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The original message has been attached to this so you can view it or label similar future email. If you have any questions, see root\@localhost for details. Content preview: Weekly news, tips & laughs :) - May 31, 2022 The monday.com ( " style= ) weekly monday’s take on the latest work trends - sent on Tuesdays Content analysis details: (4.8 points, 5.0 required) pts rule name description ---- ---------------------- -------------------------------------------------- 0.0 URIBL_BLOCKED ADMINISTRATOR NOTICE: The query to URIBL was blocked. See http://wiki.apache.org/spamassassin/DnsBlocklists#dnsbl-block for more information. [URIs: monday.com] 0.0 TVD_RCVD_IP Message was received from an IP address 2.9 HELO_DYNAMIC_SPLIT_IP Relay HELO'd using suspicious hostname (Split IP) -0.0 SPF_PASS SPF: sender matches SPF record 0.0 HTML_MESSAGE BODY: HTML included in message 0.0 HTML_FONT_LOW_CONTRAST BODY: HTML font color similar or identical to background -0.1 DKIM_VALID_AU Message has a valid DKIM or DK signature from author's domain -0.1 DKIM_VALID Message has at least one valid DKIM or DK signature 0.1 DKIM_SIGNED Message has a DKIM or DK signature, not necessarily valid 2.6 RDNS_DYNAMIC Delivered to internal network by host with dynamic-looking rDNS -0.0 T_SCC_BODY_TEXT_LINE No description available. 0.0 LOTS_OF_MONEY Huge... sums of money 0.0 T_MONEY_PERCENT X% of a lot of money for you -0.6 DKIMWL_WL_HIGH DKIMwl.org - High trust sender X-Spam-Flag: NO --_----bGxfQhPr/cBCt+0MMfTorg===_ED/A5-32847-F6956926 Content-Transfer-Encoding: quoted-printable Content-Type: text/plain; charset="UTF-8" Weekly news, tips & laughs :) - May=0A31, 2022= =0A=0AThe monday.com ( " style=3D ) weekly=0A=0Amonday=E2=80=99s take on th= e latest work trends - sent on Tuesdays=0A=0AInside this issue=0A=0A* Workp= lace trends=0A=0A* Building a meaningful workplace for your team=0A* Quotab= le news=0A* Question of the week=0A* Just for laughs=0A=0AWorkplace trends= =0A=0ALabor force=0A=0A40% of recent job switchers are looking for a new po= sition=0Aagain. According to a recent survey by Grant Thornton, 21% of=0AAm= erican workers left their jobs within the last 12 months, and=0A40% of them= are already looking for a new one. LinkedIn data also=0Arevealed that the = share of job switchers who had been at their=0Aprevious employer for less t= han a year increased by 6.5% from=0A2020 to 2021. While some take these sta= tistics to mean that job=0Aswitchers must be experiencing buyer=E2=80=99s r= emorse, others think=0Athey=E2=80=99ve just unlocked the secret to increasi= ng their compensation=0A=E2=80=93 according to the Federal Reserve Bank of = Atlanta, hourly wages=0Afor those who changed jobs rose 5.6% in April, comp= ared to 4.2%=0Afor those who stayed. And, among the workers who took a new = job=0Alast year, 40% reported a pay increase of at least 10%, which is=0Amo= re than double the other survey respondents.=0A=0ALabor market=0A=0ACEOs ar= e getting much bigger raises than their workers,=0Aaccording to an article = in last week=E2=80=99s AP News. Recent Equilar=0Adata revealed that in 2021= , CEOs in the S&P 500 saw their annual=0Acompensation packages jump 17.1% t= o a median of $14.5 million,=0Awhile private sector workers only saw a 4.4%= increase. It=E2=80=99s=0Aimportant to note that CEO compensation is often = tied to stock=0Aand options that cannot be exercised unless the company mee= ts its=0Agoals, and that typically only around 25% of their pay package is= =0Aliquid. Nevertheless, the gap between CEO and rank-and-file=0Aworker com= pensation is getting bigger. At 50% of the=0Aorganizations surveyed this ye= ar, it would take a worker at the=0Amiddle of the company=E2=80=99s pay sca= le more than 186 years to earn=0Awhat their CEO made just last year. Not su= rprisingly, many are=0Aunhappy with these statistics, and workers and inves= tors alike=0Aare starting to push back.=0A=0ADiversity & Inclusion=0A=0ASpa= in is about to become the first Western country to offer=0Amenstrual leave = that would allow women with a doctor=E2=80=99s note for=0Asevere period pai= n to take government-funded paid time off (PTO).=0AWhile certain forms of m= enstrual leave have long existed in a few=0Acountries, including Japan, Ind= onesia, and Zambia, none are as=0Arobust as Spain=E2=80=99s. The policy pro= ponents believe this is an=0Aimportant step in destigmatizing menstruation,= while critics=0Aargue the bill could harm women in the workforce by feedin= g into=0Asexist stereotypes about periods making women inferior workers.=0A= Some experts propose simply offering unlimited sick leave that=0Aemployees = can use however they choose to avoid awkward and=0Ainvasive conversations.= =0A=0AFollow monday insights LinkedIn =0A( https://clicks.mail.monday.com/f= /a/MWomOvoYQLS0NfsUXG6dZA~~/AAQRxQA~/RgRkeN5vP0QwaHR0cHM6Ly93d3cubGlua2VkaW= 4uY29tL2NvbXBhbnkvbW9uZGF5LWluc2lnaHRzVwNzcGNCCmKGb1mWYpj5AVtSE3ZlbnRhc0BkY= WVtcy1teC5jb21YBAAAALs~ ) for=0Awork-related knowledge, trends, laughs, and= insights =E2=80=93 we hope=0Athis page can serve as a space for deeper und= erstanding, open=0Adialogue, and thoughtful conversation.=0A=0ABuilding a m= eaningful workplace for your=0Ateam by monday.com ( " style=3D )=0A=0A=0A( = https://clicks.mail.monday.com/f/a/Dv_0DJ3TH73jlta7Oes86w~~/AAQRxQA~/RgRkeN= 5vP0QwaHR0cHM6Ly93d3cueW91dHViZS5jb20vd2F0Y2g_dj1MbmRkWVdVUGJGSSZ0PTFzVwNzc= GNCCmKGb1mWYpj5AVtSE3ZlbnRhc0BkYWVtcy1teC5jb21YBAAAALs~ )=0AWhile many disc= ussions around the Great Resignation have focused=0Aon employees=E2=80=99 d= esire for increased pay, there=E2=80=99s a large body of=0Aevidence suggest= ing that wages only play a small role in employee=0Aturnover. In fact, MIT = Sloan Review=E2=80=99s recent survey revealed that=0Acompensation actually = ranked 16th in the list of terms predicting=0Aemployee turnover. Instead, m= ore and more findings are pointing=0Ato culture as the greater predictor of= employee attrition.=0A=0AIn a recent interview with the New York Times, Be= njamin Zweig, a=0Alabor economist who teaches at New York University=E2=80= =99s Stern School=0Aof Business, expanded on this research, explaining that= the=0Acompanies with the highest ratings from their employees in the=0Apas= t year were those that had some connection to the pandemic=0Aitself =E2=80= =93 medical research organizations and even food-delivery=0Aservices =E2=80= =93 leading him and other experts to conclude that workers=0Aare more satis= fied with their jobs, and more likely to stay, when=0Athey feel their work = matters.=0A=0ASo, how do you make work meaningful for your employees=3F=0A= =0APromote growth and mobility=0A=0AWorkers are increasingly eager to see o= pportunities for=0Alearning, development, and advancement in their workplac= e. In=0Aaddition, recent research from Cornell University=E2=80=99s School = of=0AIndustrial and Labor Relations shows that those who have moved=0Ainter= nally within a company not only tend to be high performers,=0Abut are also = more likely to stay with the organization over time.=0AIn fact, the highest= performing internal hires tend to stay the=0Alongest.=0A=0AWhile it is imp= ortant to note that while some employees are=0Alooking for promotions, rese= arch suggests that many are not=0Anecessarily interested in additional work= and responsibilities.=0ARather, they are simply seeking new challenges and= the chance to=0Aexplore something different. According to the MIT Sloan Re= view,=0Alateral career opportunities are 12x more predictive of employee=0A= retention than promotions. So, to create a meaningful work=0Aexperience for= your employees, give them opportunities for=0Agrowth, movement, and the de= velopment of new skills.=0A=0ABuild relationships=0A=0AWhen employees feel = they belong, they are 3.5x more likely to=0Acontribute to their full potent= ial and are significantly more=0Alikely to feel connected to their work, ac= cording to research=0Afrom the Harvard Business Review. That=E2=80=99s why = company-organized=0Asocial events, like happy hours, team-building excursio= ns,=0Adinners, and other fun activities outside the workplace are a=0Agreat= way to promote a healthy corporate culture, help your team=0Amembers conne= ct to each other, and increase their sense of=0Abelonging at work.=0A=0AGiv= e your employees a voice=0A=0AEmployees tend to feel more connected to thei= r work when they=0Ahave a real voice on the team =E2=80=93 the ability to i= nfluence=0Adecisions and processes. IBM research found that 90% of workers= =0Asaid that they are likely to stay at a company that takes and=0Aacts on = their feedback. So, whenever possible, give your=0Aemployees the chance to = contribute their ideas, encourage them to=0Atake ownership, and involve the= m in decision-making processes.=0A=0AConvey impact=0A=0AWhen employees reco= gnize the impact of their day-to-day=0Aactivities, they are much more likel= y to find their work=0Ameaningful. So, take the time to help your team memb= ers=0Aunderstand how their role connects to your company mission and=0Avalu= es. It can be useful to share relevant customer testimonials=0Awith your te= am to highlight the ways in which their efforts are=0Aaffecting others and = helping the company achieve its goals.=0A=0AQuotable News=0A=0AThe UK gover= nment was partying during=0Alockdown. A new report released last week descr= ibed how British=0APrime Minister Boris Johnson and his staff permitted at = least 16=0Aboozy government parties at the same time as=0Agovernment-introd= uced Covid regulations barred any socializing.=0AWhile Johnson acknowledged= his accountability for what=E2=80=99s become=0Aknown as =E2=80=9Cpartygate= =E2=80=9D, he insisted that he would not resign.=0A=0A=E2=80=9CAbove all, I= take full responsibility for=0Aeverything that took place on my watch=E2= =80=9D=0A=0ABoris Johnson, UK Prime Minister=0A=0AThe NBA is taking a stand= on gun control. Just=0Abefore tipoff at last week=E2=80=99s playoff game b= etween the Miami Heat=0Aand the Boston Celtics, the Heat=E2=80=99s stadium = announcer urged fans=0Ato advocate for gun reform laws, following the Texas= elementary=0Aschool shooting.=0A=0A=E2=80=9CThe Heat urges you to contact = your state=0Asenators by calling 202-224-3121 to leave a message demanding= =0Atheir support for common sense gun laws=E2=80=9D=0A=0AStadium announcer,= Miami Heat=0A=0AQuestion of the week=0A=0ALAST WEEK=E2=80=99S ANSWER: 94%= =0A=0AThis week: What=E2=80=99s the #1 city for work-life balance=3F=0A=0A#= outlook=0Aa{padding:0;}body{margin:0;padding:0;-webkit-text-size-adjust:100= %;-ms-text-size-adjust:100%;}table,td{border-collapse:collapse;mso-table-ls= pace:0pt;mso-table-rspace:0pt;}img{border:0;height:auto;line-height:100%;ou= tline:none;text-decoration:none;-ms-interpolation-mode:bicubic;}p{display:b= lock;margin:0;}=0A96 .ogf{width:100% !important;} * @media only sc= reen and=0A(min-width:563px){.pc100{width:100%!important;max-width:100%;}.p= c50{width:50%!important;max-width:50%;}.pc0{width:0%!important;max-width:0%= ;}.xc524{width:524px!important;max-width:524px;}.xc500{width:500px!importan= t;max-width:500px;}}=0A.moz-text-html=0A.pc100{width:100%!important;max-wid= th:100%;}.moz-text-html=0A.pc50{width:50%!important;max-width:50%;}.moz-tex= t-html=0A.pc0{width:0%!important;max-width:0%;}.moz-text-html=0A.xc524{widt= h:524px!important;max-width:524px;}.moz-text-html=0A.xc500{width:500px!impo= rtant;max-width:500px;} u+.emailify=0Aa,#MessageViewBody=0Aa,a[x-apple-= data-detectors]{color:inherit!important;text-decoration:none!important;font= -size:inherit!important;font-family:inherit!important;font-weight:inherit!i= mportant;line-height:inherit!important;}span.MsoHyperlink{mso-style-priorit= y:99;color:inherit;}span.MsoHyperlinkFollowed{mso-style-priority:99;color:i= nherit;}u+.emailify=0A.glist{margin-left:0!important;} @media only screen a= nd=0A(max-width:563px){.emailify{height:100%!important;margin:0!important;p= adding:0!important;width:100%!important;}u+.emailify=0A.glist{margin-left:2= 5px!important;}td.x{padding-left:0!important;padding-right:0!important;}br.= sb{display:none!important;}.hd-1{display:block!important;height:auto!import= ant;overflow:visible!important;}.ht-1{display:table!important;height:auto!i= mportant;overflow:visible!important;}.hr-1{display:table-row!important;heig= ht:auto!important;overflow:visible!important;}.hc-1{display:table-cell!impo= rtant;height:auto!important;overflow:visible!important;}div.r.pr-16>table>t= body>tr>td{padding-right:16px!important}div.r.pl-16>table>tbody>tr>td{paddi= ng-left:16px!important}}=0Ali{text-indent:-1em;} New York ( = " style=3D )=0A=0A34 W 14th St ( " style=3D )=0A=0ANY, NY, 10011, USA ( " s= tyle=3D )=0A=0ATel Aviv ( " style=3D )=0A=0A6 Yitzhak Sadeh St ( " style=3D= )=0A=0ATel Aviv ( " style=3D ), 6777506, Israel=0A=0A This=0Aemail was s= ent to you regarding your=0Adaems-mx.monday.com ( " style=3D )=0Aaccount.= =0A=0AIf you wish to no longer receive emails from us you can=0Aunsubscribe= ( https://clicks.mail.monday.com/f/a/5EU3DRtk9chNaC4nqud-GA~~/AAQRxQA~/RgR= keN5vP4QuAWh0dHBzOi8vbGlua3MubW9uZGF5LmNvbS9icmF6ZS11bnN1YnNjcmliZT90b2tlbj= 1leUpoYkdjaU9pSklVekkxTmlJc0luUjVjQ0k2SWtwWFZDSjkuZXlKMUlqb2lNVEU0T0RBMU1qa= 2lMQ0pqYVdRaU9pSTBNMlkzWVdObE15MW1NR0ZsTFRReE9HSXRZbUkzTnkwMU1XUTJPR1ZqTWpK= all6SWlMQ0pqYmlJNkluSmxjM1Z5Y21WamRGOTBhR1ZmYlc5dVpHRjVYMmx1YzJsbmFIUnpYM2R= sWld0c2VWOHpNVEExTWpJaUxDSnBZWFFpT2pFMk5UUXdNakEwTlRsOS52VFZzSlQ0M3FvalVabk= 9Ld2dpUjVaenFjeUh1c3AwZHhYN0JRUUpBeUVnVwNzcGNCCmKGb1mWYpj5AVtSE3ZlbnRhc0BkY= WVtcy1teC5jb21YBAAAALs~ ). --_----bGxfQhPr/cBCt+0MMfTorg===_ED/A5-32847-F6956926 Content-Transfer-Encoding: quoted-printable Content-Type: text/html; charset="UTF-8" =0A=0A=0A=0A=0A=0A= =0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A=0A
Weekly news, tips & laughs :) -
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The monday.com weekly

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monday=E2=80=99s take on the latest work trends - sent on Tuesday= s

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Inside this issue

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  • Workplace trends

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  • Building a meaningful workplace f= or your team
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Wo= rkplace trends

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Labor force

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40% of recent job switchers are looking for a new po= sition again. According to a recent survey by Grant= Thornton, 21% of American workers left their jobs within the last 12 month= s, and 40% of them are already looking for a new one. LinkedIn data also re= vealed that the share of job switchers who had been at their previous emplo= yer for less than a year increased by 6.5% from 2020 to 2021. While some ta= ke these statistics to mean that job switchers must be experiencing buyer= =E2=80=99s remorse, others think they=E2=80=99ve just unlocked the secret t= o increasing their compensation =E2=80=93 according to the Federal Reserve = Bank of Atlanta, hourly wages for those who changed jobs rose 5.6% in April= , compared to 4.2% for those who stayed. And, among the workers who took a = new job last year, 40% reported a pay increase of at least 10%, which is mo= re than double the other survey respondents.

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Labor market

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CEOs are getting much bigger raises than their = workers, according to an article in last week=E2=80= =99s AP News. Recent Equilar data revealed that in 2021, CEOs in the S&= P 500 saw their annual compensation packages jump 17.1% to a median of $14.= 5 million, while private sector workers only saw a 4.4% increase. It=E2=80= =99s important to note that CEO compensation is often tied to stock and opt= ions that cannot be exercised unless the company meets its goals, and that = typically only around 25% of their pay package is liquid. Nevertheless, the= gap between CEO and rank-and-file worker compensation is getting bigger. A= t 50% of the organizations surveyed this year, it would take a worker at th= e middle of the company=E2=80=99s pay scale more than 186 years to earn wha= t their CEO made just last year. Not surprisingly, many are unhappy with th= ese statistics, and workers and investors alike are starting to push back.<= /span>

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Diversity &= Inclusion

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Spai= n is about to become the first Western country to offer menstrual leave that would allow women with a doctor=E2=80=99s note for severe per= iod pain to take government-funded paid time off (PTO). While certain forms= of menstrual leave have long existed in a few countries, including Japan, = Indonesia, and Zambia, none are as robust as Spain=E2=80=99s. The policy pr= oponents believe this is an important step in destigmatizing menstruation, = while critics argue the bill could harm women in the workforce by feeding i= nto sexist stereotypes about periods making women inferior workers. Some ex= perts propose simply offering unlimited sick leave that employees can use h= owever they choose to avoid awkward and invasive conversations.

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Follow monday insights L= inkedIn for work-related knowledge, trends, laughs, and ins= ights =E2=80=93 we hope this page can serve as a space for deeper understan= ding, open dialogue, and thoughtful conversation.

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Building a meaningful workplace for = your team by monday.c= om

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While many discussions = around the Great Resignation have focused on employees=E2=80=99 desire for = increased pay, there=E2=80=99s a large body of evidence suggesting that wag= es only play a small role in employee turnover. In fact, MIT Sloan Review= =E2=80=99s recent survey revealed that compensation actually ranked 16th in= the list of terms predicting employee turnover. Instead, more and more fin= dings are pointing to culture as the greater predictor of employee attritio= n.

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In a recent interview wi= th the New York Times, Benjamin Zweig, a labor economist who teaches at New= York University=E2=80=99s Stern School of Business, expanded on this resea= rch, explaining that the companies with the highest ratings from their empl= oyees in the past year were those that had some connection to the pandemic = itself =E2=80=93 medical research organizations and even food-delivery serv= ices =E2=80=93 leading him and other experts to conclude that workers are m= ore satisfied with their jobs, and more likely to stay, when they feel thei= r work matters.

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So, how do you make work meaningful for your employees=3F

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Promote growth and mobility

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Worker= s are increasingly eager to see opportunities for learning, development, an= d advancement in their workplace. In addition, recent research from Cornell= University=E2=80=99s School of Industrial and Labor Relations shows that t= hose who have moved internally within a company not only tend to be high pe= rformers, but are also more likely to stay with the organization over time.= In fact, the highest performing internal hires tend to stay the longest.

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While it is imp= ortant to note that while some employees are looking for promotions, resear= ch suggests that many are not necessarily interested in additional work and= responsibilities. Rather, they are simply seeking new challenges and the c= hance to explore something different. According to the MIT Sloan Review, la= teral career opportunities are 12x more predictive of employee retention th= an promotions. So, to create a meaningful work experience for your employee= s, give them opportunities for growth, movement, and the development of new= skills.

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Buil= d relationships

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<= /span>When employees feel they belong, they are 3.5x more likely to co= ntribute to their full potential and are significantly more likely to feel = connected to their work, according to research from the Harvard Business Re= view. That=E2=80=99s why company-organized social events, like happy hours,= team-building excursions, dinners, and other fun activities outside the wo= rkplace are a great way to promote a healthy corporate culture, help your t= eam members connect to each other, and increase their sense of belonging at= work.

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Give y= our employees a voice

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= Employees tend to feel more connected to their work when t= hey have a real voice on the team =E2=80=93 the ability to influence decisi= ons and processes. IBM research found that 90% of workers said that they ar= e likely to stay at a company that takes and acts on their feedback. So, wh= enever possible, give your employees the chance to contribute their ideas, = encourage them to take ownership, and involve them in decision-making proce= sses.

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Convey im= pact

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= When employees recognize the impact of their day-to-day activities, they ar= e much more likely to find their work meaningful. So, take the time to help= your team members understand how their role connects to your company missi= on and values. It can be useful to share relevant customer testimonials wit= h your team to highlight the ways in which their efforts are affecting othe= rs and helping the company achieve its goals.

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Quotable News

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The UK government was partying du= ring lockdown. A new report released last week described how Br= itish Prime Minister Boris Johnson and his staff permitted at least 16 booz= y government parties at the same time as government-introduced Covid regula= tions barred any socializing. While Johnson acknowledged his accountability= for what=E2=80=99s become known as =E2=80=9Cpartygate=E2=80=9D, he insiste= d that he would not resign.

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=E2=80=9CAbove all, I take full responsibility for e= verything that took place on my watch=E2=80=9D

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Boris Johnson, UK Prime Ministe= r

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The NB= A is taking a stand on gun control. Just before tipoff at last = week=E2=80=99s playoff game between the Miami Heat and the Boston Celtics, = the Heat=E2=80=99s stadium announcer urged fans to advocate for gun reform = laws, following the Texas elementary school shooting.

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=E2=80=9CThe Heat urges you t= o contact your state senators by calling 202-224-3121 to leave a message de= manding their support for common sense gun laws=E2=80=9D

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Stadium announcer, Mi= ami Heat

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Question of the week

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LAST WEEK=E2=80=99S ANSWER: 94%

=0AThis week: What=E2=80=99s the #1 city for work-life balance=3F

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Te= l Aviv

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6 Yitzhak Sadeh St

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Tel Aviv, 67775= 06, Israel

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daems-mx.= monday.com account.

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