Employee Joy!

If a brand is an experience it is employees who ideate create design and deliver the experienceIf cost management is a key goal then focusing on a fewer better paid and trained employees working at their full potential with minimum external monitoring but maximum internal motivation is likely to yield lower costs than hiring the cheapest laborEmployees as advocatesToday potential employees and customers have access online to a spectrum of resources to evaluate the culture and advocacy of existing employees of a firm Employee advocates attract other employees and are the best salespeople to convince potential customers So maybe instead of focusing on customers or technology or shareholders we should focus on the key to everything Employee JoyRather than net promoter scores ESG goals and ROI metrics we should better understand the people who drive the results we are monitoring Let us focus on the players rather than the equipment the field or the scoreboardThere are several ways to evaluate employee joy from observed metrics such as average tenure turnover percent of offers accepted and the premium one has to offer to hire a person to exit interviews custom surveys focus groups town halls and tracking comments on thirdparty sites and moreRegardless of how and what one measures what is key is that every manager up to the CEO recognize and be motivated so that a huge portion of their success and compensation is based on how they lead nurture and grow peopleMany studies of the best CEOs show they tend to focus on three key areas which are strategy capital allocation and people rather than operations revenue generation investor relations or customer management And those who have been superb at strategy and capital allocation like a Jeff Bezos but did not pay enough attention to people have recognized that it is now keyWhy is the importance of employee joy growingRegardless of the type of job one is trying to fill whether it be a cook for a restaurant or an engineer firms today have open jobs they struggle to fill even with significant compensation increases Some of this may be attributed to government benefits that enable one to not work at least temporarily But the issue is far deeper as we approach the twoyear anniversary of the COVID19 pandemic which has through a combination of separating an employee from their place of work concentrating oneamp8217s mind on the fragility of life and breaking rote habits made many people rethink their lives and careersAccording to a recent Microsoft Survey 41 of employees globally are thinking of handing in their notice with that number soaring to 54 among Gen ZAnd bombastic bosses insisting on a return to the office when COVID is not gone and talent is not hankering for the old ways gives further pause to the very people they are trying to cajole threaten or implore back to the containers and ways of the pastWhat do employees want How to ensure joyRegardless of industry country or demographic group research conducted for Restoring the Soul of Business Staying Human in the Age of Data identified six components of joyMoney People expect to be paid fairlyFame Recognition We all want to be recognized and feted for what we do even if it is to be acknowledged for a well completed projectPower Autonomy For some people this is authority but increasingly it is autonomy to be able to get a job done in ways and places that fit versus being monitored and micromanagedConnectedness to bossesfellow workerscustomers While work is not family it is a part of oneamp8217s identity a portion of oneamp8217s community and feeling connected in positive ways to a boss fellow workers and clientscustomers who are respectful versus treating one as servilePurpose Values and Culture of company Increasingly purpose drives a lot of career decisions especially among Millennials and Generation Z Purpose is about a set of behaviors and not just words and culture is what happens when nobody is looking rather than posters and chantsGrowth including skills Every few years the landscape of every industry is changing and in addition to career growth many individuals are looking to build skills that will keep them relevant and sought after so they do not find themselves unemployable Training programs opportunities to try new assignments or work in different markets are all critical to growthCompanies that win in the long run tend to deliver on all six but are particularly good at connectedness purpose and growth since this retains and grows talent for the long runAs technology expands and gets more powerful and cheaper more and more work done by carbonbased analogfeeling things humans will be replaced by siliconbased digitalcomputing objects computers The companies that thrive will combine the best of technology with the best of talent working with joy Because lowcost talent with no joy is an unfeeling commodity that can be replaced by a machine or can be underbid by someone with a cheaper FTE a fulltime equivalent which itself telegraphs we are all replaceable widgetsPeople make the businessClick the social buttons to share this content with your friends and colleaguesThe opinions and points of view expressed in this content are exclusively the views of the author andor subjects and do not necessarily represent the views of MediaVillagecomMyersBizNet Inc management or associated writers

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Employee Joy!

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Rishad Tobaccowala

FEMA and the Ad Council Encourage AANHPI Communities to Enhance Disaster Preparedness in New PSAs - Ad Council InSites

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