Coming up I'll tell you why workers are walking out on the job and then a Walmart employee emailed me about some of their bad practices and then which generation is most optimistic about their earning potential.

Let's next let's go.

Helping you win at work and in life this is the kid Coleman show I want you making more money and experiencing more meaning.

So why are workers walking out on their jobs well it's simple burn out.

This is burnout week on the Ken Coleman show if you missed Monday and Tuesday we covered two of the causes there's five causes we'll cover one each week.

Monday show how passionless meaningless work leads to burnout yesterday show how overworking leads to burnout and today we're going to talk about under appreciation a lack of recognition simply put leaders pay attention lean in.

I'm going to tell you right now you see it every day in the news nurses teachers principles rail workers they don't feel valued.

They don't feel valued and I can tell you this leaders remember this one of the three primary human needs that must be met by you is recognition for their unique contribution we are all little boys and little girls who just want to be noticed.

Do you notice me do you see me do you value me and let me tell you something more than ever you look at mulls and and Gen Z so Gen Z is twenty five and younger millennials twenty six to forty one they're the largest demographic in the workforce and I'm going to tell you something they'll leave you just like that.

And that's why we have the great resignation that by the way continues to be the case look at September and October job report millions of people leaving jobs and it's created this unbelievable instability that leaders feel I'm losing people I'm having a hard time recruiting people and it just comes down to loving people now we're going to talk specifically for those of you who are feeling this right now you're feeling like you are under appreciated.

Employees who receive adequate recognition listen to this leaders are seventy three percent less likely to report being burned out this is from Gallup that's extraordinary when you think about it you know why because it doesn't take a lot of effort and it doesn't take a lot of money to recognize someone.

Employees who receive adequate recognition you know what adequate recognition really is consistent at a boys and consistent at a girls one on one and in front of their team very simple.

Leaders you've got to go out of your way to begin to create a culture which means discipline for you where you are constantly consistently recognizing your team hey I saw what you did there well done.

You are important to our team here's how you are important to our customer here's how a date night an extra vacation day a ticket to a game this is not a massive expense and quite frankly none of those things that I mentioned there are absolutely needed other than to constantly look them in the eye and praise them to lift them up in front of their.

Team and say this is well done we appreciate you workers if you aren't in an environment like this I've got bad news first and then some good news the bad news is most likely the environment's not going to change not less a leader gets intentional and lead doors get intentional to get better and to see what's wrong with their culture and it is possible this can all be taught this can all be learned this can all be changed.

But the reality is is if you raise awareness to this issue and leadership doesn't do anything about it now keep in mind you got to do your party listen I think we can just use a good old healthy dose of recognition you can take this to your leader and say hey listen to this crazy guy name can call him whatever I don't care throw me under the bus and and he was talking about 73% of workers are less likely to report being burned out if they receive adequate recognition blaming on gallup everybody respects gallop.

I can take this more people respect galloped and they do me so I want to I want to amend my comment just take this gallup data to your leader go hey I think they're right obviously they're right the data says and you know I just wanted to bring this to your attention because I know that's true of me and it's true my team and so hey this is just a positive you know what I just think is my leader you need to know this and maybe helpful to you in building a stronger team invite you to do this.

I'm a fireman for us. There you go that's it I just walk away. Now here's why I recommend doing that you want to talk about a a lick your finger and stick it in the air and see which way the wind is blowing that that will do it.

You want to take the temperature on does your leader and does leadership in your company actually care about this issue of recognizing people for the unique contribution you suggest something like that see if anything happens.

If something happens great we got it we got a little flicker of hope if it continues to go great and we could see turnaround but on the other side of that if they don't do anything with it and they they literally ignore it or discount it is time for you to look for somewhere else to be because I'm going to tell you it's only a matter of time before you burn out now sadly some people burn out and still stay in the office they stay in the job and that's called quiet quitting right they just kind of go.

Alright that's it I'm not going to go above and beyond I'm not going to do it.

Anybody see the correlation here see what we talk about burnout you've got to understand the source of your burn out so we're doing this all week.

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