Shifting Perspectives - Empowering Employees, not Labeling Them Entitled

Entitled Employees or Empowered Employees?

Your perspective may be the exact reason why you have higher turn over and less engaged employees; and NO mandating co-location does not automatically solve it, your perspective however just might.

How organizations speak and think about their employees has a greater impact on the success of an organization than the number of forced days in an office.

Organizations must embrace a progressive mindset that recognizes the true potential and aspirations of their employees, not the number of badge swipes or days they are forced to co-locate.

Unfortunately, a concerning trend persists, where some organizations continue label their workforce or specific generations as "Entitled", failing to acknowledge the powerful transformation that has taking place and the incredible benefit to their organizations these employees are.

?? The Consequences of Entitlement Labeling ??

When organizations perceive their employees as entitled, it inadvertently creates a divide and fosters a toxic work environment.

Instead of nurturing collaboration and engagement, this labeling diminishes trust and stifles innovation.

Employees who feel disempowered or undervalued are more likely to disengage, leading to decreased productivity, increased turnover rates, and ultimately hampering the organization's growth.

I'm guessing there are ZERO leaders who wake up saying they want THOSE kinds of employees working for them.

?? The Power of Empowerment ??

Empowering employees unleashes their untapped potential, fostering a sense of ownership, creativity, and dedication towards their work.

Rather than viewing employees as entitled, forward-thinking organizations understand today's workforce is equipped with unprecedented access to knowledge, technology, and platforms for self-expression and seek to support their employees in those areas.

This new era demands an Inclusive Work Culture that encourages employees to bring their unique perspectives to the table, fueling innovation and driving positive change.

It shouldn't take a rocket scientists to guess what kind of employee would likely have a much greater impact to the organization.

There are strategies leaders can take but step one is to stop perceiving employees as ENTITLED. Then look internally and see if these 5 strategies are embedded into your organization's culture:

(side note - there are NO # of forced co-located days on this list):

1?? Trust & Autonomy: Provide employees with the autonomy to make decisions & trust their judgment; I mean isn't this why you hired them in the first place? Trusting your employees and granting them the autonomy they are seeking actually encourages accountability & promotes productivity, fosters personal growth, and instills a sense of ownership, job satisfaction and increases employee engagement.

I mean, I'm no human behaviorists - but it seems to me that those benefits are what EVERY organization at a foundational level wants from and for their employees.

2?? Skill Development & Growth Opportunities: Employees are eager to learn and grow. The pandemic in many respects caused a significant pause in these areas, now that we are on the other side - employees still want to develop and grow and they will seek employers who not just SAY they offer this, but actually put their money where their mouth is.

Investing in their professional development, offering training programs, mentorship, and opportunities for advancement. Investing in this rather than cutting to save money cultivates internal talent as well as attracts top talent.

3?? Open Communication & Feedback Culture: Establish channels for open communication, where employees feel comfortable expressing their ideas, concerns, and suggestions without fear of retaliation.

Organizations that embrace feedback as a valuable resource for improvement, and actively involve employees in decision-making processes will have employees who are more engaged and more empowered.

4?? Recognize & Celebrate Achievements: This one is pretty easy. Employees who have remained at their organizations since that dreaded day in March of 2020 have persevered through a lot for and with their companies. Recognizing their efforts and celebrating personal, professional and organizational achievements are no longer nice to haves; they are need to haves.

Also recognizing employee contributions publicly reinforces their value and encourages a culture of appreciation and positivity.

Sometimes "I see you" and "I value you" and even "you did a great job on xyz" can go miles and miles to building trust.

5?? Flexibility & Work-Life Balance: Not rocket science either with this one but something that continues to get lost in the "Mandated # of co-located days" arguments around RTO policies that are still being debated.

Understand the evolving needs of employees, especially in the face of changing work dynamics is key. Really focusing on what employees are doing, why they are doing and recognizing the very nature of how we collective get work done is forever evolved.

Embrace flexibility, choice and promote a healthy work-life balance, allowing individuals to thrive both personally and professionally is critical.

?? Empowering Employees for Organizational Success ??

Shifting the perspective from viewing employees as entitled to empowering them can yield significant benefits for organizations. By cultivating a culture of trust, prioritizing continuous learning, and fostering a supportive environment, organizations can unleash the full potential of their workforce.

While shifting our views has many benefits to the organization, there are three key areas in which empowered employees bring tremendous value to the companies, the teams and the industry they work in:

1?? Enhanced Innovation and Problem-Solving:

Empowered employees feel a sense of ownership and are more likely to contribute innovative ideas and approaches to problem-solving. They are more willing to take calculated risks, explore new possibilities, and drive innovation, leading to a competitive edge in the market.

2?? Increased Employee Engagement and Retention:

When employees feel empowered, they become more engaged and committed to their work. Empowerment creates a sense of purpose and fulfillment, as individuals can align their personal aspirations with the organization's goals.

This heightened engagement translates into improved productivity, higher job satisfaction, and decreased turnover rates; reducing recruitment and training costs.

3?? Improved Organizational Agility and Adaptability:

In an era of rapid change, organizations need to be agile and adaptable to stay competitive.

Empowering employees enables organizations to leverage their diverse skills, perspectives, and experiences to navigate uncertainties and embrace change.

When employees feel empowered to make decisions and contribute to the organization's goals, they become active participants in driving organizational agility and adaptability, allowing the organization to thrive in a dynamic business landscape.

?? Embracing a New Work Paradigm ??

As we navigate the rapidly changing landscape of work, it is crucial for organizations to adapt to the shifting paradigm.

Recognizing and nurturing an empowered rather than labeling them entitled and forcing them into outdated work models is not just an idealistic notion but a strategic imperative for organizations seeking sustainable success.

By bridging the perception gap and embracing flexibility, open communication, and result-driven approaches, organizations can foster an environment where employees feel empowered, valued, and motivated to excel.

Collectively we need to acknowledge that empowerment is the key to unlocking the full potential of our workforce, NOT policies mandating compliance and attendance.

Instead of seeing employees as entitled and something to manipulate, let's foster an environment that values their contributions, respects their choices, and empowers them to achieve greatness.

Doing so, organizations can create a culture of empowerment that drives innovation, productivity, and overall success.

OH and MAYBE just MAYBE an employee who is now seen as valued and empowered by their organization and is giving the trust, autonomy and flexibility to choose the most appropriate places and spaces to work..... MIGHT actually come back to the office MORE - just a thought.

#Empowerment #WorkforceEngagement #Innovation #FutureOfWork #PositiveChange