It is no surprise that the world is different than it used to be, even just 10 years ago. The more time that goes by the faster things change and, in the age of technology, it doesn’t take very long for rapid improvements (or digressions) to take place. It is a fast-paced market out there, so companies and individuals are having to figure this out on a continual basis, particularly in the workplace. Whether it’s dealing with customers, the internet, a pandemic, the incoming workforce, or even just changes in leadership, there is rarely a year (maybe a day) that passes without some big thing happening which we must adjust to in order to keep up with our job duties.
One of the changes I’ve witnessed over the last few years is the transformation of workforce personnel. Now, on one hand I actually believe that humans are humans and while things can look different at particular points in history, we’ve kind of always acted out some sort of repeatable behavior along the way. Regardless, I truly believe that even if there hasn’t been a dramatic change in how people behave, what is acceptable or allowed has changed, for better or worse. To the point now where companies who once felt as if they were in control, since they had the pay, benefits, and status, to offer potential employees, are now at the mercy of individuals who are dictating the marketplace in a “free agent” style approach to where they work.
Like most things we address from the Jon Harrison team, we think there is a balanced approach here that isn’t either of the extremes people most often fall into on this subject.
While I can understand the organizational frustration at the flip from a “hirer market” to a “hiree market”, I can also see the other side where for years and years, people had to put up with workplace dysfunction just to keep their job. So, let’s quickly hit both sides and see if we can find a compromising middle ground.
Considerations for Companies –
Realize that not everything about the “old days” was correct or even effective. It was no doubt easier to retain folks in the past when you really didn’t have to worry about how people felt about their work environment, you just had to get them in the door. Due to lack of opportunities, some sense of loyalty, etc. you could keep enough employees, or hire to backfill your turnover at a pretty relaxed rate. Granted there are added complexities today, but ultimately, I think it still comes down to culture. Teamwork doesn’t happen in a place where every feels they have to fend for themselves because leadership isn’t supportive.
Just think what could happen if you put some of the time, money, and effort that you are now spending to post jobs, recruit, onboard, etc. into the environment and culture of your organization. I’m not saying it’s a complete fix or that you won’t have to do some of that, but we are going to continue repeating the same exhausting cycles until we get to the bottom of why aren’t people staying here? Please don’t use the copout responses of lack of work ethic, entitled, kids are different now, and all that stuff. Is there some merit to pieces of that, sure. Is it the real problem? No. There are still great people out there and they want to work at great companies. People’s definitions of success might determine that today how they feel about their time at work is more important than what they do, or even how much they are paid. So, before you write off the entire incoming workforce and just hope that your veterans stay until they are 90, maybe consider is this the kind of environment that can attract and retain star employees?
Considerations for Individuals –
It’s true that businesses haven’t always done the right things. Maybe unethical practices, manipulation, or even not offering a level of wages and benefits to meet all employee’s needs. But also realize that not every company is the devil and organizations are made up of human beings just like yourself and some of them have done the right things for a long time, and even more are trying to do that now. That doesn’t mean we trust every company 100% and pretend to be naive, but we can’t throw out the baby with the bathwater. For any work environment to improve or stay at a high level, it will take both parties (management and front line) to being better.
Lastly, let me address the “contractor approach” that is very prevalent right now. One of the positives to this is that, in the world we live in, it is very possible for a person to not sign on with ANY company solely, and instead offer their services on a one-off or contractual basis. If you have an experienced skill set and don’t need the security of a company health plan, PTO, etc. then more power to you! I do believe the world is run by small businesses, because they were all small at one point. So, if the contractor life is doable for you, then that is awesome. But on the flip side, if you do have a “traditional” employer, realize that you can’t have it both ways.
My 5-year-old, who I’ve referenced in my writing before because he provides enough material for a new book every day, just did this recently and it instantly made me think of how some of us operate at work. Jack (my son) got frustrated at his almost 2-year-old brother, as he often does, because we were cleaning up toys in the living room and Carter kept “messing up” what Jack was putting into the toy bins. As he got increasingly frustrated, I tried to give him an alternative and told him “Ok Jack, why don’t you go pick up the toys in your room while I help Carter finish the ones out here.” Because he handles a change in direction as well as a speeding freight train, that pushed him over the top and he stormed to his room loudly declaring “FINE! I’m going to my room and I’m going to stay there FOREVER, and no one come in here!” A few minutes later Jack stomps back out to the family room and says, “Why isn’t anyone helping me in here?!
Kids, right? But how different is his reaction than what some of us do at work? What I mean by that is that you can’t want everyone to leave you alone and then be upset that no one is helping you. This happens more than it should, and I think it comes from a place of us, as employees, wanting to have that “contractor flexibility” but the “company benefits”. If we have the mindset that as soon as something happens that I don’t like then I’m out, or I stay but shutdown, then we are perpetuating the very workplace culture that we claim to be “toxic”.
If we “sign on” with a company because we feel like it’s a good fit, good opportunity for growth, security for me and my family, etc. then we are signing up to be an active member of that team and assist in moving it forward. You don’t have to be best friends with your coworkers, you don’t even have to love your boss, but what you can’t do is assume a sense of entitlement that says, “yes I want everything I think I’m owed, but I don’t owe anything back to the company myself.” Well, you can do that, but not with a positive outcome. Realize that most of the people you interact with all day long are in a similar position as you. They are not the ultimate decision makers in their job either, they are just in charge of making the same decision that you must make every day. Am I going to be the reason someone else enjoys working here today or am I going to pass along the dysfunction that I’ve previously experienced.
It's a tough decision some days, I get that. There may be a point where you do need to leave and find a company that better aligns with your values and / or skill set, or maybe a true contractor’s approach is the right fit for you. But wherever you end up, remember this… the best companies are looking for the best employees too. So, are we being someone who can fit into a positive workplace that has clear expectations and accountability? Because this work environment thing has to be a two-way street, otherwise it’s just a runway for launching potential employees and potential employers into the wild blue yonder.
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