hall meetings (knowledge of challenges creates empathy and alleviates fears) - Be kind and patient (offer assistance, meltdowns happen for neurodivergent and neurotypical)

𝐐𝐮𝐢𝐞𝐭 𝐐𝐮𝐢𝐭𝐭𝐢𝐧𝐠: 𝐌𝐲𝐭𝐡 𝐨𝐫 𝐑𝐞𝐚𝐥𝐢𝐭𝐲? 𝐄𝐱𝐚𝐦𝐢𝐧𝐢𝐧𝐠 𝐭𝐡𝐞 𝐒𝐢𝐥𝐞𝐧𝐭 𝐓𝐫𝐞𝐧𝐝 Quiet quitting, a growing trend with diverse causes, significantly impacts workplaces. While not new, its recent focus underscores the need for fostering employee engagement and positive work environments. By proactively addressing underlying issues, organizations can cultivate motivated and dedicated teams. Delving deeper, quiet quitting isn't simply about reduced productivity. It's a symptom of deeper-rooted issues such as burnout, lack of recognition, or limited growth opportunities. Employees who feel undervalued or overworked may disengage, fulfilling only the bare minimum of their responsibilities. This can lead to a domino effect, negatively impacting team morale and overall company culture. However, quiet quitting also presents an opportunity for organizations to reassess their practices. By understanding the underlying causes, companies can implement targeted solutions. This might involve improving communication channels, providing regular feedback and recognition, or offering professional development programs. Moreover, creating a positive workplace culture where employees feel valued and heard can go a long way in preventing quiet quitting. This includes promoting work-life balance, encouraging open communication, and fostering a sense of community. While quiet quitting may seem like a daunting challenge, it's important to remember that it's not an insurmountable one. By taking proactive measures to address the root causes, organizations can not only prevent quiet quitting but also create a more engaged, motivated, and productive workforce. The key is to recognize the issue, understand its complexities, and commit to creating a work environment where employees feel valued and empowered to contribute their best.

Are people at your workplace "quiet quitting"? A lack of joy may be the reason. Ultimately, we need to feel safe, secure, and appreciated, and to have opportunities to use our talents in ways that contribute to a joyful workplace. Read more about it here: https://lnkd.in/gMAzDyxS #PuttingPeopleFirst #PuttingPeople1st #EmployeeWorks #JoyfulWorkplaceRevolution

I would like to pose some questions about quiet quitting to my fellow I/O psychology practitioners and business professionals. Quiet quitting is defined as the behavior of fulfilling job responsibilities in a way that does not go above and beyond the requirements needed to fulfill those responsibilities. In other words, employees put in the minimum time, energy, and effort needed to complete their work. Looking at the data from Gallup's 2024 State of the Global Workplace Survey, half of employees remain disengaged, feel like they are struggling in life, and are stressed out.  Given these attitudes, it is no wonder that nearly one in five employees reported experiencing high levels of anger, sadness, and loneliness the day before the survey. Further stoking the storm on the horizon that organizations face, are the 49% of employees who intend to leave their employers and are actively seeking new job opportunities. One of the narratives that this data reveals is that their is plenty of room for organizations to improve employee engagement and wellbeing in the workplace. My questions are these: 1. Should organizations expect more from quiet quitting employees when their work is technically passable and meets role requirements? 2. What can organizations do to better engage disengaged employees and tackle quiet quitting?

🔇 Quiet Quitting: The Silent Symptom of Workforce Discontent 🔇 In the bustling world of office dynamics, there's a phenomenon that often goes unnoticed: quiet quitting. Here's why it's happening and how we can address it: 🤫 Unacknowledged Dissatisfaction: Employees may feel their concerns aren't heard or valued, leading to silent disengagement. 🤔 Lack of Meaningful Work: When tasks feel mundane or disconnected from personal or organizational goals, motivation dwindles silently. 💼 Cultural Disconnect: A mismatch between company values and individual beliefs can lead to a quiet departure rather than a vocal confrontation. 💔 Missed Recognition: Employees who feel their contributions aren't acknowledged or appreciated may quietly seek validation elsewhere. 📣 Let's turn up the volume on recognizing and addressing quiet quitting in our workplaces. By fostering open communication, meaningful work, and a culture of appreciation, we can ensure every voice is heard and valued. Let's make silence a choice, not a symptom. #QuietQuitting #EmployeeEngagement #WorkplaceCulture #RecognizeValue #CommunicationIsKey