There is a lot of reference being made to the old "talent war era", and today's era of "new normal, and there is a dramatic difference between the two.
To describe workers in the talent war era, "all you had to do was show up and not mess it up" It was an era when "worker bees" were the focus. Management simply wanted people to show up, don't question, and do their job. This has created a negative effect on engagement in the workplace. People do not feel valued, they do not care about the mission statement of a company, they have been conditioned to just do their job and go home...hoping they are not next on the chopping block of downsizing.
To create the "new normal" referred to, the focus has to be put back on the most important asset of a company - their people. When people feel valued, feel they have input and that they matter to an organization, they give more. Personal responsibility and leadership rises. Employees start giving positive ideas and feedback, the culture changes to a happier more productive workforce, that is working together to achieve results for all involved. This is a different mindset totally and a culture that all companies should be striving for.
This new normal can be developed to turn organizational results around, but as with any change, leadership must be willing to address the change necessary and stop living in the past and holding onto what worked in the talent war era. Change means doing things differently to achieve a different result. It's a simple concept that many in business miss because they are holding on to what worked in the past.
This statement by Wayne Gretzky is very powerful, if you really understand how to apply this to every area of life. "A good hockey player plays where the puck is. A great hockey player plays where the puck is going to be" When you break this down visually, Wayne took action and put himself where he felt the puck was going to be, instead of what was obvious...where it was. That distinction in thinking made him one of the best hockey players in history.
In business and in life, decisions have to be made. Many times people base their decisions on where they are right now, (where the puck is) instead of where they want to go, which takes courage, vision and powerful decision making followed by action.
This requires thinking more long term and making decisions short term that support that, rather than settling for decisions that are short term in the moment. In sports such as hockey, it obviously requires very quick decision making skills that allowed someone like Gretzky to foresee where the puck would be. In life and in business we tend to have a little more time than this, however, it is important to make the same type of quick decisions that support "where the puck (our goal) is going to be".
Many years ago, I learned a very simple concept that made all the difference in applying this principle. When you have a decision to make, simply ask yourself, will this bring me closer or further away from my goal. If the decision brings you further away, you are making the wrong decision, usually coming from a place of fear or limiting beliefs. Only make decisions based on where you want to go....that is where the puck is!
Do employees that are well paid stay longer? Do they perform better? Do they give great customer service? It is thought that money is a key motivator for employee longevity and better performance. Giving an employee a raise is not enough to keep them committed to an organization.
Well paid employees leave an organization because of several reasons.
Bully management is an outdated management style. If you think back to the playground, bullies are those that have their own internal conflicts, one of which being the only way for them to feel important is to bully others. There is no place for a bully, not in the schoolyard, the park or the boardroom. Eliminate the bully and employees feel a sense of leadership.
–No room for growth
When an employee does not feel there is any room to learn and grow they do not see a future for themselves. We are meant to continue to learn and grow...when people do not experience this the job becomes uninteresting and they become disengaged. Encouraging and promoting ongoing training and development makes the employee feel there is more for them to grow into in the organization.
–No advancement potential
Think about younger employees and the goals and dreams they have for their futures. If they do not see any advancement potential, many will leave and take a lower pay for the opportunity to move up in a different organization.
–Don't feel valued
If an employee doesn't feel valued, they disengage and are not performing at their maximum. Some of the same rules apply to business as in our personal lives. People want to feel valued in what they do. The person that feels valued to an organization tends to give more of themselves, and do more than asked.
–Poor company culture
Company culture can very often outweigh the wage an employee is receiving. When there is collaboration, learning, growing, innovation, advancement, flexibility, autonomy, and employees are aligned in the mission of the company, it develops a positive culture that people want to continue to be a part of.
It isn't necessarily the money that is the motivator, but the feeling of being valued by the employer. When employees feel valued, they are learning and growing, are engaged in a great company culture and see a future for themselves, they are happier, less stressed, more engaged and perform better.
Debbie Ruston - Entrepreneur - International Trainer, Visionary Leader