Workplace trends

Women in the US still face barriers to climbing the corporate ladder

A 10-year McKinsey study tracking millions of women in major US companies has revealed persistent gender disparities in management promotions. While they have made notable gains in top leadership positions, women’s advancement at lower management levels has plateaued, with only a 2% increase over the past decade. This bottleneck in middle management is particularly concerning as it limits the pipeline of female talent for higher roles. At the executive level, women who do reach the C-suite are often concentrated in HR and marketing positions, which rarely lead to CEO positions. The study underscores the ongoing need for targeted efforts to promote women’s advancement at all levels. However, with recent trends showing many companies scaling back on diversity initiatives, and gender-focused recruiting efforts declining by nearly a third since 2022, experts warn that the modest gains in workplace equality may be in jeopardy.

‘Hushed hybrid’ is the new buzzword in the return-to-office battle

As some businesses push for full-time office returns, some managers are quietly allowing “hushed hybrid” arrangements, in which they secretly permit their direct reports to bypass return-to-office mandates. While this practice is still an emerging trend, it highlights the growing tension between official policies and on-the-ground realities. Despite data showing that 84% of workers adhere to their employer’s hybrid policy consistently, per Gallup, this buzzword joins a series of catchphrases highlighting the ways workers are sidestepping office attendance expectations, such as “quiet vacationing” (mini-vacations disguised as remote work) and “coffee badging” (brief office appearances). These terms reveal the organizational dysfunction arising from poorly executed return-to-office orders, often creating an “us-versus-them” dynamic between executives and staff.

The AI corner

In the Philippines, AI is already taking jobs

While much of the world is speculating about how AI will take our jobs in the future, the Philippines is already grappling with this reality. The country’s giant outsourcing industry, forecast to exceed $38 billion in revenue this year, is rapidly integrating AI tools to defend its business models and maintain competitiveness. Most firms have introduced AI “copilots” that work alongside human staff on tasks like summarizing customer histories and drafting responses to customer inquiries. Avasant, an outsourcing advisory firm, estimates that these AI copilots will replace up to 300,000 jobs in the next five years. With the outsourcing industry being the Philippines’ largest private sector employer and the biggest contributor to GDP, this AI revolution presents a critical challenge to the country’s economic stability and its citizens’ livelihoods.

AI chatbots are successfully chipping away at conspiracy theories

A new study, published in Science, found that interacting with AI chatbots reduced people’s belief in conspiracy theories by an average of 20%. Given concerns about AI’s role in spreading disinformation, the technology’s ability to use evidence-based counterarguments to disprove conspiratorial ideas has been a pleasant surprise. Researchers attribute the chatbot’s effectiveness in addressing conspiracies about 9/11, the 2020 US election, and the Covid-19 pandemic, to its instant access to information and polite communication style, contrasting with the often confrontational approach conspiracy theorists face in real-life interactions. The study suggests AI could be a valuable tool in the fight against misinformation, offering a non-judgmental space for people to explore and challenge their beliefs.

The right way to kick off the last quarter

It’s the final countdown: next week, we officially kick off the final quarter of the year! And the stakes are high.

As we work to deliver on lofty goals by December 31st, getting everyone in the right mindset is no easy feat. Between tense geopolitical issues and ongoing economic volatility, these days, many employees are feeling significant pressure. In fact, employee well-being has notably declined – especially among younger employees – and 20% of global workers report feeling lonely, per Gallup’s State of the Global Workplace: 2024 Report. The demands of Q4 only add to the intensity, since it’s both the end of the fiscal calendar and the holiday season, which 88% of surveyed respondents say is the most stressful time of the year, according to Joy Organics.

With your employees feeling the financial burden of upcoming vacations and holiday gifting, emotionally triggered by complicated family dynamics, and greater burnout as they try to achieve big goals by the end of the year while also planning time off, as a leader, this final quarter is especially difficult. You need to effectively balance your own life pressures and business KPIs, but you also must support your team and maximize their performance during this critical time.

So, here are some tips for ensuring a strong end to 2024:

Prioritize key projects

Companies that know how to strategically prioritize the right initiatives are worth 40% more than those that don’t, as revealed by McKinsey research. So, as we head into the final quarter of 2024, try to focus on quality rather than quantity. While there are likely lots of projects that currently need to get done by the end of this year, there are probably a few that can bleed into the beginning of next year without causing any issues. And bearing in mind that your team members may be taking time off for the holidays, it’s best to prioritize initiatives when possible to avoid causing unnecessary pressure and time crunches.

Consider scheduling brief syncs with each of your team members to walk through all of their projects, prioritize their individual workloads, and update deadlines for non-essential projects. This way, with fewer items on their plates, your employees can feel more in control and ensure that the most important work gets done on time.

Assess your team meetings

70% of workers feel they would be more productive if they had fewer meetings and email correspondences, per Slack’s State of Work in 2023 report, and nearly two-thirds of workers admit they don’t have sufficient time and energy to actually get their work done, as detailed in a 2023 Microsoft survey. The takeaway? Your team members may need your help finding time to actually do their work. So use this final quarter to evaluate which meetings are really important, how they should be structured, and who truly needs to attend. Cutting out recurring meeting blocks that aren’t bringing enough value means more time for productive and focused work. In other words, if your team members are mostly there to listen during a recurring meeting, perhaps it’s time to mark them as “optional” and send them meeting takeaways instead.

Recognize growth paths

As we close out the year, growth and development are top of mind for many employees. 76% of individual contributors want to advance their career, but 49% say they lack good career advice, according to a study by MIT, and 63% of employees who left their jobs cited lack of advancement opportunities as the reason, detailed in a recent McKinsey report.

So, as the leader, your job is to help your team members feel that they have a real future on your team by initiating conversations around their career paths. Take some time to discuss their professional goals, provide honest feedback about where they are excelling and the areas they should focus on improving in the coming months, and outline benchmarks for transitioning into a more senior position. Doing so will help your team members feel a sense of clarity and direction as you head into the final quarter of 2024.

Help your team feel connected

When employees feel a sense of belonging on their team, they are more than three times as likely to contribute to their full potential, according to research from the Harvard Business Review. So, whether it’s a group lunch or a fun activity, try to organize some time with the whole team – ideally during work hours so that you don’t interfere with your team members’ personal lives – to help close out the year feeling close and connected. In this setting, it can be nice to reminisce on special moments from the year and give your employees the space to voice gratitude for their teammates who offered them meaningful support or guidance. If your team is remote, you can organize a meeting to raise a virtual glass together.

Celebrate team achievements

Schedule a team meeting dedicated to celebrating your successes from the year. When possible, include data and numbers that can make the impact feel more powerful, and try to give personal, authentic shoutouts to each individual. For example, rather than simply saying, “Great job on that project, everyone,” try speaking to unique contributions and the areas in which your team members specifically excelled. Top performers need to know their efforts are recognized and valued, says Gallup research, which found the majority of respondents citing manager recognition as the most memorable. So, however, you choose to recognize your employees, keep it thoughtful and specific. For inspiration, some managers create custom awards for each member of their team, like “Best at Making it Happen” or “Best at Navigating Difficult Stakeholders.” So don’t be afraid to get creative and have a little fun!

And as you’re celebrating the wins, use this time to acknowledge the challenges the team encountered over the course of this year, highlighting the ways they effectively got resolved to demonstrate the kinds of behaviors that should continue going forward. By taking the time to honor everyone’s achievements, you can make your employees feel valued and make further success feel more attainable.

Water cooler chatter

Americans lost $5.6 billion in cryptocurrency scams last year, according to the FBI. This marks a 45% increase in losses from 2022, with investment fraud alone accounting for a staggering $3.9 billion. In total, these scams made up just under half of all financial fraud losses in the US in 2023, which totaled over $12 billion.

Amazon is ordering staff back to the office five days a week. Unlike most tech companies that continue to offer flexible arrangements or full remote work, Amazon’s move, which goes into effect in 2025, makes it an outlier in the industry.

Question of the week

Last week’s answer: 58%

This week’s question: What percent of individuals support the idea of pets in the workplace?

Just for laughs

Angel's boss is a jerk