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Navigating “The Great Stay” for Employers and Job Seekers

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The “Great Stay,” or the “Big Stay,” where employees choose to remain in their current roles rather than seek new opportunities, signals a significant shift in workforce dynamics. Recent data from the Bureau of Labor Statistics highlights this trend, reporting a drop in voluntary job quits to their lowest levels in three years. Economic uncertainties, high inflation, interest rates, and geopolitical turmoil have led workers, especially Baby Boomers and Gen Z, to prioritize stability over risks associated with job-hopping. Concurrently, organizations have adjusted hiring practices, favoring part-time and contract roles while scaling back flexible work opportunities. These changes further discourage employees from leaving their current positions, even when they feel unfulfilled. Learn more about changing workforce dynamics . But Isn’t Retention a Good Thing? While low turnover and longevity can indicate organizational health, excessive retention can pose risks, such as increased labor c...
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Employee Presence: Showing Up with Impact in the Workplace

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  As work environments evolve, so does the concept of “employee presence.” Presence extends beyond titles or hierarchical structures. It’s the ability to influence, inspire, and engage others, whether you’re pitching an idea, leading a small team, or mentoring interns. From seasoned executives to entry-level employees, everyone can develop a presence that encourages influence and connection. The question is, what does employee presence look like? Read on to learn how to authentically communicate and make your presence known within your organization. The Characteristics of Presence According to Sylvia Ann Hewitt in her book  Executive Presence , leadership presence, also known as employee presence, is characterized by gravitas (67%), communication (28%), and appearance (5%). While often associated with senior employees, it’s crucial to recognize that anyone can exhibit leadership qualities and contribute positively to their organization. Let’s take a more in-depth look at these...
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