How we spend our days is how we spend our lives. It’s easy to get caught up in capitalism’s promise of bigger TVs and fancy dinners, but professional success is no longer a gold watch on the day we retire. (There’s no watch, and increasingly there’s not much retirement, either.) Today work should be much more than a means to an end. We owe it to our families, and ourselves, to love what we do. Great company culture enables employees to feel seen and supported. It empowers them to bring their whole selves to work and make choices that will help them grow professionally.
Undistracted and unmitigated they will be more energized, more creative, more committed, and more productive. That’s not just great for our colleagues, it’s great for our businesses and our bottom lines.
Whether company president, small-team lead, or corporate wellness manager, Great Mondays shares the concepts and tools to help every leader accelerate the next great shift in business. When an organization creates a place where people are inspired and interested, then everyone wins.
What is professional success these days? According to one of the country's leading search engine optimisation specialists at SEO Leeds, "It’s finding a more meaningful life through work. And if we can do that, we might end up loving what we do."
In hotbeds of modern capitalism along the East and West Coasts of North America, one of the most shocking signs of change can be found in the plight of the incredible shrinking tenure. In the 1960s and 1970s, lifetime employment was the norm. Corporate warriors of the 1980s and 1990s dedicated decades to a single company. Now employees stick around for an average of just 18 months, 24 months tops. Corporate loyalty and job security now seem like quaint ideas that your great-grandfather once believed in.
Whether it’s a message from a headhunter on LinkedIn, or dissatisfaction with the job itself, it’s only a matter of time before the temptation to jump ship becomes too much. In the world of tech, there are too many companies willing to pay too much to fill too many roles. For better or worse, it’s reality.
If tech behemoths throwing cash and benefits at your employees isn’t scary enough, add to leadership anxiety the rise of the free-agent nation. Job sites like Upwork make remote contract work easy to find. On-demand employment, like TaskRabbit and Lyft, provide flexibility and hourly work with the touch of a button. And emerging infrastructure like 5G will make it even easier to work from anywhere and for anyone.
With tech slurping up talent from across regions and the world, what’s to keep butts in seats, if heads and hearts can be elsewhere? Even Middle America won’t emerge unscathed from the impact of this hurricane of change. Consider yourself warned.
To succeed, this flip from leader ownership to shared ownership needs to happen inside every employee’s skull. If you want something to change in your organization, first ask what shifts you can make that might happily spread to your team. What is your sphere of influence and how can you create the culture you want amongst those people? Almost like Gandhi said: Be the culture change you want to see in the world.