“It’s about stopping doing work that people think is beyond what they were hired to do and not getting compensated for,” she said.
Employees still excel at their jobs, but they aren’t working overtime to do it, former engineering consultant Paige West told CNN.
“While I was in my 9-to-5 job, I was still working my 40 hours a week. I was still fulfilling my job duties. I was just taking away that feeling of stress I had,” she said.
The drastic workforce shift during the pandemic largely brought on the rise of this behavior, said S. Chris Edmonds, founder and CEO of The Purposeful Culture Group, a Colorado-based consultancy that helps senior leaders create a positive work culture.
Companies have pushed additional responsibilities on employees because some organizations were unprepared for the pandemic and great resignation, he said.
Many people were also frustrated when managers insisted on certain rules like going back to in-person work, which created more burnout and frustration, Edmonds said.
Only 24% of Americans thought their managers had their best interests at heart, according to a Gallup poll released in March 2022.
Quietly dropping some of your work tasks you think are beyond your description is not a sustainable solution, but there are other ways to achieve what you want, Edmonds said.
“The fastest way to burn out is if you don’t respect what matters most to you,” she said.
For some, that may be clocking out of work on time instead of staying two hours later, Goredema said.
Employees should ask themselves what tasks make them feel fulfilled and which ones don’t matter as much, she said.
From there, you can home in on what your priorities are and what you need to be fulfilled in your career, Goredema said.
Share your needs
After you determine what you need your position to be for you to be successful and happy in your role, it’s best to speak with your manager to gain some understanding, Edmonds said. Communication is key.
You may have one idea of what your job responsibilities are, and your boss may have another, Caprino said. If you stop doing some tasks because you feel they’re outside your scope, it could look like you’re slacking if your manager thinks those are part of your job, she said.
“Even running my own team, if I suddenly stopped doing work that everyone assumes I’d be doing, there would be trouble and things would fall through the cracks,” Caprino said.
If you’re aiming to get fairly compensated for any additional work you’ve taken on, present facts to your manager about your job performance and what you’ve accomplished so far, she said.
Reach out to your employees
From the manager’s perspective, it’s important to understand your employees and make sure they feel supported in their respective roles, Edmonds said.
“The responsibility of employers is to find out what people perceive as fair, then don’t do anything less than that,” he said.
Leaders should focus on engaging in regular conversations and building relationships with their employees, Edmonds said.
Talks could expand beyond work to include some of their personal interests and priorities because that can often affect their work life, Caprino said.
“If you don’t understand the internal state of your employees, things are going to happen that you’re going to be blindsided by,” she said.
Managers should consider setting up one-on-one meetings with their workers at least once a quarter, Goredema said.
“We have to show that we are committed as leaders, that we’re involved and that we’re invested,” she said.
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Quiet quitting: How to take advantage of the latest trend to improve your work life
Flamingo Images // Shutterstock
Increasing awareness of systemic and social inequities has spurred many Americans to take a hard look at the deeply rooted causes of discrimination and bias toward members of marginalized communities, including in the workplace. In recent years, companies have placed more emphasis on implementing diversity and inclusion initiatives.
To highlight how diversity policies are communicated in the workplace, JobSage compiled some of the most common terms found in the diversity, equity, and inclusion policies of dozens of companies ranging from nonprofit organizations to service and technology businesses.
While companies are increasingly understanding the importance of hiring and retaining employees with diverse backgrounds and experiences, there's still a long way to go. Some companies have faced backlash and researchers have found that employees from overrepresented groups can react with hostility when diversity training is introduced. Research has shown this is a common reaction as traditionally advantaged groups are often initially resistant to the belief that they received advantages.Â
Meanwhile, nearly 25% of Black and Hispanic employees in the U.S. reported being discriminated against at their jobs, according to a 2020 study by the Gallup Center on Black Voices. The study also found that 3 in 4 Black employees said the discrimination they experienced was race-based. When it comes to leadership in the corporate workplace, Asian Americans are less likely than other racial groups to be advanced to management positions, per Harvard Business Review research. Latino and Hispanic Americans comprise 18% of the workforce but only 4.3% sit in executive roles, according to the Hispanic Association of Corporate Responsibility.
Many companies have introduced inclusivity policies to build office cultures that support the success of employees from all backgrounds—and the business itself. Deloitte reported that over a three-year period, companies with diverse teams had a significant increase in cash flow—2.3 times per employee. The research also identified key impact practices: View talent as an asset rather than just a cost and create and nurture an understanding of the employees from a qualitative perspective.
Understanding DEI is critical to introducing inclusive policies that can bring strength to the organization in terms of adaptability, innovation, and unique perspectives to the table. Read on to learn about some of the most common terms used to describe these policies.
Â
Flamingo Images // Shutterstock
Increasing awareness of systemic and social inequities has spurred many Americans to take a hard look at the deeply rooted causes of discrimination and bias toward members of marginalized communities, including in the workplace. In recent years, companies have placed more emphasis on implementing diversity and inclusion initiatives.
To highlight how diversity policies are communicated in the workplace, JobSage compiled some of the most common terms found in the diversity, equity, and inclusion policies of dozens of companies ranging from nonprofit organizations to service and technology businesses.
While companies are increasingly understanding the importance of hiring and retaining employees with diverse backgrounds and experiences, there's still a long way to go. Some companies have faced backlash and researchers have found that employees from overrepresented groups can react with hostility when diversity training is introduced. Research has shown this is a common reaction as traditionally advantaged groups are often initially resistant to the belief that they received advantages.Â
Meanwhile, nearly 25% of Black and Hispanic employees in the U.S. reported being discriminated against at their jobs, according to a 2020 study by the Gallup Center on Black Voices. The study also found that 3 in 4 Black employees said the discrimination they experienced was race-based. When it comes to leadership in the corporate workplace, Asian Americans are less likely than other racial groups to be advanced to management positions, per Harvard Business Review research. Latino and Hispanic Americans comprise 18% of the workforce but only 4.3% sit in executive roles, according to the Hispanic Association of Corporate Responsibility.
Many companies have introduced inclusivity policies to build office cultures that support the success of employees from all backgrounds—and the business itself. Deloitte reported that over a three-year period, companies with diverse teams had a significant increase in cash flow—2.3 times per employee. The research also identified key impact practices: View talent as an asset rather than just a cost and create and nurture an understanding of the employees from a qualitative perspective.
Understanding DEI is critical to introducing inclusive policies that can bring strength to the organization in terms of adaptability, innovation, and unique perspectives to the table. Read on to learn about some of the most common terms used to describe these policies.
Quiet quitting: How to take advantage of the latest trend to improve your work life
Andrey_Popov // Shutterstock
Diversity in the workplace refers to the presence of employees who have differences that may include race, gender, socioeconomic status, nationality, abilities, and more. Many often think of diversity in terms of characteristics that are noticeable, such as race, body size, or age. But the term encompasses other unseen differences that could include religion, sexual orientation, and cultural values. Having coworkers with varying backgrounds enriches a workplace, and organizations can implement mentorship programs and establish relationships with universities to grow a diverse pool of candidates during their recruiting process.
Andrey_Popov // Shutterstock
Diversity in the workplace refers to the presence of employees who have differences that may include race, gender, socioeconomic status, nationality, abilities, and more. Many often think of diversity in terms of characteristics that are noticeable, such as race, body size, or age. But the term encompasses other unseen differences that could include religion, sexual orientation, and cultural values. Having coworkers with varying backgrounds enriches a workplace, and organizations can implement mentorship programs and establish relationships with universities to grow a diverse pool of candidates during their recruiting process.
Quiet quitting: How to take advantage of the latest trend to improve your work life
fizkes // Shutterstock
Equity is promoting more fair approaches within internal systems as well as in the way access, opportunities, and resources are distributed. When a workplace's processes and procedures promote fairness and justice, all employees benefit. Understanding the underlying systemic biases in our social institutions is critical to identify which workplace procedures may be contributing to disparities in outcome and accessibility—and how to address them.Â
Equity is different from equality; with the former, companies will recognize each individual's resources and privileges. Employees with less access to these may need more support that acknowledges specific barriers. This can mean prioritizing wage equity, systemic changes to remove barriers to advancement, and giving equitable promotions. Equality provides all employees with the same opportunities or resources regardless of barriers they may face.
fizkes // Shutterstock
Equity is promoting more fair approaches within internal systems as well as in the way access, opportunities, and resources are distributed. When a workplace's processes and procedures promote fairness and justice, all employees benefit. Understanding the underlying systemic biases in our social institutions is critical to identify which workplace procedures may be contributing to disparities in outcome and accessibility—and how to address them.Â
Equity is different from equality; with the former, companies will recognize each individual's resources and privileges. Employees with less access to these may need more support that acknowledges specific barriers. This can mean prioritizing wage equity, systemic changes to remove barriers to advancement, and giving equitable promotions. Equality provides all employees with the same opportunities or resources regardless of barriers they may face.
Quiet quitting: How to take advantage of the latest trend to improve your work life
fizkes // Shutterstock
An inclusive work culture ensures each team member feels valued and respected. It also supports employee success and well-being by offering a welcoming work environment that provides a sense of belonging. To make strides in integrating more workplace inclusion, organizations should value different perspectives, which generally begins with the hiring process. A hiring manager must be cognizant of biased hiring patterns. Often, hiring managers recruit who they think will fit in with the other team members, rather than who they think will add to the team.
However, inclusion involves not only hiring job candidates with different backgrounds, but also ensuring these staff members have a pathway to promotion and senior-level roles. An inclusive culture also creates a welcoming space for everyone to share ideas.
fizkes // Shutterstock
An inclusive work culture ensures each team member feels valued and respected. It also supports employee success and well-being by offering a welcoming work environment that provides a sense of belonging. To make strides in integrating more workplace inclusion, organizations should value different perspectives, which generally begins with the hiring process. A hiring manager must be cognizant of biased hiring patterns. Often, hiring managers recruit who they think will fit in with the other team members, rather than who they think will add to the team.
However, inclusion involves not only hiring job candidates with different backgrounds, but also ensuring these staff members have a pathway to promotion and senior-level roles. An inclusive culture also creates a welcoming space for everyone to share ideas.
Quiet quitting: How to take advantage of the latest trend to improve your work life
Flamingo Images // Shutterstock
Race refers to a group of people who may share similar physical characteristics such as skin color. The concept of race came about in the 1700s when "racial classification schemes provided the most powerful framework for understanding the divide between white and black."
Although theories of race at that time were erroneous, it still remains etched in the American psyche.
In the modern workplace, progress has been lacking in terms of equal salaries across race, gender, and sexual orientation. Although companies outwardly agree that diversity is important, women and minorities are still underrepresented when moving up the ranks, as white men continue dominating top executive and leadership positions at many organizations.
Flamingo Images // Shutterstock
Race refers to a group of people who may share similar physical characteristics such as skin color. The concept of race came about in the 1700s when "racial classification schemes provided the most powerful framework for understanding the divide between white and black."
Although theories of race at that time were erroneous, it still remains etched in the American psyche.
In the modern workplace, progress has been lacking in terms of equal salaries across race, gender, and sexual orientation. Although companies outwardly agree that diversity is important, women and minorities are still underrepresented when moving up the ranks, as white men continue dominating top executive and leadership positions at many organizations.
Quiet quitting: How to take advantage of the latest trend to improve your work life
fizkes // Shutterstock
Ethnicity is defined as a group of people who identify with and share common cultural, social, and ancestral experiences. Often, ethnicity is self-defined whereas race is defined as a group of people who share the same physical features.
Ethnicity differs from race in that it acknowledges language and cultural differences between people. Ethnicity embodies social, political, and economic constructs.
fizkes // Shutterstock
Ethnicity is defined as a group of people who identify with and share common cultural, social, and ancestral experiences. Often, ethnicity is self-defined whereas race is defined as a group of people who share the same physical features.
Ethnicity differs from race in that it acknowledges language and cultural differences between people. Ethnicity embodies social, political, and economic constructs.
Quiet quitting: How to take advantage of the latest trend to improve your work life
fizkes // Shutterstock
Intersectionality is the acknowledgment or framework for understanding experiences regarding discrimination against race, class, gender, or sexual orientation.
For example, in the U.S., women generally earn 83 cents for every dollar a man makes. However, the amount changes when you factor in another identity:Â Black women earn 64 cents for every dollar a white man makes. This example of intersectionality shows how a gender issue also becomes a race issue. Systemic discrimination and exclusion cannot be solved by homing in on a single issue, but rather by examining and understanding the different forms and layers of oppression that various individuals face.
fizkes // Shutterstock
Intersectionality is the acknowledgment or framework for understanding experiences regarding discrimination against race, class, gender, or sexual orientation.
For example, in the U.S., women generally earn 83 cents for every dollar a man makes. However, the amount changes when you factor in another identity:Â Black women earn 64 cents for every dollar a white man makes. This example of intersectionality shows how a gender issue also becomes a race issue. Systemic discrimination and exclusion cannot be solved by homing in on a single issue, but rather by examining and understanding the different forms and layers of oppression that various individuals face.
Quiet quitting: How to take advantage of the latest trend to improve your work life
Monkey Business Images // Shutterstock
To function efficiently as a team, it's important that employees learn to work with people from myriad backgrounds. This means employees must learn cultural tolerance when interacting with coworkers.
Diverse backgrounds and perspectives can result in an occasional misunderstanding, so it's important that employees know how to handle this. Some methods of fostering cultural tolerance can include encouraging collaboration and conversation so everyone feels like their differences are respected. Welcoming and acknowledging ideas and differences of opinion is also critical. This doesn't mean that all suggestions need to be accepted, but the employee will feel more comfortable if they know their ideas are at least being considered and not dismissed or ridiculed.
Monkey Business Images // Shutterstock
To function efficiently as a team, it's important that employees learn to work with people from myriad backgrounds. This means employees must learn cultural tolerance when interacting with coworkers.
Diverse backgrounds and perspectives can result in an occasional misunderstanding, so it's important that employees know how to handle this. Some methods of fostering cultural tolerance can include encouraging collaboration and conversation so everyone feels like their differences are respected. Welcoming and acknowledging ideas and differences of opinion is also critical. This doesn't mean that all suggestions need to be accepted, but the employee will feel more comfortable if they know their ideas are at least being considered and not dismissed or ridiculed.
Quiet quitting: How to take advantage of the latest trend to improve your work life
fizkes // Shutterstock
Everyone's input in the workplace is required for creating a diverse and inclusive work culture. This can be done by assessing and asking for feedback on workplace culture from team members in person or through anonymous surveys.
This can also mean that managers need to take more initiative to advocate for employees who may not be in a position to do so for themselves. Promoting pay equity, providing equal opportunities for promotions, and standing up for employees who express concerns about harassment, unfair treatment, or other discrimination in the workplace.
It also entails being open to differing opinions, having an open mind about employees' communication styles, handling conflict, and identifying obstacles within the organization that block steps toward a more diverse, equitable, and inclusive work culture.
fizkes // Shutterstock
Everyone's input in the workplace is required for creating a diverse and inclusive work culture. This can be done by assessing and asking for feedback on workplace culture from team members in person or through anonymous surveys.
This can also mean that managers need to take more initiative to advocate for employees who may not be in a position to do so for themselves. Promoting pay equity, providing equal opportunities for promotions, and standing up for employees who express concerns about harassment, unfair treatment, or other discrimination in the workplace.
It also entails being open to differing opinions, having an open mind about employees' communication styles, handling conflict, and identifying obstacles within the organization that block steps toward a more diverse, equitable, and inclusive work culture.
In recent years, the #MeToo movement has shed light on sexual misconduct and other incidents of harassment in the workplace, prompting employers to focus on workplace anti-harassment and bias training.
The rise in remote work due to the pandemic hasn't eased the number of workplace harassment cases. Teams can now take a virtual peek into their coworkers' homes, intimate details that they likely didn't have access to previously. Remote harassment can refer to inappropriate language or microaggressions online.
Among remote workers, 1 in 4 expressed unwelcomed sexual behavior since the start of the pandemic, according to a 2021 survey conducted by learning management system TalentLMS, a learning management system, and nonprofit The Purple Campaign. The behavior took place via videoconferencing calls and internal chat programs.
The Department of Labor procedures encourage prompt reporting and remedying of workplace harassment. After filing a harassment claim to the employee's human resources department, the claim is evaluated, and a decision is made regarding disciplinary action.
In recent years, the #MeToo movement has shed light on sexual misconduct and other incidents of harassment in the workplace, prompting employers to focus on workplace anti-harassment and bias training.
The rise in remote work due to the pandemic hasn't eased the number of workplace harassment cases. Teams can now take a virtual peek into their coworkers' homes, intimate details that they likely didn't have access to previously. Remote harassment can refer to inappropriate language or microaggressions online.
Among remote workers, 1 in 4 expressed unwelcomed sexual behavior since the start of the pandemic, according to a 2021 survey conducted by learning management system TalentLMS, a learning management system, and nonprofit The Purple Campaign. The behavior took place via videoconferencing calls and internal chat programs.
The Department of Labor procedures encourage prompt reporting and remedying of workplace harassment. After filing a harassment claim to the employee's human resources department, the claim is evaluated, and a decision is made regarding disciplinary action.
Quiet quitting: How to take advantage of the latest trend to improve your work life
fizkes // Shutterstock
Implicit bias refers to stereotypes, attitudes, or unconscious bias that someone may have against a person or group. This can lead to unfair decisions that can hinder a person's intentions or choices regarding who gets hired or promoted. Unconscious bias isn't illegal; however, employment discrimination is illegal.
Employment discrimination happens knowingly whereas implicit bias occurs without us being aware of it because it is usually learned behavior over time. Implicit bias can manifest in ways that can negatively affect the team or company overall. If left unaddressed, this can lead to tension whether in the office or over Zoom.
There are various tools to tackle implicit bias such as unconscious bias trainings, as well as listening to employees and encouraging them to express their opinions and concerns. It's also important to avoid stereotypes and to be mindful of how your thoughts and emotions may be based on previous experiences, instead of the person or situation at hand. If employers only hire people who think or look like them, this can reaffirm biases, affecting team morale and productivity.
This story originally appeared on JobSage and was produced and distributed in partnership with Stacker Studio.
fizkes // Shutterstock
Implicit bias refers to stereotypes, attitudes, or unconscious bias that someone may have against a person or group. This can lead to unfair decisions that can hinder a person's intentions or choices regarding who gets hired or promoted. Unconscious bias isn't illegal; however, employment discrimination is illegal.
Employment discrimination happens knowingly whereas implicit bias occurs without us being aware of it because it is usually learned behavior over time. Implicit bias can manifest in ways that can negatively affect the team or company overall. If left unaddressed, this can lead to tension whether in the office or over Zoom.
There are various tools to tackle implicit bias such as unconscious bias trainings, as well as listening to employees and encouraging them to express their opinions and concerns. It's also important to avoid stereotypes and to be mindful of how your thoughts and emotions may be based on previous experiences, instead of the person or situation at hand. If employers only hire people who think or look like them, this can reaffirm biases, affecting team morale and productivity.
This story originally appeared on JobSage and was produced and distributed in partnership with Stacker Studio.
A look at the top cities Americans are moving to for work
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The COVID-19 pandemic remade the virtual work landscape, untethering millions of workers from their offices and setting in motion an accelerated migration out of cities like New York and San Francisco. Two years on, people have continued to move overwhelmingly to warmer climates and smaller metros in the Sun Belt, where a lower cost of living with less population density has proven popular with newcomers. While large influxes into Sun Belt cities—such as Austin, Texas; Tampa, Florida; and Nashville, Tennessee—pre-date the COVID-19 pandemic, the impact of the global health crisis has undoubtedly sped up the population growth in these cities.
Smaller Sun Belt cities that have seen some of the most extreme growth over the past several years have also been among the hardest hit by soaring rents and housing prices. As higher-income remote workers have moved from more expensive cities, demand for housing continues to outpace supply, inflation surges ever higher, and communities across the country are experiencing affordable housing crises.
To determine the cities experiencing the most growth from both remote and in-person workers, Angi examined LinkedIn's June 2022 Workforce Report. LinkedIn, which is the largest social networking platform for professionals in the world with over 186 million Americans members alone, compiled this list by analyzing member data to find the net migration rate of its members between U.S. cities over the past year. The net migration rate was calculated by determining the number of members changing their location on their LinkedIn profile per 10,000 members.
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The COVID-19 pandemic remade the virtual work landscape, untethering millions of workers from their offices and setting in motion an accelerated migration out of cities like New York and San Francisco. Two years on, people have continued to move overwhelmingly to warmer climates and smaller metros in the Sun Belt, where a lower cost of living with less population density has proven popular with newcomers. While large influxes into Sun Belt cities—such as Austin, Texas; Tampa, Florida; and Nashville, Tennessee—pre-date the COVID-19 pandemic, the impact of the global health crisis has undoubtedly sped up the population growth in these cities.
Smaller Sun Belt cities that have seen some of the most extreme growth over the past several years have also been among the hardest hit by soaring rents and housing prices. As higher-income remote workers have moved from more expensive cities, demand for housing continues to outpace supply, inflation surges ever higher, and communities across the country are experiencing affordable housing crises.
To determine the cities experiencing the most growth from both remote and in-person workers, Angi examined LinkedIn's June 2022 Workforce Report. LinkedIn, which is the largest social networking platform for professionals in the world with over 186 million Americans members alone, compiled this list by analyzing member data to find the net migration rate of its members between U.S. cities over the past year. The net migration rate was calculated by determining the number of members changing their location on their LinkedIn profile per 10,000 members.
A look at the top cities Americans are moving to for work
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Net migration rate: 33.05
Most people who moved to Phoenix in June 2021 came from Los Angeles, Chicago, and Tucson. The fifth-largest city in the United States' biggest employers are American Express, which employs over 9,000 residents, and Banner Health, one of the largest health care systems in the country and the largest employer in Arizona, employing nearly 11,000 people in Phoenix alone. As of May 2022, Phoenix's unemployment rate was 2.9%, well below the national rate of 3.6%.
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Net migration rate: 33.05
Most people who moved to Phoenix in June 2021 came from Los Angeles, Chicago, and Tucson. The fifth-largest city in the United States' biggest employers are American Express, which employs over 9,000 residents, and Banner Health, one of the largest health care systems in the country and the largest employer in Arizona, employing nearly 11,000 people in Phoenix alone. As of May 2022, Phoenix's unemployment rate was 2.9%, well below the national rate of 3.6%.
A look at the top cities Americans are moving to for work
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Net migration rate: 35.2
Unsurprisingly, theme parks and resorts dominate Orlando's job market. Walt Disney World Resort employs a staggering 70,000 people, while an additional 24,000 work at Universal Orlando Resort. Other big industries in the city include health care and education. In 2022, Orlando was near the top of the list of U.S. cities with the most extreme housing shortages for low-income renters, a crisis exacerbated by an influx of new residents unimpeded by the pandemic.
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Net migration rate: 35.2
Unsurprisingly, theme parks and resorts dominate Orlando's job market. Walt Disney World Resort employs a staggering 70,000 people, while an additional 24,000 work at Universal Orlando Resort. Other big industries in the city include health care and education. In 2022, Orlando was near the top of the list of U.S. cities with the most extreme housing shortages for low-income renters, a crisis exacerbated by an influx of new residents unimpeded by the pandemic.
A look at the top cities Americans are moving to for work
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Net migration rate: 42.92
The Colorado capital saw an influx of workers from Chicago, San Francisco, and Washington, D.C. since June 2021. Major industries in Denver include energy, aerospace, information technology, broadcasting, and telecommunications. Over the past year, home prices in Denver have risen 21% due to a surge in demand that has outstripped available housing in the city.
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Net migration rate: 42.92
The Colorado capital saw an influx of workers from Chicago, San Francisco, and Washington, D.C. since June 2021. Major industries in Denver include energy, aerospace, information technology, broadcasting, and telecommunications. Over the past year, home prices in Denver have risen 21% due to a surge in demand that has outstripped available housing in the city.
A look at the top cities Americans are moving to for work
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Net migration rate: 44.77
Aviation and aerospace jobs abound in the Fort Worth and Dallas area, as American Airlines headquarters and Lockheed Martin's plant employ thousands of residents. AT&T and Bank of America are other large employers in the metro area. Most workers who have moved to Dallas and Fort Worth since June 2021 are from Los Angeles, Chicago, and New York City.
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Net migration rate: 44.77
Aviation and aerospace jobs abound in the Fort Worth and Dallas area, as American Airlines headquarters and Lockheed Martin's plant employ thousands of residents. AT&T and Bank of America are other large employers in the metro area. Most workers who have moved to Dallas and Fort Worth since June 2021 are from Los Angeles, Chicago, and New York City.
A look at the top cities Americans are moving to for work
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Net migration rate: 51.74
Major tech companies like Apple, Amazon, and Meta have been focusing on the Raleigh and Durham areas, joining an already-burgeoning tech scene there. The cities have also seen an influx of remote workers moving to take advantage of the lower cost of living. North Carolina private schools have seen a surge in enrollment during the 2021-22 school year, while public schools have been losing students.
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Net migration rate: 51.74
Major tech companies like Apple, Amazon, and Meta have been focusing on the Raleigh and Durham areas, joining an already-burgeoning tech scene there. The cities have also seen an influx of remote workers moving to take advantage of the lower cost of living. North Carolina private schools have seen a surge in enrollment during the 2021-22 school year, while public schools have been losing students.
A look at the top cities Americans are moving to for work
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Net migration rate: 51.75
Banking and financial services dominate Charlotte's major industries, with Bank of America, as well as Wells Fargo's East Coast headquarters, located in the city. These two large financial institutions employ over 42,000 people. Another major employer is Atrium Health, a hospital network that employs 39,000 Charlotte residents. The city's rapid rate of population growth is expected to continue; by 2050, Charlotte is projected to grow by 50%.
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Net migration rate: 51.75
Banking and financial services dominate Charlotte's major industries, with Bank of America, as well as Wells Fargo's East Coast headquarters, located in the city. These two large financial institutions employ over 42,000 people. Another major employer is Atrium Health, a hospital network that employs 39,000 Charlotte residents. The city's rapid rate of population growth is expected to continue; by 2050, Charlotte is projected to grow by 50%.
A look at the top cities Americans are moving to for work
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Net migration rate: 55.85
With an unemployment rate far below the national average, at 2.3% as of May 2022, several industries employ large numbers of workers on a seasonal basis in Jacksonville, including hospitality and agriculture. Other top industries include health care, finance, and insurance. Other top industries include health care and finance and insurance. The influx of new residents has created a hot housing market in the city, with average home prices rising almost 26% between May 2021 and May 2022. Rent prices have also skyrocketed, pricing out long-time residents.
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Net migration rate: 55.85
With an unemployment rate far below the national average, at 2.3% as of May 2022, several industries employ large numbers of workers on a seasonal basis in Jacksonville, including hospitality and agriculture. Other top industries include health care, finance, and insurance. Other top industries include health care and finance and insurance. The influx of new residents has created a hot housing market in the city, with average home prices rising almost 26% between May 2021 and May 2022. Rent prices have also skyrocketed, pricing out long-time residents.
A look at the top cities Americans are moving to for work
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Net migration rate: 72.39
Tampa Bay's housing market was one of the most impacted by pandemic migration, with the average number of available houses each month dropping by 75% while home prices rose by 28%. Tourism, manufacturing, and financial services are among the major industries in the area, which includes the cities of Tampa, St. Petersburg, and Clearwater. Its seaports, including Port Tampa Bay, are also drivers for the region's economy.
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Net migration rate: 72.39
Tampa Bay's housing market was one of the most impacted by pandemic migration, with the average number of available houses each month dropping by 75% while home prices rose by 28%. Tourism, manufacturing, and financial services are among the major industries in the area, which includes the cities of Tampa, St. Petersburg, and Clearwater. Its seaports, including Port Tampa Bay, are also drivers for the region's economy.
A look at the top cities Americans are moving to for work
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Net migration rate: 77.23
Workers from Los Angeles, Chicago, and New York City have flocked to Nashville since June 2021. Major industries include education, health services, and trade and transportation. The city's largest employer is Vanderbilt University and Medical Center, where almost 25,000 residents work. The cost of living has increased dramatically over the past decade, with housing prices more than doubling and nationwide inflation driving up food and gas prices. The city has also become far more populous, gaining roughly 400,000 new inhabitants.
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Net migration rate: 77.23
Workers from Los Angeles, Chicago, and New York City have flocked to Nashville since June 2021. Major industries include education, health services, and trade and transportation. The city's largest employer is Vanderbilt University and Medical Center, where almost 25,000 residents work. The cost of living has increased dramatically over the past decade, with housing prices more than doubling and nationwide inflation driving up food and gas prices. The city has also become far more populous, gaining roughly 400,000 new inhabitants.
A look at the top cities Americans are moving to for work
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Net migration rate: 132.86
Over the last several years, Austin has become a hub for big tech companies and startups, drawing speculation that it is destined to become the next Silicon Valley. Google, Oracle, Apple, Meta, and other massive tech companies have already established secondary offices there. Between 2010 and 2020, Austin's cost of living increased by 17.8%, the 12th-largest increase of all American metro areas. The greatest influx of workers to Austin has come from the San Francisco Bay Area, Los Angeles, and New York City.
This story originally appeared on Angi and was produced and distributed in partnership with Stacker Studio.
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Net migration rate: 132.86
Over the last several years, Austin has become a hub for big tech companies and startups, drawing speculation that it is destined to become the next Silicon Valley. Google, Oracle, Apple, Meta, and other massive tech companies have already established secondary offices there. Between 2010 and 2020, Austin's cost of living increased by 17.8%, the 12th-largest increase of all American metro areas. The greatest influx of workers to Austin has come from the San Francisco Bay Area, Los Angeles, and New York City.
This story originally appeared on Angi and was produced and distributed in partnership with Stacker Studio.
Flamingo Images // Shutterstock
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