Creating a Long-term Vision of Work in a World with a Short-term View
Creating a Long-term Vision of Work in a World with a Short-term View
In this issue: Creating a Long-term Vision of Work in a World with a Short-term View / 3 Ways Leaders Must Give Meaning To Work In The Office /13 benefits and challenges of cultural diversity in the workplace / The Lighter Side of Quitting
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I'm Andrea J. Miller and this is my “On Leading Well” Newsletter. I send this to people in my networks, people I’ve met recently, and friends I want to keep in touch with. You can unsubscribe (SEE THE VERY BOTTOM OF THE EMAIL) anytime, I won’t be offended
Creating a Long-term Vision of Work in a World with a Short-term View
I recently heard what’s become a familiar story.
It was about a relatively recent college grad, who’d quit his job.
On the surface, it was a good job.
It was at a start-up, and it paid well.
He began remotely.
And was happy at first.
He did what he thought they wanted until he found out it wasn’t.
You see, the onboarding was vague, and his role was never very clearly defined.
And he didn’t have many opportunities to connect with his distributed team.
When they finally did speak, his manager said he expected more “passion” from him for the work (read passion in the form of 60-70+ hours/week).
It was only a matter of time before he realized it was a bad fit and quit.
Managing in Our Post-COVID Reality
It’s easy to criticize Gen Z and Millennials for not sticking it out.
After all, previous generations typically stayed and made the best of it, but then there really didn’t seem like there was much choice.
It was a different time.
Life was different
The pressures were different.
Work was different.
Good, bad or indifferent there was a greater sense of loyalty on both sides.
But over time that’s been replaced with the feeling that nobody cares.
When employees do leave, they’re often viewed as expendable…and for the most part are, though at a price (for everyone).
This isn’t meant as a criticism of employers or employees, quite the contrary.
It’s a call to change the workplace and REALLY examine how we all show up – to look at the values, hopes, and expectations of both sides.
That young man should never have had to leave… because the truth is he never should’ve taken that job in the first place.
We’ve lost our long-term vision and replaced it with a desire for short-term gains.
This isn’t new, companies have been doing it for decades.
What’s changed is that employees have started doing it too.
Which leaves us at an impasse.
Companies are scrambling to address the breakdown of old societal and employment norms in a now rapidly changing world, and employees are leaving for the next best thing or, sometimes, nothing at all.
Finding a good solution is a difficult task… or is it?
We human beings can often be quite complicated and are also often incredibly simple… about certain things.
Research shows that once our basic needs are met (thank you, Abraham Maslow), what truly motivates us is generally intrinsic.
We want to feel valued and, at the same time, have the chance to fully realize our potential, and relatedly find greater meaning in the “what and why” of our work.
So, each day that your employees move further away from being able to achieve their potential the closer they may also be moving closer to the door.
Yes, I know this is a vast over-simplification (my specialty) of the growing problem, of how to get your best talent to stay…but it’s an awfully good place to start.
A Few Things to Think About
1. Values-based interviewing – What matters to the individual and the company? Do your values align for a good culture fit or will that person want to leave when the next best offer gets texted to them? Look for alignment.
2. Organizational Opportunities for Growth – Develop a culture of learning. Cohort-based structured programs provide exceptional opportunities for learning and collaboration, but so do daily conversations with colleagues in the organization, peer-to-peer coaching, mentorship programs, etc. Creating a culture of learning and helping your staff reach their potential doesn’t have to be expensive, but it does need to be thoughtful.
3. Show Them You Care – People often stay for people. A few kind words and acknowledgment for a job well-done, along with helpful feedback that helps people grow can be more impactful for retention than a long list of perks. If staff feel truly valued, cared for, and connected with their organization they are far more likely to stay, and, so are their colleagues/friends at the organization.
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RECOMMENDED LISTENS, READS
3 Ways Leaders Must Give Meaning To Work In The Office -
Meaning of work: set and achieve goals, sustain culture, and create the future
13 benefits and challenges of cultural diversity in the workplace
From the Virgin Group to Disney and PricewaterhouseCoopers, organizations across industries are embracing the benefits of a diverse workforce. But with benefits necessarily come challenges of working across borders, cultures, and languages.
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The Lighter Side of Quitting
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Are there any other subjects you want me to cover? Have Questions? Or, Need a Coach to Help You Create Your Wild and Precious Life… Hit “Reply” and tell me!
I love hearing from you :)!
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Andrea J. Miller
+1 (646) 556-5401 (Whatsapp)