Old Thinking vs New Thinking
Power has shifted from employer to employee
First off, this is from a recruitment and retention perspective with understanding that millennials are now the driving force within the global economy and they expect more transparency, more honesty, and a more personal approach.
- Employees are the biggest risk vs Employees are the biggest asset
If you treat your employees with respect and you involve them in your decision making, they’ll go the extra mile for you, regardless of their job title. Your employees are your most critical influencers.
“Culture is about performance, and making people feel good about how they contribute to the whole.” ~ Tracy Streckenbach interview, Clear Goals Matter More than Mission, The New York Times
2. Top Down Communication vs Open Communication
Open communication fosters loyalty and a commitment to job performance excellence. It provides employees access to executives which develops an organizational synergy.
“The single biggest problem in communication is the illusion that it has taken place.” ~ George Bernard Shaw, playwright
3. Skill over behavior vs Behavior over skill
How often have you heard “gain trust” or “build rapport”?
“If you hire people just because they can do a job, they’ll work for your money. But if you hire people who believe what you believe, they’ll work for you with blood and sweat and tears.” ~ Simon Sinek
4. Manage Time vs Empower results
The future of work is in autonomy. If you keep a tight leash on your employees, your company will suffer in the long run.
“It isn’t effective or productive to force your employees to do anything. Choice empowers people and makes for a more content workforce.” ~ Sir Richard Branson
5. Rigid Work Schedule vs Flexible Work Schedule
Allowing your employees flexibility in their schedules — whether that means working from home, flex hours or unlimited vacation time — it will only serve to benefit the bottom line.
“It has a positive effect on corporate culture. Employees know that you trust them, are not micromanaging them, and are providing them the flexibility to work from where they want, when they want, as long as they are delivering results.” ~ Shapiro.
6. At your Desk vs Mobile
Mobility has allowed workers to work from anywhere with a Wi-Fi connection, and it’s quickly becoming the norm. Giving employees freedom to work from home or have flexible, non-traditional schedules can help boost morale.
“Bolting an employee to their desk is unlikely to improve your business outcomes.” ~ Shapiro
7. Work for the Weekend vs Do Something You Love
Research shows that great work (award-winning work) is produced when people focus on doing something others love. The Great Work Study showed that 88% of projects that earned awards began with an employee asking their own version of the question
What difference could I make that other people would love?
8. Corporate Jargon vs Genuine Honesty
Business jargon confuses and alienates employees while hampering productivity more often than it helps resulting in the ‘curse of knowledge’. Striving for clarity and simplicity in directions, requests, inquisitions, and goal setting will help to ensure that everyone is working towards the same goals.
“To effectively communicate, we must realize that we are all different in the way we perceive the world and use this understanding as a guide to our communication with others.” ~ Tony Robbins
9. Double Standard vs One standard
Again, black and white. The owner of a company can do whatever he wants. The employee of the company has to do what the employer says. Sorry, different standards. You can also have some opportunity — or no opportunity. Take your pick.
10. Fear of Failure vs Fail often and fast
Learn from failure and embrace failure. The central pieces to this are: how well you experiment, how you create your experiments and how you learn from them. It’s not about taking a big risk and failing.
“Move fast and break things. Unless you are breaking stuff, you are not moving fast enough.” ~ Mark Zuckerberg
11. Enrich Shareholders vs Enrich Lives
Engaged employees are more likely to put customers first and are less likely to leave their jobs, brings higher employee satisfaction and motivation, which increases business profitability and ROI.
“If you look after your staff, they’ll look after your customers. It’s that simple.” ~ Sir Richard Branson
In a nutshell
Engaging employees nowadays is not just about giving them the script; it’s about ensuring employees are the story.