Putting the WhEEE in Work


Putting the WhEEE in Work

Putting the WhEEE in Work

Nowadays, every business has to worry about The Great Resignation and/or quiet quitting – pandemic-influenced phenomena in which employees are, respectively, leaving their jobs, or doing the bare minimum required to stay employed and keep getting a paycheck. 

There’s no easy, one-size-fits-all answer to prevent these issues from affecting your workplace. Whereas employee engagement and well-being rose before COVID-19 struck, job dissatisfaction is now at an all-time high. Thankfully, the Good Jobs Champions Group has laid out a clear working definition of what a good job entails, as follows:

Economic Stability

  • Stable, accessible, family-sustaining pay and benefits
  • Fair scheduling practices and healthy, accessible working conditions

Today, people require much more than just a ‘decent’ wage, including quality insurance that enables them to seek physical and/or mental healthcare; assistance with transportation or nearby accommodation expenses, if needed; and the wherewithal to care for children and other family members, as well as the assurance that they’ll be around to continue doing so.

Economic Mobility

  • Clear, equitable hiring and advancement pathways
  • Accessible, and paid training, development, and wealth-building opportunities

One of the top reasons cited for both quiet and actual quitting is a bad boss – one who’s guilty of bullying, harassment, or disrespect. Beyond compensation, employees want to be heard, to feel safe; to be recognized; and to have an equal chance at being and doing better at their jobs.

Equity, Respect & Voice

  • Culture, policies, and practices that are transparent and enable accountability, support a sense of belonging and purpose, and advance DEIA (Diversity, Equity, Inclusion Accessibility)
  • Ability to improve the workplace, such as through collective action or participatory management practices

More than ever, workers want to be part of an organization that shares their values and feels welcome to contribute, particularly toward advancing those values. Younger people like a workplace where diversity is accepted and celebrated.

Of course, every organization needs to develop its roadmap for reaching these lofty ideals – but at least the goals are now clear. Moving toward these three Es will go a long way toward creating the kind of culture that can make your workers go, “Whee!”