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In Memoriam

Taking Leaps—Liz Centoni, SVP and GM of Cisco’s Computing Systems Group, shares insights on her career

BusinessCareersDiversity in STEMTechnology

When I first envisioned my professional life, it was not in high-tech. When I was young, I wanted to create stories with animated characters that could bring colorful dreams to life on paper. I collected comics, loved to play arcade games, read Louis L’Amour westerns and tried my best to do well at school. My mind often wandered in class, and I sometimes felt like the odd duck who had a different normal than others.

Influenced by my mother who worked for Atomic Research Centre, I studied chemistry, physics and math. Even before I graduated, I knew I was not cut out to be a scientist. Long lab hours, smelling of sulfur, and summer projects on linear low-density polyethylene didn’t really excite me. It was then that I took a big leap, and instead of doing my masters and PhD, I turned toward sales and, later, marketing.

In my first year of sales, I reached 125 percent of my quota, but all of it came in the last three months of the year, from two major customers who did their equipment purchases right before the end of their fiscal year. I was certain that I was going to be fired in the first six months on the job. There is no doubt in my mind that if I had not taken that first leap, I would never have had the opportunity or the courage to construct a new chapter. And the next one, and the one after.

I’ve always believed that if you want to live a fulfilling life, you must follow your passion. From a career standpoint, my passion for driving a business and developing strategy and direction has allowed me to navigate multiple engineering roles that took me out of my comfort zone. The challenges I have encountered in those roles gave me the confidence boost and visibility I needed to grow. I give credit to my many great mentors—both male and female—with helping me choose the roles that made me grow and prepare for my current position as SVP and GM of Cisco’s Computing Systems Group.

I’ve had at times, skepticism, questions and more than a little fear about the potential risks and rewards of my career moves. I tend to gravitate to big difficult assignments, which at times have been called ugly projects. I recall a prior role that was messy, and after months of work, just as we had our strategy and execution plan laid out with alignment from the Business Unit and Sales teams, things shifted in a big way. We ran into issues at two major customers and had to defer some of our roadmap, reset expectations with our customer, update our business plans, and at the same time set the right tone and mood for the teams.

I love the stuff I do. I get to work with smart and talented people who give me a lot of confidence when it comes to turning challenges into success stories.

Like many women, my biggest challenge has been advocating for myself. It does not feel natural. You hear about the importance of believing in yourself all the time, but for me it is not as easy as those slogans make it out to be. It’s particularly challenging in STEAM fields, which tend to be male-dominated. I’ve had the good fortune to work with others who have similar value systems and have learned a great deal from them.

I’m an introvert by nature, and someone who would rather escape in a spy book than step up and present in front of a large audience. I had to identify what scares me the most, because I’ve found that if I don’t continually do things that terrify me a bit and get me out of my comfort zone, I feel I am not growing.

Having a voice at Cisco was always important to me, and I’m passionate about working hard to help other women at the company find their voice. As executive sponsor for Cisco’s Women in Science and Engineering (WISE) group, I have an opportunity to network and mentor top female talent at Cisco. There is change at all levels, including the boardroom, and while it’s slow, the conversations and initiatives are ongoing. At Cisco, it’s a commitment for us, not just a campaign (see more at cisco.com/go/diversity).

I want to do everything I can to help pave the path for other women in the industry. Currently, women represent 57 percent of the U.S. labor force and we just can’t miss out on 57 percent of the ideas. Tapping into the power of diverse thought is just the beginning.

I find my own journey exciting, and quite different from where I thought I would be today. Continuously taking leaps keeps me going, and I’m not stopping yet.

About the Author
Liz Centoni is Senior Vice President and General Manager of Cisco’s Computing Systems Product Group. She sets strategy and direction for the Data Center Compute and Storage business and is responsible for leading global engineering and product management teams to deliver the flagship Unified Computing Services (UCS) and HyperFlex product families.

Five Ways to Gain Work Experience

Careers

Most employers want to hire people with experience. But how do you get experience if you can’t get hired? It’s a classic bind.

One solution is to volunteer or do other unpaid work. You’ll gain skills and practical experiences. You’ll also gain references and a better understanding of your work preferences and talents. And all of those will improve your chances of getting hired.

Here are five types of unpaid (usually—sometimes you can get paid) work experiences:

Volunteer work

To volunteer actually means to work without being paid. There are opportunities to volunteer in every community, typically at nonprofit organizations and schools. You can gain skills like writing, childcare, teaching, coaching, fundraising, mentoring, sales, phone answering, organizing materials, construction, arts, and much more. Many organizations provide training to volunteer positions.

Get started by thinking about organizations you’d like to support. You can also search the Business Finder for businesses and non-profits in your area. Check organizations’ websites for volunteer opportunities,or call or email them directly.

Internship

An internship is a short-term job that can be paid or unpaid and gives students or job seekers experience in a real-world work environment. Usually if an internship is unpaid, it does provide some college or classroom credit. Internships are available in government, private businesses, and non-profit organizations. Interns, unlike volunteers, usually have a specific mentor or co-worker who helps them navigate the experience.

Apply for an internship through a college or high school internship office, by using an internship finder service, or by contacting the human resources office of a business directly. You can also use the Business Finder to locate companies and search their websites—or contact them directly—for internship opportunities.

Apprenticeship

Apprenticeships combine a full-time job with training—and prepare workers to enter in-demand careers. They are formal programs designed to provide affordable pathways to high-paying jobs and careers without the typical student debt associated with college. Apprenticeship opportunities are typically available in industries such as information technology, finance and business, healthcare, hospitality, transportation, and manufacturing.

To find apprenticeship opportunities that match your interests and skills, visit the new Apprenticeship Finder on Apprenticeship.gov—a one-stop source to connect career seekers, employers, and education partners with apprenticeship resources.

Job shadowing

Ranging from a few hours to a few days, job shadowing allows you to learn about the real, day-to-day work of an occupation by following someone as they work. You can arrange a shadow experience by asking to observe someone you know through your network, or requesting a contact through a professional association or school program. Read accounts of job shadow experiences.

School and community activities

You gain skills when you participate in clubs, sports, theatre, music, dance, parent organizations, religious affiliations, and other community activities. Include these on your resume. To develop skills in a specific area, join a group involved in that field. Find opportunities through school districts, community education, local arts groups, religious organizations, and the public library.

Source: Career One Stop

It’s 2023—Do You Still Need a Cover Letter?

Careers

If you’re job searching, you may notice that some postings or online applications don’t require that you send a cover letter. You may have even heard that in today’s job market, overwhelmed hiring managers have no time to read through cover letters. So, do you still need to send one with your resume or application?

The short answer is yes. You should send a cover letter. For one thing, a well-crafted cover letter is your best chance to stand out from other applicants. It gives you a chance to add some color to your resume and highlight both your achievements and why you’re a great fit for the position. Experts agree that if you have an opportunity, you should still attach a cover letter. In fact, ResumeLab recently surveyed employers and found that 83% of hiring managers said that a great cover letter can actually help you get an interview, even if your resume doesn’t match all the job requirements.

It’s true that some employers don’t ask for a cover letter when you apply. But it’s still a chance for you to demonstrate extra effort (which can signal extra interest to employers). If a job posting asks that you email your resume, you don’t need to attach a separate cover letter, but you can use the body of the email to highlight your unique qualifications for the job—basically you can format the email as a cover letter.

If you’re applying for a job through an online application, adding a cover letter might be marked as an “optional” step. But even if it’s not required, it’s wise to include one.

The good news is that cover letters don’t have to be as long as they were just a few years ago. Today, most experts recommend that your cover letter is between 200-400 words, with just 3-4

paragraphs. But don’t use the same one for each job. You need to write a targeted letter for each position.

Think about including these main sections in your cover letter:

Heading and greeting. Include the date, your name and your contact information, including phone and email. Address the letter to a specific person whenever possible. If you can’t find an individual’s name, use the job title of the recipient (Maintenance Supervisor, Office Manager), or perhaps “Human Resources” or “Search Committee.” Do not address your letter to a business, a department or “To Whom It May Concern.”

Brief introduction. Explain who you are and your reason for writing, including how you found out about the position. Use the first paragraph to express your energy, enthusiasm, skills, education and work experience that could contribute to the employer’s success.

Your highlights. Sell yourself. Reveal why you are a perfect and unique match for the position. Explain why you have chosen the employer. Briefly summarize your talents, experience and achievements.

Assertive closing. Thank the person for taking the time to read your letter. Use an appropriate closing, such as “Sincerely” and tell the employer how you plan to follow-up.

Source: CareerOneStop

X-STEM All Access: Free on-demand Series is in Full Swing

Diversity in STEM

X-STEM All Access – presented by the U.S. Air Force and U.S. Space Force – is a free on-demand series for middle and high schoolers designed to get students excited about STEM.

Students will get an inside look into the exciting careers and inspiring personal journeys of diverse STEM role models through a lively Q&A session with a fellow STEM professional. The 30-minute max episodes will premiere throughout the school year and will be available on-demand to fit in your schedule.

Sign-up to receive notifications of new episodes! Access NGSS and CASEL aligned lesson plans and other resources for each episode.

X-STEM All Access episodes will be released throughout the 2023 school year and available on-demand at no cost.

Tune-in to every episode to hear from a diverse group of STEM role models on topics like: meteorology in space, how do we track objects in orbit?, all the ways GPS is used, and more!

Two 21-Year-Old College Dropouts Just Raised $5M To Rival Ticketmaster With Its Live Events Platform

Business

two black college students looking confident city street background

Samantha Dorisca, AfroTech

It looks like Ticketmaster may have some competition on its hands. Two Black founders, 21, dropped out of New York University (NYU) because they were confident in their ability to improve the event planning industry, which is expected to grow to more than $2 trillion by 2028, according to Statista.

As professionals themselves within the sector, Avante Price and Eli Taylor-Lemire are leading POSH and have a deep understanding of the challenges facing industry professionals.

Price was a DJ, starting at age five and has spun records for over 15 years. Then there’s Taylor-Lemire, who runs a freelance photo-video agency that produces content for major fashion magazines as well as Sony and Roc Nation artists.

“After speaking with thousands of event industry professionals, we’ve learned that their stories are largely the same,” Price told AfroTech in an email interview. “They began as frequent attendees of events, became passionate about providing the same experiences they loved to their friends, started a brand, and scaled from there. POSH was born to democratize the ability for any fan with a passion for live events to get involved in the space with as little friction as possible. Simply put, our mission is to democratize the ability for anyone to earn capital through live experiences.”

POSH initially bolstered the duo’s efforts and allowed them to scale their events before COVID-19 hit. The formula seems to have worked. As a result, they examined the state of the event planning industry. They indicated POSH would be a valuable tool for event management solutions in the growing sector.

“We initially built POSH as an in-house tool that solved our primary needs for white-labeled event pages and more insight into customer data,” Taylor-Lemire explained. “Utilizing our own in-house tool for 2 events, we scaled from 200 attendees to 500 attendees per event — right before the pandemic. Given the state of the events space, we took the time to further understand the space and build out what’s now the Shopify for Events. We knew we were onto something and dropped out of NYU in 2020 to build POSH.”

Price told AfroTech, “The existing events industry is extremely monopolistic. Incumbent brands use a pay-to-play model to keep corporate event organizers exclusive to their products. They put their brand before their organizers’ and make it extremely difficult to manage and scale the communities that event organizers work so hard to build.”

He continued, “Other existing platforms have limited functionality, offer little or no marketing tools, and have weak financial infrastructure that require organizers to wait up to 2 weeks after their event to receive their capital. We built POSH to make it the best platform to find what to do as an attendee, make money as an affiliate, and manage an event as a host.”

The founders also pointed out that larger ticketing companies embrace a pay-to-play model, but they realize this does not give smaller or independent organizers an equal chance.

By using POSH, organizers can “manage the entire lifecycle of a live experience,” regardless of whether the event is tailored for a small private gathering or a large music festival.

Among the platform’s key features are white-labeled event pages, ticketing and RSVP tools, marketing tools (email, SMS, affiliate), instant payouts, dispute resolution, community management, and kickback offers for attendees to become paid affiliates, among others.

Read the complete article here originally posted on AfroTech.

WiCyS 2023 Conference Wrap-Up

Diversity in STEMEvents

The Women in CyberSecurity (WiCyS) annual conference is recognized as a cornerstone event that supports women and other marginalized groups in the cybersecurity industry. The WiCyS conference is the largest cybersecurity conference, with equal representation from industry professionals, academia and students. As the premier event for aspiring and established cybersecurity professionals and students, attendees have the opportunity to share experiences, participate in the community and enrich their professional profiles.

The WiCyS conference seeks to address the glaring cybersecurity jobs gap by shaping the cybersecurity workforce into a space where all genders, identities, abilities, cultures, ethnicities, races, backgrounds and experiences strive to build a safer world.

The WiCyS conference is focused on recruiting, retaining and promoting women in cybersecurity by providing an opportunity to network and learn from each other and listen to research on cybersecurity and technical topics while focusing on the importance of enhanced diversity.

WiCyS’s 2023 conference attracted attendees that possessed impressive technical talent and diverse skill sets and were replete with inspiring moments and connections. Attendees had the opportunity to network and connect with mentors, experts and employers, as well as participate

in workshops and panel discussions. This year, over 121 sponsors embraced the power of paying it forward and provided support to engage over 2,100 attendees (200 being recruiters).

WiCyS 2023 Conference photo collage

Through the support of WiCyS sponsors, 1,004 scholarships were awarded, and 338 travel stipends were distributed. Over 450 volunteers helped launch #WiCyS2023. There also were 28 research posters, 19 workshops, 19 countries represented, 16 technical presentations, 16 lightning talks, 14 meetups/informational sessions, eight featured speakers, seven employer socials, six leadership events, five birds of a feather, four empowering and impactful keynotes, one Allyship Symposium and one capture-the-flag that contributed to making WiCyS 2023 a remarkable success! Learn more about WiCyS at https://www.wicys.org/

The Hottest Remote Jobs of 2023

Careers

Especially after the events of the COVID-19 pandemic, remote work is flourishing now more than ever. Whether you need to work from home for accessibility and comfort’s sake or you simply prefer to stay at home as opposed to going to an office, here are the top remote job opportunities you should consider:

Copywriter

If you have a knack for writing and marketing, then a career in copywriting may be for you. As a copywriter, you would be responsible for preparing advertisements to promote the sales of goods and services. Copywriters may work through agencies, in-house for a specific company, or through freelancing. They often work directly with a brand or company to develop company slogans, print advertisements, mailing services, social media posts, marketing communications, billboards, jingles and more.

Average Salary: $60,748
Education: Bachelor’s degree in writing, communication, marketing or a similar degree is recommended but not required. Most training can be done on the job and through experience.
Skillset: Writing, editing, organization, research, effective communication
Highest Paid Specialties: User Experience (UX) Copywriter, Travel Copywriter, Senior Pharmaceutical Copywriter, Fintech Copywriter

Social Media Managers

For those who have a knack for social media, you could be the perfect candidate for managing a business’s online presence. Social media managers are in charge of running their employers’ social media accounts and increasing their brand reputation. They create and post content, interact with the public as a brand representative, and ensure media posts are being discovered and interacted with.

Average Salary: $54,360
Education: Bachelor’s degree in public relations, communications, marketing or business is recommended.
Skillset: Knowledge of social media platforms, marketing, technology, public relations, creativity, communication
Highest Paid Specialties: Social Media Sr. Strategy Manager, Director of Social Media Strategy, Senior Social Media Analyst

Business Development Managers

Do you want to help a business to reach its full potential? Business development managers are in charge of enhancing a business’s success through client recruitment and relations. They are responsible for creating a business plan that a company can use to enhance its recruitment and retention methods and work in just about any industry.

Average Salary: $70,503
Education: Bachelor’s in business, communications or social sciences is recommended but not required. Master’s degrees may be preferable for higher-level positions.
Skillset: Business, customer relations, leadership, organization, collaboration
Highest Paid Specialties: VP/SVP of Sales and Business Development, International Business Development Manager, Technical Development Manager

Front End Developer

As a front-end developer, you would not only be a part of one of the fastest in-demand fields in the job circuit but in a position that is famous for its remote capabilities. As a front-end developer, you would be responsible for web development’s technical features and visual aspects. Front-end developers work to develop a website’s layout and graphics, convert files into HTML and JavaScript programs, and create website applications. Most of their work can be done remotely and in various fields.

Average Salary: $97,148
Education: Training in HTML and computer programming. A bachelor’s degree in programming or computer science can be preferable but is not required.
Skillset: Programming, multimedia tool knowledge, creativity, detail-oriented, communication
Highest Paid Specialties: Front End Architect, Front End Engineer

Curriculum Designer

Teaching the next generation is critical, and curriculum designers can ensure they receive a well-rounded education. Also known as instructional designers, curriculum designers are responsible for creating educational materials teachers and institutions use to teach students. They create the material and ensure it is implemented effectively, edited when necessary, and fulfills educational standards. They also write syllabi and create online learning course content.

Average Salary: $66,800
Education: Master’s degree in education or curriculum and instruction. Licensing may also be required depending on the workplace.
Skillset: Writing, educational background, communication, analytics, interpersonal skills
Highest Paid Specialties: Instructional Designer, Senior Service Designer, E&I Designer

Sources: Flexjobs, ZipRecruiter, U.S. Bureau of Labor Statistics, Wikipedia

Post Malone Calls NASA Astronauts in Space for Earth Day

EntertainmentscienceTechnology

post malone speaking remotely with astronauts

In a special Earth Day conversation, artist and music producer Post Malone spoke with NASA astronauts Steve Bowen and Woody Hoburg, who are currently living and working on the International Space Station.

Malone chatted with the astronauts about their favorite views from the orbiting laboratory, how their unique perspective changed how they see Earth, and what makes our home special.

The space station is an orbiting laboratory traveling at a speed of 17,500 mph (25,000 kph), completing one trip around Earth about every 90 minutes. Crew members carry out research and conduct thousands of experiments that have contributed to medical and social benefits on our home planet, allowing us to find new ways to combat disease and develop technologies to deliver clean water to remote communities in need.

Click to view on YouTube!

Related Articles:

Victor Glover Set To Become The First Black Man NASA Sends To The Moon

Black Artists Encouraged to Apply For Global Musicians Partnership Program

CareersSTEAM

performers on stage raising hands together for fianl bow to audience

Kansas City is the first and only UNESCO Creative City of Music in the United States. Established in 2017, Creative City KC, Inc. is a not-for-profit and the focal point organization for the nation’s membership in the UNESCO Creative Cities Network (UCCN). On Wednesday, April 12, 2023, Creative City KC will present its annual meeting and give details about the benefits of accessing this worldwide platform.

The prestigious designation was authored by Anita Dixon-Brown, Founder and Executive Director of Creative City KC Inc. She comments, “Kansas City is internationally recognized as one of the four major development cities for the genre of Jazz. This history won us the designation. Charlie Parker, Count Basie, and SWING made us stand out. As the only UNESCO Creative City of Music in the United States, we are opening opportunities for musicians to expand their reach, travel, record, and perform across the world through this vast network.”

With culture at the forefront of these partnerships, Creative City KC Inc., aims to propel musicians into accessing the power of connecting with others globally. “We advocate for the advancement of UNESCO and UCCN core values, 17 Sustainable Development Goals, Peace through Music, International Cooperation through Creativity, and work to advance the African Diaspora in Kansas City and around the world,” said Dr. Jacob Wagner, Professor of Urban Planning & Design at the University of Missouri – Kansas City, and co-founder of the designation.

An email of interest to creativecitykc@gmail.com is sufficient to begin the process of becoming a Partner with UNESCO Creative City of Music-USA. They will then send you a short, online survey to request additional information about the nature of your project or partnership.

About the founder
Anita Dixon-Brown has been a Cultural Heritage Consultant for over 30 years, developing tours of historic sites for African Americans nationally, consulting on major heritage projects such as preserving the sites of the Underground Railroad in American history, and demonstrating heritage tourism as a major economic tool for urban community sustainability. For more details about her, visit SageWorldView.com

Source: BlackNews.com

Victor Glover Set To Become The First Black Man NASA Sends To The Moon

Diversity in STEM

Victor Glover in astronaut suit holding up arm in success gesture

Samantha Dorisca, AFROTECH.

There is a place in history for astronaut Victor Glover!

A new space exploration, Artemis II, has been announced by NASA and the Canadian Space Agency (CSA). It will include Commander Reid Wiseman, Pilot Victor Glover, Mission Specialist 1 Christina Hammock Koch, and Mission Specialist 2 Jeremy Hansen. In a 10-day flight test, they will prove that humans can live in space and validate the Orion spacecraft’s life support systems.

Photo Credit: Mark Felix

The mission also establishes a historic precedent in space as Glover will become the first Black man on a lunar mission.

In addition, Koch will become the first woman to fly to the moon.

“The Artemis II crew represents thousands of people working tirelessly to bring us to the stars. This is their crew, this is our crew, this is humanity’s crew,” NASA Administrator Bill Nelson said in a news release. “NASA astronauts Reid Wiseman, Victor Glover, and Christina Hammock Koch, and CSA astronaut Jeremy Hansen, each has their own story, but, together, they represent our creed: E pluribus unum – out of many, one. Together, we are ushering in a new era of exploration for a new generation of star sailors and dreamers – the Artemis Generation.”

In the news release, Director Vanessa Wyche, NASA Johnson, said, “For the first time in more than 50 years, these individuals – the Artemis II crew – will be the first humans to fly to the vicinity of the Moon. Among the crew are the first woman, first person of color, and first Canadian on a lunar mission, and all four astronauts will represent the best of humanity as they explore for the benefit of all.”

She continued: “This mission paves the way for the expansion of human deep space exploration and presents new opportunities for scientific discoveries, commercial, industry and academic partnerships, and the Artemis Generation.”

Read the complete article originally published on Afrotech here.

‘Quiet’ is the workplace word of 2023

Careers

Young black man using his laptop keeping a secret or asking for silence

By Madison Hoff, Business Insider

It seems fair to say that “quiet” is the workplace word for this year. “Quiet quitting,” “quiet hiring,” and “quiet firing” have all entered the work lexicon in the last several months, each marking a trend in how workers and employers are continuing to adapt to changes in how work works three years after the start of the pandemic. Experts think those “quiet” trends and more are set to continue throughout 2023 and beyond.

While not everything in today’s workplace are related to these quiet terms — there’s also rage applying, career cushioning, and chaotic working to name a few — there are a lot of quiet trends happening at work.

Quiet hiring

According to Vicki Salemi, career expert for Monster, quiet hiring involves shuffling workers into new roles within a company and “happens when people internally are being asked to move to another area internally.”

“Quiet hiring” is one of the “biggest workplace buzzwords” of 2023 per Insider’s reporting. That’s based on Gartner research, which considered it one of nine “Future of Work Trends for 2023.”

Emily Rose McRae of Gartner’s HR Practice said per reporting from GMA that quiet hiring is a workplace trend in 2023 in part because of a shortage in talent.

“We do not have enough talent for the roles that are available,” McRae said. “The jobs report that just came out said we had the lowest number of job seekers in months, so we’re not in a situation where we’re easily finding lots more talent.”

Salemi noted a few other reasons as to why quiet hiring may happen, including that it can be a strategy to get around having to lay off workers. She added that it could be the case too that “the company realizes that the employee’s talent are being underutilized.”

She pointed out that there can be pros to these internal moves like acquiring new skills, but some may find out they aren’t happy with this change. Salemi pointed out a Monster poll that half of those impacted by quiet hiring are in roles that actually don’t match their skills. This could lead to people joining the ongoing Great Resignation.

“Companies are redeploying resources and employees are — depending on their situation — it could be a move or stepping stone to a bigger opportunity or they could feel perhaps like they’re not in alignment with their goals,” Salemi said.

Quiet quitting

As Insider’s Samantha Delouya reported, “quiet quitting,” or just doing a minimum workload, was one prominent trend last year, and according to Payscale’s new 2023 Compensation Best Practices Report, it “isn’t going away.”

Today’s high inflation of over 6% may also be one reason people are not going above and beyond in their roles.

“In the midst of inflation, these employees who stayed, they’re being asked to take on more and more work for what feels like less pay if they haven’t got a raise or promotion,” Bonnie Chiurazzi, director of market insights at Glassdoor, told Insider. “So when you think of it through their eyes, it seems more of a natural response to the context that they’ve been living through.”

And layoffs, such as those at companies like Spotify and BlackRock, may not help this trend.

Amid those kinds of layoffs, “there is the likelihood that there’ll be increased responsibility for the employees that are left behind,” Ruth Thomas, pay equity strategist at Payscale, told Insider. “And that may potentially exacerbate that quiet quitting movement where employees become more frustrated at the fact that they’re having to take on more responsibility, so that’s a dynamic we see potentially happening.”

Salemi also said she thinks quiet quitting is still taking place in the labor market. Similarly, Chiurazzi thinks the “quiet quitting trend will persist until employers are ready to turn up the volume on employee feedback and really dig into these conversations.”

“I do think quiet quitting will remain prevalent until some of the underlying issues are addressed,” Chiurazzi said.

Chiurazzi pointed to Glassdoor findings that suggest some workers aren’t too happy with their employer. Chiurazzi said about a third “of employees feel a lack of transparency with their current employer,” but also about a third aren’t happy “with how their employer engages employees” and about a third are unhappy with “how their employers follow up on employee feedback.”

Other buzzwords of the year from Insider’s reporting relate to quiet quitting even if they don’t use the word quiet. That includes resenteeism, which Glamour UK’s Bianca London described as “the natural successor to ‘quiet quitting.'”

Another related buzzword of 2023 is Bare Minimum Monday — or as Insider’s Rebecca Knight and Tim Paradis wrote: “the TikTokian progeny of ‘quiet quitting.'” While this involves doing just the minimum on Mondays, it’s similar given quiet quitting includes not doing more than you are required to. However, not all buzzwords are about quiet things in the workplace. Newsweek reported that “loud layoffs” will be a trend this year, and Salemi told Insider “rage applying” is also happening usually because people want to leave “toxic workplaces.”

Quiet firing, thriving, and promotions

Quiet firing is another trend describing what has been taken place for some in the workplace. As Insider’s Britney Nguyen wrote, this quiet term means “employers treat workers badly to the point they will quit, instead of the employer just firing them.”

Continue on to Business Insider to read the complete article.