Part 2 of a 3-part series looking at how the workforce is evolving, what’s driving the changes and what it means for modern-day employers.
Society’s definition of success is quickly evolving from the collective valuation of rank or seniority or pay bracket.
We’re entering the Age of the Individual where you can customise just about everything to suit your personal tastes so, it’s only logical that we judge “success” by getting what matters to you personally, whether that’s the chance to lead a revolutionary new employee engagement program or being able to take time off to travel four times a year.
As more workers aspire to find a position that gives them personal satisfaction rather than an impressive title, companies are simultaneously searching for creative ways to save on staff costs like reduced hours, unpaid furloughs, work-from-home arrangements or asking employees to move laterally.
There’s a shift on both sides — and to find a common way forward, there has to be a common understanding.
At Deloitte, each employee’s lattice is nailed together during twice-a-year evaluations focused not just on career targets but also on larger life goals. An employee can request to do more or less travel or client service, or to move laterally into a new role — changes that may or may not come with a pay cut. Deloitte’s data from 2008 suggest that about 10% of employees choose to “dial up” or “dial down” at any given time.
Moving sideways on the “career lattice” doesn’t mean getting sidelined anymore. And it’s no longer career suicide to take a step out of the fast-lane for a while. Your best employee may just need a break – whether that’s a slower-moving project or a sabbatical. Six to 12 months later they could come back refreshed, re-energised and with fantastic new ideas.
Life changes so fast these days, a regular pulse check to see where your employees’ heads are at is a great way to make sure they’re satisfied and motivated in their existing role, which translates into, ‘are you getting the very best from them?’