The Great Resignation & The Future Of Work: Andrew Rosen Of Diversified On How Employers and Employees Are Reworking Work Together
An Interview with Karen Mangia
Hire for your core values. If you hire to your company’s core values, you can teach the job, and you’ll get an employee that is happy with your company and who you’re happy with having there.
When it comes to designing the future of work, one size fits none. Discovering success isn’t about a hybrid model or offering remote work options. Individuals and organizations are looking for more freedom. The freedom to choose the work model that makes the most sense. The freedom to choose their own values. And the freedom to pursue what matters most. We reached out to successful leaders and thought leaders across all industries to glean their insights and predictions about how to create a future that works.
As a part of our interview series called “How Employers and Employees are Reworking Work Together,” we had the pleasure to interview Andrew Rosen, CFP.
Andrew is the president of Diversified LLC, a comprehensive financial planning and investment firm that is ranked #9 in the top 50 fastest growing RIAs by FA Magazine. As a financial planner, he forges lifelong relationships with clients, coaching them through all stages of life and guiding them to better achieve their life goals. Andrew loves helping others by spreading his knowledge on finance, investments and the pursuit of happiness, and does so through his nationally recognized blog, his contributions to Forbes and Kiplinger, and his appearances in other publications and television programs.
Thank you for making time to visit with us about the topic of our time. Our readers would like to get to know you a bit better. Can you please tell us about one or two life experiences that most shaped who you are today.
One of the life experiences that most shaped who I am today was losing my father. Through smart planning, my mom was left in a good financial position, and it changed the course of my life — I wanted to help others plan for their own lives financially. I feel lucky that I get to help others prepare not only for the unforeseen aspects of their future, but that I get to see the most excellent parts of their lives, from their weddings and the birth of their children to the celebrations of their retirement.
Let’s zoom out. What do you predict will be the same about work, the workforce and the workplace 10–15 years from now? What do you predict will be different?
In 10–15 years from now, there will still be work to be done and people to do it, but I think how we complete that work will be different. Where you’re located doesn’t matter for many types of jobs, and collaboration can happen across many time zones and cultures. All that’s to say, that hybrid and remote work isn’t going anywhere. With that, you need to trust that your employees don’t physically need to be under your roof in order to complete their jobs and to do them well.
What advice would you offer to employers who want to future-proof their organizations?
Don’t be afraid of change — one of our core values at Diversified is to challenge the status quo, and we believe that allows for innovation and forward progress. Speaking of core values, having a strong company culture is, in my opinion, necessary to future-proofing your company. Employees want to work with a company that aligns with their own core values and where they feel like they’re valued and appreciated, and having clear core values and a mission, and being transparent with your employees, facilitates that situation.
What do you predict will be the biggest gaps between what employers are willing to offer and what employees expect as we move forward? And what strategies would you offer about how to reconcile those gaps?
I think one of the biggest gaps is that employees want and need flexibility and want to choose an employer that fits with their own ideals and value system, and employers that don’t prioritize these aspects will be left behind. If you don’t evolve and treat your employees as people first, with lives outside of work, you’ll lose out on the best and most talented people that can make your company better. Offering your employees a company that has a solid mission statement and core value system also gives employees a clear expectation of what they can expect from you, which is necessary.
We simultaneously joined a global experiment together last year called “Working From Home.” How will this experience influence the future of work?
Working from home is the future of work in some form or another — we’ve already seen how it has shaped how we do business in this country. While we don’t need everyone in the office all of the time, many of our employees enjoy coming into the office so we are designing a new building with space that’s tailor made to their needs and wants. We also want our remote employees to feel comfortable and valued in their environments. It’s a balance, and ultimately it is individual and up to how each person works best, and what is the best fit for their lifestyle and their needs.
We’ve all read the headlines about how the pandemic reshaped the workforce. What societal changes do you foresee as necessary to support a future of work that works for everyone?
The pandemic has changed so many aspects of our lives and work is certainly one of them. The workforce is constantly changing and evolving, and with more people used to working remotely in many jobs, that talent pool is larger and more qualified in many cases. As we continue to deal with this pandemic, the societal changes that we need to implement include supporting employees, not only from an employment perspective but in their mental health and to promote work life balance. Naturally when we blur the lines between work and home, it’s easier and easier to continue working well into the evening, or respond to emails on a weekend or after hours. Employers need to promote positive work-life balance for their employees, and encourage mental health breaks and programs to support them during these stressful times.
What is your greatest source of optimism about the future of work?
The energy and strive to change the world in the younger generation is inspiring, and is a source of optimism that I look forward to regarding the future of work.
Our collective mental health and wellbeing are now considered collateral as we consider the future of work. What innovative strategies do you see employers offering to help improve and optimize their employee’s mental health and wellbeing?
This is of the highest importance, especially lately. At Diversified, we offer every other Friday off in order to promote work-life balance, in addition to flexible schedules and unlimited PTO. We’ve piloted programs that include online wellness, yoga and stress reduction classes, in addition to employee programs that are specifically designed around improving our workspaces or sending each other gifts to brighten someone’s day.
It seems like there’s a new headline every day. ‘The Great Resignation’. ‘The Great Reconfiguration’. And now the ‘Great Reevaluation’. What are the most important messages leaders need to hear from these headlines? How do company cultures need to evolve?
All of these headlines reiterate the same topic and the message you need to hear is — your employees are your greatest asset. You can’t run a great company without great people, and when you have those great people, treat them well. Value them. Listen to what they need.
Let’s get more specific. What are your “Top 5 Trends To Track In the Future of Work?”
- Hire for your core values. If you hire to your company’s core values, you can teach the job, and you’ll get an employee that is happy with your company and who you’re happy with having there.
- Hybrid work is here to stay. Employees helped companies survive through a pandemic by working remotely, and working remotely in some form is here to stay. As an employer, remain flexible and trust that your employees will continue to do their best work where they work best.
- Compensation isn’t the only thing that attracts talent. Great employees also want excellent company culture, shorter work weeks, unlimited PTO, and flexibility.
- Wellness will be key. Employers will emphasis both physical and mental wellness by encouraging both in the workplace and in home offices.
- Employees want a company with values. Talent wants to work for a company where they feel aligned with the mission and values, and you won’t attract top talent if you don’t have an a clear mission statement or set of core values.
I keep quotes on my desk and on scraps of paper to stay inspired. What’s your favorite “Life Lesson Quote”? And how has this quote shaped your perspective?
My favorite life lesson quote is “ People don’t care what you know until they know that you care”.
We are very blessed that some of the biggest names in Business, VC funding, Sports, and Entertainment read this column. Is there a person in the world, or in the US, with whom you would love to have a private breakfast or lunch, and why? He, she, or they might just see this if we tag them.
I’d love to have breakfast or lunch with the boss himself, Bruce Springsteen. On so many levels I’d love to have a meal with him. His music has tied my family together and been part of a special bonding with my father, may he rest in peace.
Our readers often like to continue the conversation with our featured interviewees. How can they best connect with you and stay current on what you’re discovering?
You can find me at https://diversifiedllc.com on Twitter, LinkedIn, Instagram, Facebook, YouTube or Pinterest.
Thank you for sharing your insights and predictions. We appreciate the gift of your time and wish you continued success and good health.
About The Interviewer: Karen Mangia is one of the most sought-after keynote speakers in the world, sharing her thought leadership with over 10,000 organizations during the course of her career. As Vice President of Customer and Market Insights at Salesforce, she helps individuals and organizations define, design and deliver the future. Discover her proven strategies to access your own success in her fourth book Success from Anywhere and by connecting with her on LinkedIn and Twitter.
