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.
Over the years, working with numerous clients has revealed a persistent challenge: creating career paths that are clear, practical, and suitable for all types of employees. It’s not because they don’t care or aren’t trying. It’s because we tend to make things more complicated than they need to be.
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.
When you own your business, it is your sandbox. You get to decide who plays in it and what happens inside. Just remember that these decisions also have consequences. As an advisor to my clients, my role is to help them understand the consequences of their choices and actions.
I am in and out of many businesses and the one characteristic all high performing organizations have is good people. You can feel it in the atmosphere. There is a certain way the employees interact with one another and hold themselves. There is a sense of confidence but not arrogance. If you are a guest, you are treated that way and random people will interact with you to make sure you are being taken care of. It’s one of those things you clearly notice about the work environment when it is not present which sadly is usually the case.
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.
Whenever I hear a business owner say that their employees are like family, I wince and get a bit nervous for them. No matter how much you care for your employees, they are not family members. Unless they are actually family members, which creates its own set of issues.
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