The workplace looks a lot different now than it did before 2020. As we return to work, many of us have discovered new things about ourselves and want our jobs to reflect that. I’ve been thinking about what these changes mean for how we lead our teams. People now want workplaces that support their growth and well-being, so we need to actively embrace this change.

There’s a lot of talk about how leadership is evolving. Old ways of working are being questioned, and it’s easy to blame it on different generations. While it’s true that younger people have different perspectives on changing norms, this has always been the case. Younger generations are simply more comfortable with new ideas because they didn’t grow up with the older ones. This shift has been happening for a while but accelerated as millennials pushed for better work-life balance and normalized job switching. Now, younger generations are pushing even further.

For me, I’ve had to change my thinking. I used to believe people should stay in their roles for a long time. Now, I focus on making the most of our time together, whether it’s a few years or a few months. Even a short time with the right team can make a big impact. So, I’ve started prioritizing team goals over worrying too much about turnover. Creating a supportive environment is crucial because happy people deliver the best outcomes. It’s also about encouraging personal growth, even if that means someone eventually moves on from the organization.

Let’s explore what contributes to a longer and happier stay:

1. Empathy: As cliché as it may sound, empathy is one of the greatest assets we have. It’s not just about making superficial adjustments; it’s about genuinely understanding each person’s unique experiences. When we take a sincere interest in their motivations and challenges, we create deeper connections and a stronger, more unified team. This, in turn, builds trust.
2. Individual strengths: Embrace the idea of seeing each team member as a unique person. Focus on finding their strengths and encouraging them to take on tasks that bring them joy and fulfillment. Invite them to share what they love doing most and how they can contribute best. Marcus Buckingham points out that if you spend 20% of your time doing things you love, you’re much less likely to burn out or seek opportunities elsewhere. When reorganizing the team or assigning new projects, remember that people want to be challenged and work on things they’re passionate about.
3. Marketing our Culture: Marketing is not only about customers but also about showcasing our workplace culture and values to attract and retain talent. From building our brand as a great place to work to keeping everyone in the loop internally, it’s about shaping not just how we do business but how we support people.
4. Beyond salaries: These days, it’s about more than just competitive salaries. While challenging projects and involvement in decision-making are important, it’s equally important to show a future within the team. Clear career paths, celebrating company achievements together, and offering employee stock ownership are some ideas. Ultimately, it’s about showing individuals that they are valued, not just seen as numbers on a payroll. Whether they choose to stay or move on, they’ll know they were seen and valued as part of us.

I empathize with these younger generations and their inclination to move around in search of opportunities they are passionate about. Recently transitioning from traditional roles to flexible assignments, I’ve found that interim work isn’t about job-hopping but developing skills in roles where my passions lie. Most importantly, it doesn’t mean constantly moving like we’re in a race; instead, it allows for commitment whenever the client and I are a great match. Isn’t that what we all strive for—a job that aligns our passion with our purpose?

So, returning to our discussion, let’s position ourselves as companies that not only support growth but also encourage people to explore and go beyond. Looking ahead, future generations are less tied to a single desk—let’s call it nomadic—the job scene is evolving. And naturally, we need to grow towards the same goal.

If you’re interested in creating a supportive and growth-oriented workplace, I’d love to connect. Curious to learn more about my journey? Read my “Ten Things to Know” or reach out if you’re in need of interim marketing support via Maria@tech-to-market.com. Let’s work together to make a meaningful impact!

– By Maria Roby