Talented people across the country are hungry to be part of something great and meaningful. But they are also incredibly stressed out about the state of the country, the economy, inflation, their families, paying for college, trying to buy a house. The list goes on and on.
In the midst of that turmoil, we’re all trying to find meaning in the work we do. Ask Millennials and Gen Z and that’s at or near the top of their list. Very few of us can change the world individually. But as a company? As a group of inspired people committed to building a nurturing culture and combining our talents to achieve the extraordinary? That’s something to make Monday mornings exciting again. That’s what people are searching for. Twenty-five percent of the workforce didn’t jump to jump. They’re looking for something better.
It’s time to get personal.
For lots of reasons – many of them good – companies often shy away from making things too “personal” or “individualized” for their employees. It seems more important to foster a sense of fairness and equality with everyone being treated the same. In certain aspects of employment that is exactly as it should be. But I’d also argue when it comes to our employees’ individual development, a new approach focusing on each person’s personal growth trajectory could be a mutually beneficial catalyst to push both our people and our companies forward.
In this hiring environment, any efforts directed at employee retention have to start with the employee. That may sound obvious, but not as much as you’d think. Most companies think company first. Understandably so. Employees? Usually down the list somewhere past shareholders, owners, sometimes even past clients, and vendors. That needs to change. Almost 100 percent of the workforce is in play. Helping our employees become the best versions of themselves is the greatest investment we can make right now.
When was the last time you asked your employees what it is they want from their careers? Have you ever asked them about their aspirations? Their ideas? What they think could improve the performance of your organization? It’s so easy to get caught up in looking at the big picture that we lose sight of all the individual pieces that make it up. What if we shifted our focus from what we need, to what our people need?