Creating nimble companies in the modern workforce
Photo credit: NESA by Makers on Unsplash
Not too long ago, most employees expected to spend eight hours per day at their workstation, usually between the hours of 8 and 5. Many workers didn’t think twice about that norm or expectation a decade ago, but times have changed. Simply put, the modern workforce wants more out of each day.
Happily, technology has made flexibility and alternative work arrangements possible. Some employers have not only embraced that new reality, but have built entire company cultures around it.
The New York Times recently examined the issue and found that younger workers are helping shape company culture in a way that better matches their lifestyle needs:
“For many Americans, work has become an obsession, and long hours and endless striving something to aspire to. It has caused burnout, unhappiness and gender inequity, as people struggle to find time for children or passions or pets or any sort of life besides what they do for a paycheck.
But increasingly, younger workers are pushing back. More of them expect and demand flexibility — paid leave for a new baby, say, and generous vacation time, along with daily things, like the ability to work remotely, come in late or leave early, or make time for exercise or meditation.”
However, not all employers feel comfortable offering perks like unlimited paid time off or on-site massages.
Realistic Ways to Meet Modern Workers’ Expectations
You don’t have to throw all structure out the window in order to offer employees the perks of a lifestyle-friendly job. At heart, what many employees really want is for their employer to acknowledge their lives outside of work.
Even small changes in your approach and/or policies can help attract and retain top talent:
First, listen
Listen to what is important to your employees. Does someone want to be able to go to her daughter's softball games? Great. If she can complete her work at home after the game, why not give her the option?
Next, be creative
Technology not only allows us to work from anywhere, but it has opened up entirely new ways of connecting with clients, partners and colleagues anywhere in the world. Does your salesperson really need to travel three weeks out of the month? Could some of those in-person conversations happen via video calls? If she travels one week a month vs. three, your company saves money in flights and hotels while also contributing to a valuable worker’s job and life satisfaction.
Finally, recognize the whole person
Does every role in your company require one full-time employee? Consider splitting some roles into job-share arrangements for two part-time people. That kind of shift not only meets the lifestyle needs of many modern workers, but it opens up your potential pool of interested and qualified candidates.
Is a new mom pumping in the bathroom? Find an empty room and convert it into a place where moms can pump in private.
Is there a man in your office who was just diagnosed with cancer? Check in with him regularly to understand what he needs in order to work and also complete his cancer treatment. His energy level will be up and down. Who else on the team can be trained as back-up? Do you need to hire contractors to fill in some of the gaps during his treatment?
Challenge the Status Quo
How many of your company policies date back 20 or 30 years? Too many companies miss out on opportunities to attract top talent and to spark true innovation because of antiquated HR practices.
A little flexibility for your employees can help elevate your company to sought-after status. When you develop a reputation for treating workers well, word will spread and more eager, qualified candidates will seek you out.
In addition, more engaged employees produce better work. Research shows that engaged employees produce better work. Forbes reports that:
“Disengaged employees cost U.S. companies up to $550 billion a year. An exhaustive report by The Engagement Institute—a joint study by The Conference Board, Sirota-Mercer, Deloitte, ROI, The Culture Works and Consulting LLP—underscores how important engagement is to the bottom line. Interestingly, the majority of respondents recognize why they are not fully engaged. They list compelling missions, highly trusted relationships, and well-designed jobs as things they are looking for leadership to provide.”
A well-designed job and a culture of respect and communication can go a long way toward securing productive employee engagement.
Of course, you need to always prioritize meeting the needs of the company and your customers, but think creatively about how you can get the work done AND meet the needs of your employees. Great employees are difficult to find. They are even more difficult to keep on your team if you aren't paying attention to what else is going on in their lives outside of work.
To learn more about how to get the most out of your employees in the modern workforce, reach out to me to schedule a free consultation. I have worked with multinational companies to small start-ups in developing effective and powerful HR strategies that boost employee engagement and results.