Lifestyle Design as a Job Description
"There's a way to do it better - find it." Thomas Edison
What exactly does that job description (JD) you created state? There are several JD formats where companies fill in the blanks of tasks, hours, compensation, and the like. Some even mention in vogue terms such as, "flexible hours," "diversity," or "culture," to attract talent. With a disengaged workforce hovering around 66% (Gallup), and a power shift away from the company to the employee, employers are looking for innovative ways to attract and retain workers. This problem is caused by bad leadership and I could go there but I'll stay on topic.
If you've followed my writings or heard me speak, you've heard me say, "my dad had a job, my son has a lifestyle," (See my blog on Quiet Quitting). My dad sold commercial insurance for over 40 years - same office and same hours. His era of employment differed greatly from today's. His life seemed to simpler void of social media, 24-hour news, and the internet. He made a living and supported a family, that's it. My sons have come of age where the workplace is different. Their desires are as well. They have watched the previous generation work maddening hours and they look for something different. Add to this the effects of the pandemic where power seemed to shift from employer to employee and perhaps it is time to do things different.
I'll leave the analysis (and approach) to you specific to your profession but I challenge you to imagine a better way. Start with lifestyle design. In the interview, ask what work schedule would fit best for the employee. In other words, what lifestyle would they desire and how might you fit the job into that? Would they need to be leaving around 2 or 3pm to pick up children from school? Could they come back to work for a few hours afterwards? Would they like to get a workout in over the lunch period? Are they taking classes? Do they have pets which might accompany them to work? What else?
I'm not at all surrendering completely to the employee. Companies need to be competitive. Customer demands must be met and this may mean lifestyle takes a back seat every now and then. It is a leader's job to explain that and lead it. I do believe, however, that an employer can strike a balance. If we set aside our stubbornness and traditionalism, we can find a better way. I have employees who are taking college courses during the day. One of them works from home four days a week. One works only Mondays and Fridays. I've had children accompany an employee to work when needed and I don't have a vacation policy. Want time off? Take it. I'll pay you. This approach, along with good leadership, produced engaged employees. I know this because when my companies perform poorly, they feel bad and take ownership to get them back on track. I do the hard work to adjust to their lifestyle and adapt the schedule while caring for customers. It works.
I have found that when I go the extra mile to cater to the needs of my employees, I get better performing ones in return. It's hard work. Indeed, there are days I wish I had my dad as an employee but I don't. I have the next generation and they are looking for something different. I'm listening and adapting.
Make it Personal!
Rob
Rob Campbell