There are a lot of things about work these days that don’t seem to be working. Here are just a few, and what you can do to change them.
Employers can’t find workers. Workers can’t find employers. According to Careerbuilder, 38% of companies have unfilled positions they can’t seem to fill. I certainly understand that in some situations there is a mismatch between the skills that employers believe they need and the skills candidates possess. But this certainly isn’t the case in every situation. Companies are going after the same talent pool, which is quickly drying up. That isn’t really working out well for anyone.
What if instead, you looked to hire people who had the traits you were seeking and trained them on the skills you needed them to have? This approach would result in a more committed workforce, as well as a more engaged team of workers.
Work is happening 24/7. Workers are yearning for balance in their lives. I don’t know of anyone who can do good work without resting their brains and their bodies every now and again. Many workers assume they must give their heart and souls to their employer in order to succeed. What if instead of measuring employees on face time, you measured them on results? Of course that would mean you’d need to manage their performance. (We’ll save that conversation for another time.)
Set expectations and allow employees to figure out the best and quickest route to meeting agreed-upon objectives. Encourage workers to set aside time to recharge their batteries. Result: You’ll receive higher levels of productivity and workers will get something they desperately desire — their lives back.
Leaders aren’t leading. Workers are asking for guidance. It’s not uncommon for today’s leader to have been tossed into their jobs without any training. It is no wonder so many employees place their bosses in the “needs improvement” category. Yet who suffers because of this? Those who work for poor leaders, and those employers who scratch their heads wondering why productivity is down and employee turnover is on the rise.
A 2012 global work force study of thirty-two thousand employees by the consulting company Towers Watson found that feeling cared for by one’s supervisor has a more significant impact on people’s sense of trust and safety than any other behavior by a leader. Employees who reported they have more supportive supervisors are 1.3 times as likely to stay with the organization and are 67% more engaged.
Invest in leadership development for your high potentials, and those who’ve been recently promoted. Provide ongoing training to supervisors and managers to ensure that every employee has a leader they are proud to call their own.