for a Change-Weary Workforce
According to a December, 2010 Manpower study, 84% of Americans would like to find a new job in 2011. If this seems like an aberration, think again; at the end of 2008 it was 75%, and in 2009 the data showed 60% (study authors believe that the dip in ‘09 was because more people were fearful about having a job). This year, the economic signals are looking up and there seems to be a (slight) scent of opportunity in the air. The result is that employees want to head for greener pastures.
We shouldn’t be surprised, the past three years have been tough for workers at all levels; people have experienced mass lay-offs, pay and benefit cuts, and greater productivity demands because fewer individuals are doing more of the work. People are anxious about job security and frustrated about lack of upward movement in pay and promotions. For many, there is a general sense that they’ve been dancing as fast as they can in a work environment with too few rewards–and too many bosses that either hide in their offices or tell employees they’re lucky to have a job.
What is the most effective role for leaders in addressing this discontented, change-weary workforce? Here are actions that will help to re-engage the best in people at all levels in the organization.
Ask. Job one for leaders is to look at the current work environment through employees’ eyes. If this is difficult, get closer to the front lines and find people willing to speak their truth. If you’re afraid to ask your people satisfaction or engagement questions, that’s a good indicator that you need to do it.
Be there. Turning around a disengaged individual or team requires leaders and bosses to show up, and to be a consistent presence making a positive difference. “Bosses who hide” can be a real drag on morale. True accountability means being out there coaching, acknowledging, and correcting – and sometimes just hanging out with them. Be there for your people and let them know you notice what they’re doing.
Connect with people. Take action to get to know people better as human beings, not just as workers who do a job. Most of us fear being just cogs in a wheel or numbers to our bosses. As one outplacement client said recently, “After 23 years, I was just a RIF to them”. This isn’t just about being nice; it’s about the bottom line. For example, let’s look at the business imperative for organizations and teams to become more innovative. In a competitive global environment that spends massive dollars to “foster innovation”, the real truth is that people create and take risks when they feel like they matter, and that what they do matters. As the writer John Updike said, “Any activity becomes creative when the doer cares about doing it right, or doing it better.” Shouldn’t that caring come from within? Of course—and it’s much more likely to occur when individuals feel valued and supported.
Get out in front of workforce trends. Though the Boomers are staying longer and Gen Ys are happy for the jobs they have (sort of… for now), don’t count on these recession-created states to last forever. What are you doing to recruit and retain the best and brightest? High quality talent is always in demand, and opportunities are opening up all the time. Other workforce trends such as maximizing diversity, embracing social media as a business strategy, and offering more workplace flexibility are only going to get stronger. Don’t fall behind the curve–explore what your company can do to be an “employer of choice” now rather than play catch-up later.
To lead best, be your best. The last few years have been difficult, and many of us truly are change-weary. Practice good self-care to find new energy and re-engage your mind, heart, and body. Go fishing. Take a walk. Enroll in a yoga class. Get outdoors. Eat great foods. Take a course. Get away with your sweetie, your friends, or find blessed alone time.
Our country, and our companies, need the best that each of us has to offer. As leaders, we have a unique opportunity and responsibility to create engaging, innovative environments so the change-weary workforce is willing to step up and say “yes!” to the challenges ahead.
