The pace of U.S. hiring accelerated in June, with payrolls increasing by the most in 10 months, suggesting firms are having greater success recruiting workers to keep pace with the economy’s reopening.
Nonfarm payrolls jumped by 850,000 last month, bolstered by strong job gains in leisure and hospitality, a Labor Department report showed Friday. The unemployment rate edged up to 5.9% because more people voluntarily left their jobs and the number of job seekers rose.
The median estimate in a Bloomberg survey of economists was for a 720,000 rise in June payrolls. “Things are picking up,” said Nick Bunker, an economist at the job-search company Indeed. “While labor supply may not be as responsive as some employers might like, they are adding jobs at an increasing rate.”
The gain in payrolls, while well above expectations, doesn’t markedly raise pressure on the Federal Reserve to pare monetary policy support for the economy. Even with the latest advance, U.S. payrolls are still 6.76 million below their pre-pandemic level.
Demand for labor remains robust as employers strive to keep pace with a firming economy, fueled by the lifting of restrictions on business and social activity, mass vaccinations and trillions of dollars in federal relief.
At the same time, a limited supply of labor continues to beleaguer employers, with the number of Americans on payrolls still well below pre-pandemic levels.
Coronavirus concerns, child-care responsibilities and expanded unemployment benefits are all likely contributing to the record number of unfilled positions. Those factors should abate in the coming months though, supporting future hiring.
Wage growth is also picking up as businesses raise pay to attract candidates. The June jobs report showed a hefty 2.3% month-over-month increase in non-supervisory workers’ average hourly earnings in the leisure and hospitality industry. Overall average earnings rose 0.3% last month.
“The strength of our recovery is helping us flip the script,” Biden said in remarks Friday. “Instead of workers competing with each other for jobs that are scarce, employers are competing with each other to attract workers.”
The Labor Department’s figures showed a 343,000 increase in leisure and hospitality payrolls, a sector that’s taking longer to recover because of the pandemic.
Job growth last month was also bolstered by a 188,000 gain in government payrolls. State and local government education employment rose about 230,000, boosted by seasonal adjustments to offset the typical declines seen at the end of the school year.
Hiring was relatively broad-based in June, including other notable gains in business services and retail trade. However, construction payrolls dropped for a third straight month and manufacturing employment rose less than forecast.
“Most of the new jobs now being created are in sectors that were slammed by the pandemic, while companies in other industries are struggling to find available workers,” Sal Guatieri, senior economist at BMO Capital Markets, said in a note.
The overall participation rate held steady and remained well short of pre-pandemic levels. The employment population ratio, or the share of the population that’s currently working, was also unchanged.
Average weekly hours decreased to 34.7 hours from 34.8
The participation rate for women age 25 to 54 rose by 0.4 percentage point; the rate among men in that age group also climbed
The number of Americans classified as long-term unemployed, or those who have been unemployed for 27 weeks or more, increased by the most since November
The U-6 rate, also known as the underemployment rate, fell to a pandemic low of 9.8%. The broad measure includes those who are employed part-time for economic reasons and those who have stopped looking for a job because they are discouraged about their job prospects
The labor force is the actual number of people available for work and is the sum of the employed and the unemployed. The U.S. labor force reached a high of 164.6 million persons in February 2020, just at the start of the COVID-19 pandemic in the United States. The U.S. labor force has risen each year since 1960, with the exception of the period following the Great Recession, when it remained below 2008 levels from 2009-2011.
The labor force participation rate, LFPR (or economic activity rate, EAR), is the ratio between the labor force and the overall size of their cohort (national population of the same age range). Much as in other countries in the West, the labor force participation rate in the U.S. increased significantly during the later half of the 20th century, largely because of women entering the workplace in increasing numbers. Labor force participation has declined steadily since 2000, primarily because of the aging and retirement of the Baby Boom generation.
Analyzing labor force participation trends in the prime working age (25-54) cohort helps separate the impact of an aging population from other demographic factors (e.g., gender, race, and education) and government policies. The Congressional Budget Office explained in 2018 that higher educational attainment is correlated with higher labor force participation for workers aged 25–54. Prime-aged men tend to be out of the labor force because of disability, while a key reason for women is caring for family members.
The Congressional Budget Office explained in 2018 higher educational attainment is correlated with higher labor force participation. Prime-aged men tend to be out of the labor force due to disability, while a key reason for women is caring for family members. To the extent an aging population requires the assistance of prime-aged family members at home, this also presents a downward pressure on this cohort’s participation.
It only takes one toxic worker to wreak havoc and negatively impact an entire workplace. Toxic coworkers not only make work dreadful and unpleasant, but they harm the productivity and morale of everyone around them. They create unnecessary drama, erode the culture, undermine the values of the company and destroy trust within the team.
According to a Fierce Inc.study, four out of five employees currently work or have worked with a potentially toxic coworker. Randstad conducted a study exploring why employees leave their workplace and found 58% have left or are considering leaving due to negativity, office politics and disrespectful behavior.
It’s easier said than done to not allow the toxicity of one person to affect your own work especially if you have to work closely with them. Working with a toxic coworker is a powerless and draining experience. Furthermore, it’s not always easy to identify a toxic coworker especially if you consider them to be a friend.
If you feel drained or negative after interacting with them, this could be a sign they’re toxic. Toxic behavior can manifest through words, body language, disrespecting boundaries, hoarding information, purposely undermining others, not following through on promises or commitments, insults and rumors, to name a few.
Here are three ways you can identify a toxic coworker and set healthy boundaries.
Employees with a victim mindset will always talk about how much they hate their job, their boss, their team or the company. There’s a difference between having a bad day and someone who revels in creating misery for others. Dan Bailey, president of WikiLawn Los Angeles Lawn Care, explained, “the more people they can get to share in their discontent, the better they feel.”
Despite being disengaged, toxic coworkers will make excuses for their performance when given constructive feedback with the belief that it’s a personal attack against them. Moreover, they hold grudges and never lose a chance to share how they’ve been wronged even if those situations have been rectified.
Those who are new to a company are prone to being swept up into the negativity as they’re eager to make friends and unaware of a toxic persons patterns. For this reason, it’s important to do pulse checks to see if this is a cultural thing or a person thing.
Here are some coping strategies to help you bounce back from a toxic encounter and stay mentally strong:
Surround yourself with uplifting coworkers who take responsibility and learn from their mistakes
Seek out your company’s Employee Assistance Program (EAP) or professional help to learn how to better manage the situation and have a safe space to talk about it
Talk to your HR department and keep the conversation based on facts rather than an individual’s personality. Be prepared to provide specific examples of incidents
Incorporate social activities you can look forward to after work
Practice gratitude and meditation
They Gossip More Than They Knowledge Share
Gossip is the root of many internal company problems. It breeds negativity and spreads quickly. Yasir Nawaz, digital content producer at Pure VPN, said, “toxic colleagues drain your energy and are a constant source of demotivation at work. The worst part is you may not realize you’re in the company of a toxic colleague until it’s too late.” He added, “there’s one sure-fire way to identify one; someone that constantly talks about others behind their backs.”
Melanie Musson, insurance specialist for Buy Auto Insurance asserted, “gossip doesn’t help build a stronger team; rather, it tears down teamwork. Chances are, if they gossip to you, they’re also gossiping about you.”
Another warning sign a colleague is toxic is if they refuse to share knowledge with you that prevents you from being able to do your job. As a victim of a former toxic coworker and boss, I know how detrimental their impact can be not only on my work and mental health, but also to the team and overall workplace. In my experience, my former coworker excluded me from meetings, team activities and withheld information that prevented me from being able to do my job well and used it against me.
Musson explained, “toxic people put themselves first. They really don’t care about others and use others’ misfortunes as a way to move forward at work. If a team member is struggling, the toxic coworker may take the opportunity to show how they excel in that same area.”
Eventually, I set a boundary with her where I started documenting every incident before confronting her. Then, I worked around her to find the information I needed and limited my interactions with her altogether. Be aware, setting healthy boundaries will often push toxic coworkers to react negatively. However, those who are the happiest and most productive are the ones who set healthy boundaries and those who aren’t used to having boundaries set with them are likely to take offense.
Here are boundaries you can set with a coworker that gossips:
Empathize and redirect them to focus on what’s working or to speak with their manager
Refuse to participate by excusing yourself from the conversation when they start gossiping
Focus on positive gossip that celebrates others instead of participating in negative gossip that hurts morale
Communicate your boundaries letting them know you don’t like to talk about office politics
Surround yourself with people who would rather share knowledge than spread gossip
Use key phrases such as “this sounds like a rumor and I don’t want to hear it”, “I’d rather engage in conversations that are positive and uplifting” or countering with “is that a fact or gossip?”
They Use Passive Aggressive Comments Rather Than Compliments
Matt Satell, CEO of Prime Mailboxes said, “toxic employees are often those who purposely undermine the capabilities of others so they can stay ahead of their competition.” They thrive on finding fault, negativity and holding people back.
Here are a few examples of passive-aggressive behaviors and comments:
Giving the silent treatment
Responding with sarcasm or disguised insults
Rejecting feedback and others perspectives
A cynical attitude
An air or superiority
Nich Chernets, CEO of Data for SEO said “in my experience, toxic people tend to complain a lot, even in the situations when everything is good. They’re looking for an audience that will constantly listen to their problems. In the long run, these people bring a lot of negativity to the work process and burden others with unnecessary things.” John Stevenson, marketing specialist at My GRE Exam Preparation added, “in turn, this creates an environment where other members of the team cannot work at full capacity because they’re too busy watching their backs.”
You can cultivate positivity through uplifting interactions with other colleagues, listening to motivating podcasts and finding the good in the work you do. It’s easy to lose motivation when a toxic coworker undermines your abilities and believes their role and contributions are more valuable than everyone else’s.
Here are some ways you can remind yourself of your hard work and contributions:
Keep a running document of your achievements and wins
Copy and paste recognitions from emails, client/manager reviews and Slack comments into the running document
I’m a Leadership Coach & Workplace Culture Consultant at Heidi Lynne Consulting helping individuals and organizations gain the confidence to become better leaders for themselves and their teams. As a consultant, I deliver and implement strategies to develop current talent and create impactful and engaging employee experiences. Companies hire me to to speak, coach, consult and train their teams and organizations of all sizes. I’ve gained a breadth of knowledge working internationally in Europe, America and Asia. I use my global expertise to provide virtual and in-person consulting and leadership coaching to the students at Babson College, Ivy League students and my global network. I’m a black belt in Six Sigma, former Society of Human Resources (SHRM) President and domestic violence mentor. Learn more at http://www.heidilynneco.com or get in touch at Heidi@heidilynneco.com
Toxic Coworkers | How to Deal with Toxic People at Work // Do you have a toxic coworker? Or even worse, several toxic workers. Nothing make a toxic work culture faster than having these difficult coworkers and having to deal with toxic coworkers every day. If you have toxic work colleagues, you need to know how to cope with toxic coworkers. You can disarm toxic people in the workplace, and while it won’t totally heal a toxic work environment, it can make your day to day in a toxic workplace slightly more tolerable. In this video I will show you how to deal with toxic coworkers – it’s six simple strategies that will disarm toxic person at work and help you survive until you can escape the toxic environment at work. I’d love to know which strategies you would implement or how you have dealt with toxic coworkers in the past. ****************** Stop settling for mediocrity, it’s time to glow up your career. Attend the free LIVE workshop on December 2nd at 12pm EST. glowupyourcareer.com ************* Think I might be the right Career Success Coach for you? Learn more & apply: capdecasolutions.com/coaching Accelerate your job search, get Hired in a Hurry hiredinahurry.com ****************** More videos to help deal with difficult coworkers and toxic workplaces: TOXIC WORK ENVIRONMENT: 14 Signs Your Workplace is Toxic (and How to Cope) https://youtu.be/GEJBaigzUcA COWORKERS ARE NOT YOUR FRIENDS https://youtu.be/XjhF3xQE1lM How to Work with People You Don’t Like https://youtu.be/x1S5EPX0Jik HOW TO HANDLE DIFFICULT COWORKERS | Dealing with difficult people at work https://youtu.be/R-nI-IpQYbo POSITIVE ATTITUDE AT WORK (HOW TO STAY POSITIVE AT WORK) https://youtu.be/wVKUB0-ZHvM ****************** SUCCESS HABITS & RESOURCES Join my private community, the Strive Squad (it’s free!) https://www.facebook.com/groups/striv… I’m all about productivity tools, great books, and sanity savers in general. Browse my favorites in my Amazon Store: https://www.amazon.com/shop/jenniferb… Get your bookworm on when you’re on the move. Audible is my OBSESSION, and it helps me read an extra 1-2 books per week. Get 30 days free: https://amzn.to/39d3U3W Try my 30 books in 30 days challenge, and make it easier with Kindle Unlimited (your first month is free!): https://amzn.to/3ftIBMB Being the best means you keep your knowledge up to date, for this I love Skillshare! Get a free trial: https://bit.ly/3l3oTbJ What Am I Wearing? I hate wearing the same thing twice and I love saving money, so 95% of my wardrobe is from Rent the Runway. Wanna try it (and save $30): https://bit.ly/3995mnT ****************** LET’S HANG! I post more content and videos on LinkedIn – follow me there https://linkedin.com/in/jenniferbrick Daily career glow-up videos on TikTok https://www.tiktok.com/@jenniferbrick… You can also follow me on: Instagram: http://instagram.com/capdeca Facebook: https://www.facebook.com/ccJenniferbr… Twitter: https://twitter.com/jennifer_brick Sometimes I write stuff for Thrive Global https://thriveglobal.com/authors/jenn…