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Episode 1229:
Bryan Shelton of AubreyDaniels.com reveals the critical importance of adapting to "The Great Resignation" by enhancing the employee experience to ensure organizational success. He discusses the necessity of shifting from viewing employees as expendable to treating them as the organization's greatest asset, highlighting strategies like customizing work for flexibility, investing in leadership training, and creating a shared sense of winning to foster engagement and productivity.
Read along with the original article(s) here: https://www.aubreydaniels.com/blog/how-to-adapt-in-the-great-resignation
Quotes to ponder:
"The expectation that the company comes first is no longer going to be tolerated by employees."
"Companies need to move away from organizational designs that see the workforce as expendable to ones that treat their employees (truly) as their best asset."
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[00:01:26] This is Optimal Work Daily Episode 1229. How to Adapt in the Great Resignation by Brian Shelton of Aubrey Daniels.com.
[00:01:32] And I am Dan, your host and narrator here on OWD, where I share with you each and every
[00:01:37] day some of the best blogs that coveremic, stimulus packages, or laziness. A recent Gallup article coined it nicely by saying, quote, it's not an industry, role, or pay issue, it's a workplace issue, end quote.
[00:03:00] To say it another way, companies have an engagement issue.
[00:03:04] Many organizations have inadvertently designed out the things that create engagement, just because is not going to work. A recent survey by Grant Thornton showed that 79% of people want flexibility in when and where they work, and 40% said they would begin looking for another job if their company forced them to return to the office full-time. Many companies are leading the charge in going partial or fully remote, including companies like Ford, Microsoft, and PWC.
[00:04:23] Obviously, there are jobs that require more time
[00:04:25] in the office than others,
[00:04:26] so finding the right mix is critical. set of skills, and developing those skills well takes deliberate action. Companies should move away from the idea that creating leadership skills can be done fast and cheap, and instead focus on what their return on investment is for developing quality leaders. In that recent Gallup survey, they found it would take a more than 20% pay increase to get employees to leave a good manager, and no pay increase to get them to leave a leader
[00:05:44] who creates disengagement. the value around achieving results include having employees select what results they want to focus on or setting goals that are aligned with the organization's strategic initiatives. Providing paths for employees to learn, grow new skills, and have clear advancement opportunities will also increase engagement within your organization. Once these recommendations are established, then compensation systems can be adapted to
[00:07:03] create alignment between organization's success and the success of the workforce. want it all. With nuts.com, you can get so many different delicious snacks and ingredients and know that they will consistently exceed your expectations. Nuts.com is your one-stop shop for the highest quality foods for business. They offer delicious office snacks, corporate gifts, and wholesale ingredients. And over 50,000 companies choose
[00:08:20] nuts.com for their business needs, from play. Subscribe to trends and insights now at jll.com slash podcast. And to tell you a little bit about Aubrey who runs the site, Aubrey is a thought leader and expert on management, leadership, safety, and workplace issues.
[00:09:44] For the past 40 years, he's been dedicated to helping people and organizations apply