Periods of unplugged time when an employee is literally unreachable are a good start, Feintzeig said. She advised interviewing students to note the way that their prospective managers treat employees and to be wary of organizations with high-turnover, “revolving-door” workforces.Įmployees at all career stages need also to be up front about their need for boundaries between work and life-especially with managers who believe that technology means an “always available” workforce-and to prioritize self-care and time with family. “And there’s a lot of research showing women just do a lot more at home, and the pandemic has not made that go away.”įeintzeig encouraged students who will be entering the workforce soon to look for organizations with good management. “Balance is hard for all working parents,” Feintzeig said. Nowhere is this trend more prevalent than among working parents, especially women who continue to shoulder most of the childcare and home responsibility. “They’re serious about their careers and building skills and making a difference…but they also want to be their best selves and kill it in their personal lives, too… It’s not all about climbing the ladder.” ![]() “It’s a different kind of ambition,” Feintzeig said. At the same time, a new generation of workers, more invested in their personal lives, is seeking environments that foster work-life balance. This realization has fueled the “quiet quitting” trend that’s seen employees leaving the workforce or opting for reduced roles. The quest for a healthier work and life mix is being driven by the growing ranks of remote-work and hybrid employees, as well as a new generation, who are realizing there are more important things in life than professional success, Feintzeig said. Charles moderated a discussion that touched on issues in today’s evolving workplace, where a new generation is redefining success. Peter Straus YC ’44, a pioneer in public-service radio, the series hosts talks with prominent individuals on topics related to the press and public responsibility. ![]()
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