Well-being and Personal Growth is Driving Workers’ Decisions
What drives us as humans and what's important to us as people is morphing. Once motivated solely by money, ego and status we've become all the wiser to see that these are not aspects that bring us happiness, meaning, and purpose. Our motivations are shifting as a collective to that of connection, authenticity and compassion.
In this GREAT TRANSITION, finding and keeping talent is proving to be a real challenge. It's a worker's labor market that our country hasn't seen in more than 50 years, and a huge sign that times are changing.
Boomers are transitioning into a new era of their lives while Gen Z ushers in. From the perspectives of Gen X and Millennials, they've had to watch the Boomers lead with ego and authority (and get away with it), conform to 'always in the office' mode of work, and succumb to the demands of 60-80 hour work weeks to "get ahead". They've also had to endure the hierarchy of triangular leadership that once was.
As old things come to an end, new things are invited in. The hierarchy has flattened and the triangle is softening to a circle. It's certainly a time to celebrate as companies prepare for the future through succession plans and investment in improving their leaders with human development. Skills that make people true leaders from the inside out will allow them to bring their whole self and a human-first approach. If your company hasn't started this process, there's no better time.
More than 4.5 million people left their jobs in March 2022. That is staggering, and you may or may not be surprised to hear that many executives (up to 34% execs) are the ones walking out. Why?
While there are various reasons the most common is to focus on well-being. People became more self-aware and introspective during the pandemic whether they chose it or it was forced upon them. Knowing how resilient we are as humans, and at the same time how fragile life is, puts things into perspective. How worth it is it to be unhappy every day for the sake of a title and money? Those that don't find meaning in their current roles or who aren't aligned with the company values are turning their focus elsewhere. Inward.
For some, this means taking a break while others may continue with their livelihood while going on the journey. There is no right way. It's this inner focus and relationship with themselves that many people at senior levels have been avoiding, neglecting and yearning to strengthen. They've always had a million reasons not to cultivate this inner relationship but once time slowed down they saw past their own excuses. It's become increasingly clear to know oneself is to know others. To be whole and authentic is to bring one's humanity to the forefront in service AND to live more fully.
Check out this fantastic, relevant article by Russell Reynolds The New Wellness at Work: Improving Culture via Employee Well-being
Skills that make people true leaders from the inside out will allow them to bring their whole self and a human-first approach.
From an HR, DEI, and Talent Development perspective I see organizations getting more creative and innovating in ways they grow and serve their people. Yet it's a slow start. Where is the ongoing programming and accountability for personal and professional growth? Not just career growth and technical trajectory. Truth is, the younger generations don't really care about title. After this role, you're up for this one...from associate to VP to MD etc. They care about the actual work they do each day and the meaning they derive from it. They care about the relationships and connections they have with their peers, leaders and clients. They care about treated like a human being by human beings. They care about being cared about.
We know the days of the healthy snacks, gym stipends and office perks are over, so what else can be done? Health benefits and EAPs are a given, they're just expected and not seen by anyone as an added benefit to them. I recently read stats in a LinkedIn report that said: mental health offerings are a top three priority for women, and 32% Gen Z, 24% millennials, 17% Gen X, 11% baby boomers say mental health offerings are top of mind.
By thinking out of the box you can respond, inspire and energize your workforce to take better care of their overall well-being. It's what they want. Think meditation sessions, mindfulness training, emotional intelligence tools, self-awareness courses, group coaching, off-sites, retreats, unique human experiences that deepen bonds.
What people want is actionable insights that help them grow and evolve as a human being. They want skills that deepen their relationships, enhance their connections, help them understand and regulate themselves. They want to be better people and expand their perspectives not just their technical knowledge. Essentially, they want to be more wise and relatable. They want to be authentically themselves.
Does your company support the personal growth and human development of its people? Do you engage in programs to develop mindful leaders? Do you incorporate well-being and self-leadership in personal development plans? Does your executive team have a human-first approach? If not, what are you expecting to happen over the next year in your organization? If yes, what impact and growth have you realized in the company?
The ROI is not that difficult to define. Investment in human development for your leaders means less turnover and higher retention, increased morale, improved relationships. This greatly affects the bottom line...less losses, more wins, more GROWTH!
