mark the golden globes. non ceremony which happened at this wacky hotel behind me was more bad news for the film industry's traditional business model. with a new survey showing nearly half of all pre pandemic, moviegoers are not buying tickets anymore. and some of them will be staying home for good, rob reynolds al jazeera while sanjay. ah, a reminder now of the top stories on al jazeera, us and russian diplomats have wrapped up the 1st meeting in a week of diplomacy. aimed at d escalating tension with ukraine. the talks were organized after russia and tens of thousands of troops to its border with ukraine raising fears about a potential invasion. russia, once legal guarantees that ukraine will never become a member of the nato alliance at demand rejected by western allies. rosalind jordan

in washington, d. c, has more now on how the u. s. deputy secretary of state saw the talks. wendy sherman's assessment was that to the meetings on monday about 8 hours worth of talks. with the survey rubric coffin, his delegation were useful. they were frank heard language. they were of straightforward again wendy sherman's language. but she said this wasn't a negotiation. this was really the attempt, she said for the u. s. and for russia to take the measure of each other's concerns . sense of the meeting. last summer between president slide amir potent and joe biden. russia's president has meanwhile claimed victory in defending neighbor kazakhstan, from what he calls a foreign backed uprising, letting me put in, deployed russian troops to castanan, as promised. leaders of other ex soviet states that a most will lead military alliance would protect them to more than a 160 people were killed during last week's anti government. protests hasn't stands,

president says the unrest was attempted coup. a port in myanmar has sentenced the ousted leader, uncensored cheat to a further for years in jail. so she was on trial for illegally possessing walkie talkies and breaking corona virus restrictions. the sentence is on top of a 2 year jail term handed down last month. it's fear that she could spend the rest of her life in jail, and at least 9 people were killed. most of them children in an accidental blast than eastern afghanistan. witnesses say children in the district of love, poor and none. god province took what they sought, was scrap metal to a food cart vendor hoping to exchange it. but it appears to have been an old motor show which then exploded. i'll have one use for you in half an hour. the scream is next. looking at the record numbers of people quitting work. ah

ah. hi anthony. okay, 2 years into the cobra pandemic, we are seeing its impact on the world of work. people have changed jobs handed in, then no teeth change careers and also your jobs, of course, as well. perfect as me has done this phenomenon, the great resignation. here's what he told us was perhaps most surprising about this great resignation trend is that we're 8 months into it here in the united states. and we're still seeing new records being broken for the number of resignations in a month with the latest record. just

a few days ago being reported for november and to the take away from this when it tells us is part of what we already knew it. and that turnover is contagious. and a lot of this turnover is being driven by front line workers by industry such as retail, food service and health care. so in other takeaways that when turnover starts in those industries, it's important to take steps to stop it as soon as possible because the more resignations that happen and the more stress that creates on remaining workers and the cycle continues and grows bigger and bigger. who, why are happening, what is going on? and i think global 3 questions, i guess will be out the answer to dow. he joan ronnie, welcome to the string. so good to have you down, please introduce yourself to ice cream audience. it's so good to be with you. i am on the faculty of the harvard business school. my name is dom and the author of remote work revolution succeeding from anywhere. and my work sits at the intersection of work, technology and organizations. and i am

a student of work and thrilled to be with you today. i stapled to have you. welcome to this spring, please introduce yourself to international audience. tell them what your expertise is. i thanks for having me. i'm he john chung, i'm professor in sociology and social policy at the university of can you k? i'm also the author of an upcoming book, the flexibility paradox, while while flexible working, leased itself exploitation. so i'm a labor sociologist, i love anything to do with labor markets. and in this book, specifically i look at issues around flexible working work life balance, but and also importantly, gender equality and what flexible working can quality i get has. hello there, ronnie. good to have here on the screen. please introduce yourself to our view is around the world. thank you so much for having me on my name is ronnie. i am a former marketing manager. i've been working in the technology industry for the last 15 years. and i recently lost my job last year,

and thank you so much for having me on the opportunity to share my story with everyone. all right, ladies, guy, i like the way the professor clock in 3 words describe the phenomenon that is happening right now. the great music nation. sit down, do you like that phrase? would you change it? i'm going to school 3 of you this. what's going on? i love, i love that phrase because it describes the phenomenon that we're seeing the world over. and it also describes that the great resignation is happening because of the great recognition. people want better jobs, better arrangements, better wages and better managers. and because we've been in the middle of this global cataclysmic pandemic, the tolerance for inadequate work scenarios has gone down. so the great resignation is very, very act. he don't want to change the phrase to adapt to tweak it a little bit. now i also love the phase because i think we're really at

a turning point in terms of what work means, what work, life balance should look like, what work culture should look like. and that's the dog said, it's like the great resignation. what it really pinpoints to, it's not, it's not just like a little nuke, are you not going to be seeing an end of this in the next couple of months? or maybe not even that the independent whenever that may be. but it is something that is really, hopefully, fundamentally going to change the way we see things where we work and where we live our lives specifically. but i think more importantly, we have to think about this as an opportunity that needs to be worked at for it to work. ronnie, do you think you're in a trend? do you feel that when you quit, you are part of a trend of, of the people quitting to my 1st sole story was a little bit different. so i didn't quite i, i left my job in a little bit before the big trend of the great resignation happened. so it was

a little bit different for me at that time. and so i would say that the great resume, she is an apt term for it beyond the great resignation. though i also believe that a lot of workers today are also going through a reassessment on as well. so in addition to the great resignation, i would also categorize this as a reassessment, great reassessment, as well as a great repudiation as well. so i think with the candidate we've all had the opportunity and time to really interest back on what it is that we want out of our lives and careers. if you will running. i have a twitter friend, that is, is, is pins at the top of your tour to account. so many people have asked me, where are you going or what's next? nothing is next. that's the whole point of quitting a job when you have p t s d from burn out running. i want you to do this last line

. yeah. say it. i can do we absolutely. i lovington one more time on cameras. i we can do it. see again, that one more time. i can absolutely do we nothing. all right, what happened ronnie? what happened? yes. so, before the peak of the pandemic, i already was experiencing seeds of burnout from my job. i was overworked, over exhausted, under resourced on you know, i also felt a length or kind of a length of job satisfaction if you will. and so when the pandemic hit, i felt an added pressure in terms of one being, being in new york city, being isolated during shelter in place and having an extra level of, i would say, you know, pressures living through and working through this,

this time period. and then in addition to that, i also found myself working in overdrive or hyper productivity if you will, where a lot of times i because i was no longer commuting to work. i'm getting calls in meetings. i am, i'm now more open to having calls with global team members. so i also manage product projects that had a global span in asia and europe. and so what started happening was i started getting calls before normal work hours and after work hours and in the beginning it was okay and manageable, but over time in compounding, of course and, and it spiral, if you will, can i ask, who can i know that i've been dying to know how do you manage income wise to do? absolutely nothing. i've been done ration question. that's a great question. so i've been working in the tech industry for 15 years now,

and i think that we're all we all recognize the income levels that the tech industry offers and the type of lifestyle that we're able to afford. so in that sense, i do recognize my privilege and how lucky i was to be able to do that while also understanding backer, vast majority of people that were not able to do what i had been able to do. so i've always been the type to live within my means also. so i was able to save a lot of money to be able to kind of chart out and plan out a paper the next 6 to 12 months. when i downsize my lifestyle, i will be able to take the time that i need to prioritize my health and my life. who them what we yeah, we've been. yeah, i just want to really pick up a few things that run you just said like which really resonates with what we found in the data. so even before depend on what happens is, you know, people have this idea that if you work from home in quotation marks that you're not

really working, you're not really being productive. but actually, during the pandemic, people have been working longer. people who have been working harder and as when he said like you were being asked to do work on some weird godly hours because you know, you no longer you do, you need to commute so you could actually be available at any time. and what i think really the greatness in nation is showing and you know, this has been, you know, stud by other scholars as well as that, it hasn't just kind of happened during the pandemic. there has been almost like a little bit of a boiling point of people have been unsatisfied. people have been kind of pushed to the edge and just barely managing with just before breaking point. and what the pandemic has done, and especially for work in parents. but for also people who don't have children or care responsibility, it just really pushed them over the edge. and also with so many people having experience grievances in terms of having had lots of you know, loved ones die but also get ill have long cove. it, it really gave us

a moment to kind of reflect on what is important in life. and one of the things i think was really unsure, interesting is this great movement for short are working because we realize that work should not be the center of our lives. and it should not take up all the time and energy it has. i feel that you know, at attacking maybe done i'm leaving you to do the show. i'm going to spend some quality time elsewhere. let me just bring in simpson, you cheve comments? i audience are watching. you get on youtube and i have some feedback for you and some thoughts. he said, i let me put this one to you. and this is that the reasons for why this moment is happening now in, in the world of work. and a sad came says, big reasons, child k coverage covered 19 concerns and feels he said i was just tired of employers trying to fill their open positions with my position. i feel like it's

been magnifying bad bosses and bad companies when we seeing that. and i think people just saying enough that algorithm complete. yeah, absolutely. completely agree with you because this is not an error for mediocre or poor managers. people not only don't have the tolerance for it, but also in many instances where remote work has been a mode of market working for many people, not everyone, but from many knowledge workers around the world. they migrated to a remote work format, and remote work requires excellent managers who don't micro manage will trust their people who empower their people. so those who have the mentality of buttes and seeks and treating employers a poorly a losing people in one of the fiercest labor markets that we have seen in our lifetimes. the jobs that are available for great people is extraordinary. and with

remote work, it's now more boards or less people can get hired in another state and in other countries with the competition is fierce. so the observation about poor managers is very, very true in addition to the need to ensure that work, life integration is working for people. let me just put this to you. i'm just going to there. this is a speed round cuz we got lots of comments in from you chip. he's going to put this one to you from augusta and he says, i work in health care. healthcare still requires people to work on like and sion. but i'm concerned that the great resignation will compel employers to hire those with less experience is not possible. what does that mean that they can pick and choose higher qualified people? i don't know. what do you, what do you think? well, i think this is more about what is an option of what managers think is the best way for it. if you're going to go down to root of constantly trying to find low paid

low, you know, lower skilled workers to fulfill your labor force needs. you are going to go into a diode downward spiral, which isn't going to run that necessarily benefit your client, your patience, in this case, your workforce and yourself, the company as a whole. what is better is trying to figure out why are people leaving? why are people, especially in the healthcare industry, leaving and drones day are suffering from burn out? they are suffering from, you know, not in a recognition, not enough good work, quality caught working conditions which can all be solved. which can also, you know, help, know, maintain workers, you know, recruit better workers. and you know, what survey shows us this, that workers actually want better work life balance policies, possibly more than income. and this is what employers really need to wake up to. ronnie, one for you, and this is from a manual who create his job last week, is a financial analyst, and he's going to thailand to work that instead. how did you handle your

resignation? wasn't drama. it wasn't drama at all. and you know, at, at, at my, my workplace, we have a really great team and i did have a very empathetic manager and leader. and so it was the conversation that was a little bit emotional if you will. then she was a very understanding manager from that perspective and understanding that i was going through re prioritize in my life and my work around my health priorities if you will. and so it wasn't emotion what it wasn't difficult in that sense. and so i had a face to face conversation, typically with a resignation. i would like to have it in real life conversation about it. but i did provide a one month notice if you will, and then also help transition my projects and my team with me eventually leaving. but there was an emotional experience at the same time. it was also

a sense of relief on my part. i guess i'm going to bring in a new voice into our conversation. and this is lola who gives us a sense that the employees are turning the tables on the employ. yes, yes, yes. they've made a decision to me. my job was easy, like a lot of my own life people i worked with for a long time. i've been wanting to start my own business with young people and i my passion, really life. i just thought the fact that was probably the best time with the movement and young people needed to fill that skills. and we'll take a risk perspective. i thought it was a really good time because i was working and i had a people who are in business. i knew it would be a candidate mark. and i thought if i try it on my face or whatever, i don't like it, i can re enter the easy because skills like mine are in high demand. and so i decided to let things combine that may be the best time to take the lead. co way be

entering a golden age for employees to doubt. we are. the employees have the power to day to help frame the type of workforce that they desire. and the reason for this is because even after world war one and world war 2, there was a movement to disrupt work to prove work, to have better pay better quality of life. and we're seeing it all over again. but to the degree that we've never seen in our life time. so it is the period where employees have a lot of power. it won't last forever, but they have a lot of power today. you can go ahead, i'm gonna, as young as widely disagree with you here. so i think it really varies. obviously, i'm even just looking at the professionals and we've seen this happen, especially early on and probably not last year already. like you see the seo apple

. you know, goldman sachs, you know, all sorts of other tech companies, even tech companies where, you know, you, you realize like, you know, this could be completely done at home. this could be then completely flexible, asking people to come back, asking people to come back because of why and it, if you listen to, to reasoning behind why some employers are asking workers to come back into the office that has nothing to do it productivity. it has nothing to do with providing better quality work. it actually has to do to do with a lot of management. things about our managers don't feel apt to be able to without micro managing workers, to manage workers that work across the globe who had the reality though he yet young. if i may, is that even though they ask people to come back, they've all walked back and changed their minds. in fact, apple has said that they don't want, they haven't even set

a returned to office. they recently gave every employee a $1000.00 in order to enhance their home offices and have said that their return to office dates are postponed indefinitely. so all that, oh, it's an aberration. all that bravado has not come to pass. why does this? oh yes. have the power. yeah, but if you look at what's happening, for example, in london, so london was completely empty and now with the government enforce work from home policies, workers are working from home because it's, it's illegal to who not to go into the office, especially or white color work but even despite that, doesn't personal experience here. my husband's currently looking for a software developer job which need not be in the office at all. but majority of the companies that he's interviewing. do you want people to come in 2 to 3 days a week because and at least a 2 to 3 days? if not more. and this actually in many major companies. and this is something that we hear from a whole range of people and potentially from companies where again,

you question, do, di da ration now behind why this isn't very and companies cannot adapt. they are slow to adapt to something that happened very fast. that wasn't planned for and even 2 years later, does that mean that businesses and companies and organization that just not adaptable? they're not adopting fast enough is what i think. i think a lot of companies don't fully understand that this isn't just about remote work in giving people remote working opportunity a day or 2 week. this is about really radically transforming the way we work where it needs to be done and what it is even. but a lot of managers are what they're trying to do is postpone them. just go back to the where it was, make minor small changes of okay, well let you work one day a week or last 2 days a week and the sad enough and hoping that will be enough for workers. now this is why workers collectively need to push back, because these kind of negotiations cannot be done individually because now visual

workers rarely have enough power. when only done a collection of the and i'm not even talking within the company, possibly across different occupations and sectors. really pushed back to stay. no, we are not going back because it is not beneficial for you nor me to do so. i will say if i, i will say though, if you look at the data and i'm talking about data for the last 1819 months and you survey employees across industries across sectors. whether it's the harvard business school online survey or the microsoft survey of 30000 people, employees want hybrid work, which is a mix of in person and remote work. they don't want to necessarily all remote work, maybe about 20 to 30 percent, want all remote work, but the vast majority want hybrid work and you have about 15 percent of the population. oftentimes, who want to be just in person only including very young people who are building

their careers. but the reality is not everyone wants full remote work hybrid is what are the most important thing for people today? let me just bring in, he general survey is not just he, gen savvy as the university of kent. looking at reasons why people want to work from home off the lot down. i'm not even sure when that is going to be, but you know, in a post world who knows what will be, what you that will be right at the top commuting time. why would you spend much time commuting when we did the stream at home? i literally walk down the stairs and now i was, i was at the office for more time with a family employer like a to encourage me to stay at stay. what from home be more productive. that's really interesting. that's right there in the middle fear of catching virus. i'm surprised that wasn't higher. so the environment, good point, mental health reasons. ronnie, i know you can speak to that for sure. spend more time on other things. other. i

think that it's been more time whenever things, physical health reasons. ronnie, when you look for that next job, when you decide what that's going to be, do you want to be remote? do you want to be in an office? what you want to do? yeah, i think something that hasn't been widely discussed is, is it's not so much unit do i want hybrid work or do i want? we're fully remote work, but i want the flexibility one and i'm not food where i am prioritizing my hall and i am prioritizing my mental health as well. so what i really need from employers is policy fair policies and consistent policies that also show me that when i do go back to work, that i will have systems and processes in place that will ensure both my physical safety. so if i am going back into an office environment that i will be physically

safe, not just in the office, but also on the way to the office. i know that's a little bit harder to control, of course. and then the 2nd i'm expecting, like a logical safety as well from a mental health aspect. what kind of benefits are going to enable me to ensure that i will have access to health care and ongoing health care that will allow me to one prioritize the things that i am personally, you know, kind of prioritizing and now a 37 year old woman and now i have to kind of think about am i one day going to how children and those are the real types of things that a lot of women in my age group are thinking towards as well. and so, you know, when i look at what is it, but i really need, i'm prioritizing an employer aspect beyond, you know, how am i going to work in an office environment or a hybrid environment. we're fully remote environment, but it's more so about what is going to insure my physical and mental psychological

safety i can i think that's absolutely correct. sure. sorry, yeah. to, because i think the key. yeah, sorry. i'm gonna, i'm gonna wrap up the show because we could talk about work, hold all day long. i'm going to show you something here on my laptop, which is the premise vote for where we started taking us back to where we started. will the great resignation change the way we what in a sentence? so dow, he jung ronnie. what do you think? the value stop rate, right? yes, absolutely. because work has changed and workers have changed. he don't. yes, and i think the most important thing is that workers need to be given more control and autonomy because they know how to work balance. ronnie? yes, absolutely. 100 percent. it will change the way mean work, because now workers are able to use this time to interest bang and prioritize what

matters make law. thank you so much. youtube, as thank you so much for talking about the world of work and the impact of the great resignation i for watching the next time with to stay astray will do challenging. traditional female stereotype in a male dominated society to make a difference. if i go, of course, we'll pull into the ravine. po, families with the water is highly contaminated. bolivia in the class,

risk in it all on al jazeera when the new great friday's tornadoes destroyed everything, it touched in mayfield. when people need to be heard and the story tones, he has done his job to tell us what's going on with exclusive interviews and in depth reports i get on my right the wind. b, 30 has teens on the ground to where you are award winning documentaries and lives on air. and online americans are increasingly saying authoritarianism might not be so bad. there were several steps along the way where the chain of command, it seemed like tried to cover what's your take on why they've gotten this so wrong . that to me is political malpractice, the bottom line on us politics and policies and the impact on the world on al jazeera talk to al, just a. ready wild alarm we

listen, design is, are making serious efforts in order to impede and to stop the trend of those we meet with global use maintenance. talked about the stormy, stuck on ah, hello, i'm barbara, sarah london. these are the top stories on al, jazeera, us, and russian diplomats of wrapped up the 1st meetings in a week of diplomacy aimed at de escalation pension, with ukraine, to talk to organize that to russia, and tens of thousands of troops to which border with ukraine raising fears about a potential invasion, but russia says there was no progress on its demand that nato rule out membership for ukraine. jonah, hold reports, it is an achievement of sorts. the talks between russia and the united states in geneva didn't. and.