The Definition of Better Has Changed: It’s Our Role as Leaders to Help Build That Out
Today's article is more of an editorial, and I hope it spurs some conversations and thoughts about how we need to think about our businesses differently, and lead in new ways. We are all facing what feels like unprecedented times. These are certainly new to most of us, as we have never seen such a significant change in the workforce priorities, the collection of circumstances the world finds itself in, and the pressures we face in modern times. It is not new for leaders to be challenged with change. Whether it is work-life balance, the economy, our imperiled environment, or a desire to work differently, elements of each of these have occurred in the past. It is the combination of these that we are faced with now that presents as a unique scenario.
Those of us now in our 40s, 50s, or 60s all grew up with our parents saying they have it better than their parents, and that they are doing what they can to make it better for their kids. All of us as parents and/or leaders want to make things better for those we serve. It’s in our nature. We want better opportunities for them, we want them to avoid the mistakes we made, we want them to enjoy their life. However, for many of us, we were taught that meant working a certain way, providing certain experiences, and making specific opportunities available to our children or team members. I am not sure those all equate to the same things for the generations in and entering the workplace today.
Thirty years ago, the idea of ecology, quality of life, and well-being were always going to be secondary to economy, wealth, and experience. Today’s newer generation of the workforce does care about the planet and its well-being and how that affects them. They do want a true balance in life, not a slogan. They want to have experiences and not just gain experience in the workplace. It’s not that they are lazy, far from it, they want something better — it just means something different from it did for many of us.
It’s not just about a big house with a pool and picket fence. Not only that, but it’s about what they give up to get that. They are willing to make trade-offs that didn’t seem realistic to many baby boomers, Gen X and even Millennial workers when they entered the workforce. Not to mention, the cost of things like that house with a pool and big yard are not always affordable for younger workers that are often saddled with college loan debt or other financial pressures from increased costs of living. The priorities (as well as the realities) of where they spend their money is different.
There are plenty of studies available, and I have provided a list of several articles and research information that can be useful in expanding your horizons on this subject. As leaders, ultimately, it is up to us to meet our teams where they are and want to be, not just where we hope they will go. In doing so, we can connect better, influence and support in ways that are most meaningful to the future of our companies and our country.
How are you redefining ‘better’ and making your work environment the ‘better’ that our teams now expect?
Resources
4 Things Gen Z and Millennials Expect From Their Workplace
What Your Youngest Employees Need Most Right Now
Gen Z: How to attract the next generation of employees
How to Manage the 5 Generations in the Workplace
How Younger Workers’ Preferences and Workstyles Will Define the Future Workplace
Key statistics about Millennials in the workplace
On the Cusp of Adulthood and Facing an Uncertain Future: What We Know About Gen Z So Far
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