4 working conditions to attract and retain your top employees

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According to the US Department of Labor, a staggering 11 million people quit their jobs in the US between April and June. What employees accepted in 2020 BC (pre-COVID) has changed drastically.

Humanity’s reset button has been pressed and we are never going back. The shutdown gave us time to question what we want for ourselves, for organizations and for the world. What do I value the most? Am I spending my time with the most meaningful things? Does my workplace align with my values ​​and purpose?

Previous motivators (money, status, promotions) are no longer the driving factors for happiness or loyalty. During this time of Great Resignation and Awakening, our definition of happiness evolved.

How do we attract and retain top talent and at the same time create space for growth and innovation? According to Jenn Lim, author of Beyond Happiness: How Authentic Leaders Prioritize Goals and People for Growth and Impact, we need to create ideal “greenhouse conditions” for people so that our teams and companies can adapt to success.

4 greenhouse conditions to adapt and thrive

Lim is the CEO of make someone happy, a company she and Tony Hsieh (the late CEO of Zappos.com) co-founded to create a happier, more profitable corporate culture. In Beyond happiness, Lim expands the greenhouse model, which is rooted in the core of scientific happiness and authentic wholeness, to include organizational design elements in order to build sustainable, profitable companies. how does it look in action?

1. Alignment

You may have seen videos of starlings that looked like they were choreographing synchronized flying. What they really do is coordinate their speed and direction based on each other’s movements, influenced by a predator’s actions. Starlings work in unison to navigate their path and avoid danger.

In order for our teams to work productively together, we need common behaviors to build coordination. This is where individual purposes, values ​​and behaviors (PVBs) come into play. Purpose provides the goal; Values ​​and behaviors create actions. Lim says, “If you define them clearly and use the scientific levers of happiness … steering Make decisions, progress in their posts and Connectedness – You create a future-proof sense of alignment. “

2. Affiliation

When there are different species, plants, animals and microorganisms, the ecosystem is sustainable. They are more productive because each species has a specific role to play. In the event of natural disasters, they even recover faster. It is no coincidence that the equivalent of biodiversity in a company leads to the same results.

Corresponding Research published in Harvard Business Review, people are three and a half times more likely to reach their full potential when they feel part of their work. This begins with a conscious effort to create a safe space where everyone can be heard. The ROI of belonging is sustainability, productivity, ingenuity, resilience, and adaptability.

3. accountability

Accountability is often asked of others, but rarely of ourselves. For this reason, accountability is often overused and misinterpreted. Instead, it’s about taking responsibility, taking responsibility for something (good or bad) and communicating honestly and transparently.

Accountability takes place in cultures where people are held to their shared and combined PVBs, creating individual and shared property. Managers are responsible for taking care of their employees, and employees are responsible for getting the job done. “Organizations are our modern villages that we need to connect, and we need to build these social contracts with clear roles and responsibilities, knowing that we are working towards the same goals and purposes,” says Lim.

4. Commitment

As a leader, you can create alignment, belonging, and accountability, but it will fail without commitment. Nothing will grow in a real greenhouse if you don’t care about the garden. As an organization, Lim emphasizes that every individual must commit to the PVBs.

What makes teams very effective in achieving their common goal is their commitment to one another – on an individual level (the ME), what is good for the team (the WE), to the success of the organization, customers, partners and suppliers (community). These teams, Lim emphasizes, trust and use the talents of each individual member in an intelligent and efficient way. When everyone on the team is genuinely committed to a common goal, they can quickly adapt and duplicate things that work well.

By applying the essential greenhouse conditions, we create ecosystems that adapt and survive, no matter what strangers are thrown in our way. If we are focused on growth, we do good for people and the planet and become more profitable and sustainable in work and life – a fourfold benefit for everyone.

The opinions expressed here by Inc.com columnists are their own, not Inc.com’s.


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