The Employee Purpose Perspective

The catch phrase "employee engagement" has already become an over-used commodity. That's what we do. We grab on to a catch phrase and seek to wish it into existence. We buy a worn out strategy and hope for unique results.

Everyone wants employee benefits like Google. Everyone wants a corporate culture like Zappos. So they invite a team of consultants in, pay them a ton of money and say, "make my company like Google".

Newsflash: Google, Zappos and all great organizations got that way by taking chances. They did not ask for 'best practices', they created their own. They did not seek to copy a company culture, they took time to understand their employees and create relevance for them.

In the book Linchpin, Seth Godin challenges us to create an indispensable personal value by utilizing our irreplaceable skill. The Blue Ocean Strategy focuses not on bloodying the water in a competitive shark fight but to eliminate competition by charting new waters. Students go to Harvard to 'create careers' not to qualify themselves for a top paying 'job'.

There are no easy answers, there are no expert consultants, and there is no such thing as best practices. I cannot put a 'one size fits all' business plan on your desk and expect to change your organization. You have to try harder. You have to put aside perceived standards and roll up your sleeves. You have to challenge yourself to get up from your desk, get out into your hallways, and find the "IT" that exists there like no where else.

If you are not willing to do the emotional work....your company will never change. Stop wasting your money by paying an outsider to create the next soon-to-be irrelevant catch phrase. Stop paying people to energize your team with temporary motivation. Stop telling your employees to read a book in hope of creating a common organizational purpose.

Over the next several weeks we will review the roadmap for The Employee Purpose Perspective. A challenging 7 step self-analysis that any organization must invest themselves in to create a purpose driven culture. While the execution will be difficult, the premise is simple:
1. Collaboration not competition
2. Purposeful intent creates cultural perspective
3. Organizational initiatives must have personal relevance
4. Every directive must have a unique value proposition
5. Reward the willingness to embrace the impossible
6. Extend a personal mission to each employee
7. Professional purpose is a willingness to fulfill personal desire

Sound Impossible? Good! Let's start thinking about what is impossible and use the aforementioned 7 step process to make it reality.

If you are not ready to dedicate yourself to investigating what today seems completely unachievable, you cannot change your organizational culture.

The only way to enhance employee engagement is to do a deep dive into your culture and enhance daily.

There are no perfect metrics, no case studies, no benchmarking, no references, no best practices and a finish line does not exist. You will have to throw down your crutches and sprint through this process, every day!

If you are willing to change your organization, the lives of your employees, and the world for the better; stay tuned to this blog. If you are looking for easy answers, unsubscribe.

Don't Forget to Remember!

Dave

Benefits by the Numbers

In October of 2010 I took to LinkedIn to engage the top producers in their respective fields. The intent being to discover what top talent is
looking for in an employer and what said employer needs to retain said
talent.


The survey includes a generational perspective of:
* Benefits
* Pay Scale
* Expected Tenure
* Opportunities for Advancement
* The Importance of Recognition of One’s Achievement

The results clarified some forgone conclusions and debunked others.

Study Summary:
1. Google remains the Employer of Choice
2. Cash is still king, but a fun loving work environment is more important
3. Lack of pay is the last reason for leaving an employer
4. A Bad Boss is the number 1 reason for employee departure
5. Recognition from Senior Leadership is significantly more important than recognition from one’s peers
6. Top performers are seeking long term employment
7. Pay by performance is equally important as salary
8. Employees need to be recognized for their achievements at least once a month

The glaring facts
Our ability to conduct our work day at our own pace, to have a company vision we believe in, an opportunity for advancement and the need to 'have fun' at work are now the driving factors in the job search of those who have options.

What we didn't consider
Money is less a driving factor in employment than it used to be.

Generation Y has been categorized as the validation generation...our survey debunks these stereotypes in indicating that everyone wants to be recognized for their effort (at least monthly).

Despite the 'job hopping' categorization of today's workforce, our survey shows the majority of Top Performers are seeking long term employment (10+ years).

A Bad Boss can drive anyone from any company.

Statistics and case studies are everywhere. The default to many surveys is who is conducting them and what do I stand to lose by being honest.

It is my conclusion that this random survey of the Best of the Best gives us dependable data.

Note to Employers:
Big pay checks and generous benefits do not make up for lack of leadership
Everyone needs to hear Thank You!
Your company culture is what drives retention

Listen and implement requests from the field. Validate effort in a genuine manner. Create fun and a vision to believe in....Lead by Example.

Don't Forget to Remember!

Dave

What Do You Really Want?

I have seen case study after white paper regarding what people look for in a an employer. What benefits are necessary to entice top talent. The bigger question is what really matters to you?:
- Every company has benefits
- Jobs come with a pay check

...the real thing that drives retention is work environment. Call it culture, call it corporate structure.


Culture as it applies to job satisfaction is driven by 3 key factors:
* My Influence on My Success
* The Light at the End of the Tunnel
* Thank You!

You Drive
Would it seem awkward that YOUR motivation would be driven by someone else? The stigma with business motivation is that we ask for tasks from our Manager, they give us a check list, we complete said list ask for another. Is our metric for success limited to paperwork?

You need to expect more...What do you really want?

When you wake up in the morning and think about your ideal job what comes to mind? Are you doing that today? Do you have the ability to do so?

You don't have to quit your job and run off to Alaska. You can, however, apply the following:
1. Find your personal mission in every task
2. Ignore insignificant busy work that does not speak to your larger goals
4. Think big picture
5. Don't allow the miserable to drag you down to their level
6. Stay Positive

What's Next?
- What career path lies in front of you?
- Is there a logical progression to ascend your organization?
- Do you want to ascend your organization?

I have two competing ideologies on the subject of organizational advancement:
* Don't put yourself on the fast track if you are happy where you are
* If you are promised advancement, and passed over, it's time to move on

I know literally hundreds of career salespeople who have admitted their worst professional mistake was going into management. The best individual contributors make more money than their bosses with far less busy work. Managers are often nothing more than baby sitters....careful what you wish for.

Hard Fact: if you have been given a six month window to perform the tasks of your position to ensure a promotion and you do not get that job in 6 months - sharpen up your LinkedIn profile! You are a victim of the old bate and switch...keep talent on board by dangling a carrot. You are either on the list or you are not. If you are not the first choice, success is impossible. Jack Welch would advise otherwise - he is wrong!

Thank You
I don't care which generation you come from. I don't care which role you serve or which industry you are in. The best thing you can hear at work is: Thank You!

The key to retaining top talent: Thank You!
The phrase more important than a pay raise: Thank You!
The ticket to life long loyalty: Thank You!

But you gotta mean it...if you truly appreciate your people they will be perfectly happy with the role they are given, perform beyond expectation and stay at your company forever!

Say Thank You!

In my next posting we will put direct metrics to the aforementioned career objectives through a survey I have conducted.

Don't Forget to Remember!

Dave