These perormance management issues are silent because they creep in slowly. One missed conversation. One rushed hire. One unclear expectation. But over time, they stack up—and they sabotage your culture, your execution, and your growth.
Each generation has its own definition of what it means to be a professional, a leader, and a committed team member. And sometimes, those definitions collide. Boomers may see structure; Gen Z sees suffocation. Millennials value autonomy; Gen X still respects hierarchy. But buried in those differences is something incredibly valuable—wisdom, if we’re willing to listen.
In recent years, the dynamics of the employer-employee relationship have undergone a significant transformation. What was once an imbalance in favor of employers now appears to be tilting dramatically in favor of employees. Although the shift is not inherently negative, it has brought forth a multitude of challenges and concerns for businesses that require attention. In this blog,
Lately, I’ve watched as many of you have allowed the power dynamic to shift unexpectedly. Given the scarcity of talent and the limited supply of qualified candidates, you may inadvertently be giving too much power to specific individuals and making unnecessary concessions. We have authors and speakers who have built careers on advising you to treat the younger workforce differently. The gist is to focus on their needs, not yours. Yes, the Millennials are different in certain respects from preceding generations; however, they still rely on you to provide their employment—don’t ever forget this. They need you more than you need them.
As we approach another Labor Day, it’s disheartening to see how many people dread going to work. I’ve read many different statistics, some claiming that as many as 90% of employees are unhappy with their jobs. Since we spend a significant part of our adult lives working, it means that most people will spend a considerable amount of time feeling unhappy or uninspired in their careers.
You should care about your employees and consciously strive to build an environment where they thrive and feel supported. However, never allow them or you to get comfortable with the idea that the good of the company or requirements of their position are secondary to the needs of the business.
What made American industry great was that we had a solid, albeit often informal, contract between employer and employee. If you show up, pay your dues, and do a decent job, we will take care of you economically and provide a sense of security around your professional and personal well-being.
‘Ask Ed’ AI Chatbot: Ed has developed this chatbot to allow you to easily access the content he has complied over the last 30 years as a business and leadership coach. Click ‘Ask Ed’ below to get your questions answered.