Purpose Driven Work

I have been binge-watching the Showtime series, “Billions” in my spare time.?Almost 27 minutes into Season 3, Episode 11 (released May 27th, 2018), Bobby Axelrod and his Business Performance Coach (Wendy Rhoades) are debating why the employees of Axe Capital keep asking for more money but don’t appear more satisfied once they get it.?Wendy’s claim is that money is all that’s left to turn to when an employee feels disenfranchised and purposelessness; so when they ask for more money, it’s really about something else they’re not getting more so than the money.

Upon hearing this, I immediately hit “pause” and reflected on the growing numbers of stories I hear of leaders battling to stop “The Great Resignation” in their organizations by offering their employees 50-70% pay increases to stay.?Are they really addressing the problem by offering employees obscene amounts of money, or simply delaying the inevitable??It’s been widely stated that people don’t leave their job because of money – they leave because of bad bosses and toxic work cultures.?It’s easier to offer more money (that ultimately gets passed off to the consumer – BTW), but isn’t it more valuable to your business to improve the employee experience in the long run?

The secret to creating the desired culture and employee experience that keep your employees from walking out the door is developing your mid-level managers’ ability to create a sense of purpose and value among their team.??At LAK Group, we partner with organizations to define and implement experiences that equip all team members to place people at the center of everything – in essence, write themselves into the story.?In addition, we help activate leadership’s ability to put people at the center, so the team member experience improves resulting in improved employee retention, customer experience, and business outcomes.

If you’re struggling with “The Great Resignation” and feel it would impact your employee retention and business outcomes, let’s schedule a conversation to talk about the current state of your employee experience and the desired state you hope to achieve.??