Employees Are Evolving
Jacob Morgan
5x Best-Selling Author, Futurist, & Keynote Speaker. Founder of Future Of Work Leaders (Global CHRO Community). Focused on Leadership, The Future of Work, & Employee Experience
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What was your first real job in your career?
You probably sat in a cubicle, worked 8-5, and hoped to one day climb the corporate ladder.
And chances are your peers all had similar experiences.
That’s no longer the case--employees are evolving, and there’s no longer a one-size-fits-all approach to work.
Employees have evolved over the years and will continue to change even faster in the coming years. With the changes of what matters to employees and what they’re looking for at work, modern employees are demanding changes to outdated workplace practices. They want things like remote or hybrid schedules instead of strict in-person schedules and the chance to collaborate and learn instead of just being told what to do.
Often, companies offer perks to appease their employees. Things like free catered lunches and on-site yoga may seem tempting and distract employees from the fact that they are still working like it’s 1980, even though they want to work like it’s 2021.
These perks are really just employee engagement boosts and act like band-aids. The perks boost the company’s employee engagement scores so that leaders think everything is going well with employees. When the engagement scores start to drop over time, the company introduces another perk and the scores go up.
But that’s not what employees are looking for.
Employees can see through surface-level perks and want real, lasting changes to core workplace practices.
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As employees evolve, it’s a matter of employee experience and not employee engagement.
Employee experience changes the entire inner workings of a company to center around employees.
There are three elements to employee experience:
A true focus on employee experience considers all three aspects and continually evolves to meet employees’ changing needs. As employees evolve and continue to change, they won’t stay with companies that only put band-aids on issues instead of solving them.
Employees are changing, and that means leaders must also be changing. If we want to succeed in the future of work, we have to be willing to change our approach to leadership.
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Companies with better employee experiences have more engaged and productive workers, higher profits, and the ability to attract and retain talent. In today’s competitive talent landscape, companies can’t afford not to invest in employee experience.?Download your copy ?and start creating better experiences for your employees and customers today!
Menopause Health Mediator and Strategist | Lifestyle, Healthcare Navigation and Health Literacy
2 年So true. I just read Jill Bolte Taylor's latest book, Whole Brain Living, where she describes the difference between the different generations in terms of their brain structure and how that plays out in the workforce. Millenials and Gen Z are definitely valuing the experience as you point out more so than getting ahead and competing, but more specifically, they are looking to collaborate and problem solve. They work best in teams and need a uniting purpose and leadership style that trusts them to do things their way. But they also don't expect to stick around for very long in any one place. So high attrition rates in a younger workforce can't be necessarily interpreted as a bad place to work. Workplaces have to learn not only to cater to the employee experience, but to a "short-lived" and rotating employee experience.
Powering Business Growth through Next-Level Lead Generation Strategies: Elevating Success with Proven Results
2 年Thank you, a good read! Appreciative of the these daily writings. Adapting can be difficult but doable and necessary, Curious as to what others have done, are doing, or plan to do to ensure great cultures in the physical office of the past translate and thrive in the new remote/hybrid world. #futureofwork #leadership ? #employeeexperience #evolution #technology #culturematters
Entrepreneur
2 年Thanks, great read
Spiritual Care Lead for the Cape Fear Region at The American Red Cross & The Lott Carey Convention
2 年Thank you for the article! Great read.
Founder of Gray Decision Intelligence – Author of "Start, Stop, or Grow? A Data-informed Approach To Academic Program Evaluation And Management" – Host of "Grow Grow Grow: Stories of Success in Higher Education" podcast
2 年This model of technology, environment, and culture does not square with my impressions and a lot of research on work satisfaction. Fundamentally, motivation and loyalty stem from challenge, mastery, and purpose. The work has to difficult enough to be interesting, easy enough to master, and aligned with some greater purpose. I would add personal relationships at work. If you can offer that, people will work in a dumpster, if needed - though I would not recommend it.