“Gallup estimates that actively disengaged employees cost the U.S. between $450 billion to $550 billion each year in lost productivity. They are more likely to steal from their companies, negatively influence their coworkers, miss workdays,
The workforce of today doesn't look anything like it did for past generations. Our fathers and grandfathers went to work for companies that were looking for loyalty and dedication. Today's workers will have an average of 6 -7 careers in their lifetime. No longer do we aspire to find a company that will ensure future employment but we've begun to understand that what will give us the security of past workforces is to attain and increase our employability.
Both the employer and employee have just begun to understand what this new turn-of-the-century workforce must do to find security in the world of work. Successful organizations understand that offering more than a competitive employment package is needed to recruit exemplary employees. While highly successful employees know that security in an ever-changing world means knowing who they are and what they can offer an employer.
There are three factors that can catapult both an organization and it's members into success. These factors recognize the world we live in today is not the one of generations past. They also acknowledge the unsaid commitment between both parties. Understanding and exercising these three factors will lead to high professional intelligence which every organization and individual needs to be successful in the world of work.
"88 percent of workers considered “positive culture”
3 Key Areas That Lead to Career and Organizational Success
1. Understanding MGA..... What is Multi-Generational Awareness
With four to five generations working together under the same organizational roof it is imperative that everyone understands just how these generations work together. Understanding how each generation sees themselves as an employee, what they value in life, how they approach challenges and other generations allows for a more cohesive organizational climate.
2. Be a Value Adder!
Security of employment is no longer an assumption of today's worker or organization. Both parties need to show the value they provide to each other. If one party no longer contributes to other than they are seen as disposable. This opens the door for revolving interests within the organization as the organization looks for new possibilities and the employee looks for an organization that can add to the individuals needs. Individuals must add value to the organization and the organization must add value to the individual.
3. Operate and Lead with Professionalism
Always having professional communication in it's delivery and intention is at the core to creating an organizational culture that thrives. Internal commitment to showing honesty, trust and respect finds itself at the cornerstone of classic professionalism. Engaging in a relaxed creative and open organizational environment is only possible when professional communication is not only required but expected from all parties.
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