The great resignation is far from over.
More and more people are expected
to leave their longtime jobs
this year to try something new.
According to the US Labor Department,
Texas leads the nation with
more than 455,000 Texans,
saying I quit in October alone,
and that's why we're kicking
off a three part series today.
Starting with why is this happening?
Dallas based gig wage founder and
CEO Craig Lewis joins us with the
dealmakers and the Deal Breakers.
For employees looking for a better life,
good morning, Craig.
How are you?
I'm doing phenomenal happy New Year to you.
Happy near you to you.
So I think this is fascinating.
I've had so many conversations
about this with my husband,
my father about why people are making
these changes where they're going.
So I can't wait to hear
what you have to say.
First question is,
why are so many Texans quitting
their jobs in record numbers?
I think the most important
thing to do is frame this right.
If you look at it traditionally people
try to frame this as a negative thing,
but it's actually super positive
people are leaving because there's
ample opportunity to make money
and earn money in new ways.
But some of the driving factors
behind that are flexibility.
People want to get paid when they want,
how they want, where they want,
and they want to work the same way
people want to make more money.
At least have the opportunity
to do that and then obviously
the last two years or so have.
Kind of showing people that they
can earn from anywhere work from
home or whatever it may be,
and so those are a lot of the
driving factors to why people
are kind of taking more of an
entrepreneurial or gig type of route.
You know, I was having a debate
about this with somebody.
You know. You're right,
they were framing it in a negative saying,
oh, people don't want to work
on the flip side of that.
It's no they want to work for
jobs that work for their lives
and also can pay their bills.
The idea that you can work full time
and not be able to afford a roof
over your head and just the basics.
That does not seem like an
incentive really to want to
go for those types of jobs.
Yeah, and it's not just about a job
in the traditional sense, right?
Entrepreneurship is the new thing,
and I'd like to talk a lot
about micro entrepreneurship.
Yeah, but people want to, like I say,
work when they want, how they want,
where they want in the pandemic
is really just made that possible.
So if you're going to tell me
I've got to come to an office five
times a week and I get an hour
lunch break and I'm still going
to struggle to make ends meet,
but I've now seen this option to be
able to push a button and make money.
Which one am I going to choose?
And I think people are choosing
to be entrepreneurial right?
To go out on their own and earn
the way they want to earn.
I think you have hit the nail on the head.
I've talked to so many people in
my life who said just what you did.
So I want to dig a little deeper on this
about the dealmakers in the deal Breakers,
the things that employers may
be doing that workers they don't
want anything to do with this.
What would one of the biggest dealmakers
deal Breakers be off the top of your head?
Yeah, there's a few things that
kind of work and don't work.
I'd like to talk to my small business
owners and entrepreneurs about what you
need to be doing and what will work.
Otherwise people are going to find a
different way to earn remote work.
If you're not completely remote,
at least being a remote first organization.
So having that option out of the gate,
we talk a lot at gateways.
If you have a Mac book you can
work from anywhere, right?
So we don't,
we don't make you come into these four walls,
although I show up every day,
but I don't require that of my staff.
Work schedule flexibility.
You know people who need to do different
things around child care or hospital visits,
or they just need a mental health break,
whatever it may be.
Do you have the flexibility to allow that?
That's super important to today's
worker and then more PTO paid time off.
Is is a powerful thing.
And what we're seeing is if you
give more PTO and you get more
productivity and so you've got to
be able to give up that control for
productivity as a small business owner,
not RI.
It's about to say my brothers company.
They used to be all in house.
They do sales and marketing.
During the pandemic they switch
to all remote. Now it's hybrid.
They choose whether they go in
and PTO went unlimited and their
productivity went up and a lot of
people were surprised by that.
Can you explain maybe why
it works in that way?
Gateways we've been a remote
first company since the beginning,
even before the pandemic and one you know.
Obviously being in tech,
it plays really well to what we do,
but one of the things we found is when
you create these types of environments
with these types of benefits and these
types of this type of flexibility,
people are empowered and excited
to show up to work every day.
And if you think about it,
if the only place I'm really
designed to work in a productive
manner is when I'm in the office,
that actually limits me being productive
when I have that stroke of genius
in the middle of the night, or.
First thing in the morning,
in my most optimal time,
and So what we found is again empowering
people to work from wherever allows
them to do their best work in the best
time that they see fit and so real quick,
we see developers oftentimes doing
some of their most peak work
between 12:00 AM and 3:00 AM,
but we see other people that
are more productive between,
you know, the middle of the day.
I find my high productive hours
are typically 1:50 during the day,
and so that's productivity that's
driving productivity because.
People can work when they want how they want,
where they want
last question and if you can
answer it in one sentence.
This is the challenge.
But what would your advice be
to employers going forward?
Push yourself, be as radical as
possible and trust the productivity.
Give up control, trust the productivity
very good. Thank you so much.
This was a fascinating conversation.
I really, really appreciate your time.
Alright, thanks for having me on.
Of course. Of course we'll talk
soon and our great resignation
series is going to continue
tomorrow with Boomerang employees.
People that left their jobs.
Now we're thinking about going
back to them, but that was so
fascinating to talk to him about.
That was so interesting and I had,
you know, I really listened to what he says.
'cause I remember interviewing
him like three years ago.
I think was about when he
started that company and he so
he's been hugely successful.
So you really gotta listen to what he
says and know that in a lot of ways
he knows what he's talking about.