The Grass Isn’t Always Greener

And, it’s not just about the money.

We are all aware of the Great Resignation. Many people have quit their jobs because they were offered more money to take a position in another business. However, apparently, many of them were not aware that being offered another position frequently meant they were being recruited by a “salesman” whose job it was to find a candidate and rope them in. they touted the fantastic culture, the great training program, the chance to contribute in a meaningful way, all the things that people were looking for but were not getting in their present work environment.

Funny thing, when they made the move, they soon discovered that the grass is not always greener on the other side of the fence. They were promised great things, but their needs were not being met. Over 26% of the people who quit their jobs and made a move, are now regretting their decision. 42% of those who moved say that the new position doesn’t live up to what they were promised.

What are workers looking for? Interesting, it isn’t always more money. It is a better workplace culture. Yes they were also looking for better pay, who doesn’t want that? But they were also looking for flex time, more time off, but even more important, to have a meaningful job where they feel like they are in alignment with the purpose of the company and the ability to contribute to that purpose. The sign-on bonus was great, who doesn’t like money, but they soon found out that the money was offered because the culture wasn’t one that cultivates value and fulfillment for the company’s employees.

In order to attract and retain the team members they want, businesses are going to have to cultivate an environment of clarity, alignment and purpose that connects with the person’s personal goals and purpose and in which the worker can feel valued, trusted and a valuable contributor to the purpose of the businesses. Wow, that means that that employers are going to have to figure out why they exist, what their purpose is (and its not just to make money), how they behave (not just values hanging on the wall, but how they actually live the values), and how they will know they are succeeding. They are going to have to figure out not only the answers to those questions but how to meaningful communicate them to their team members and engage them in the journey.

Additionally, they are going to have to set aside the business philosophy that worked for Henry Ford on the assembly line and start implementing 21st century business practices. This means shared decision making and leadership, radical transparency, network of teams vs. silos, putting people and purpose first, and learning to experiment and adapt. These are all principles that the Enlightened Rebels Alliance believes in.

If you would like to learn more about how to bring your veterinary clinic into the 21st century in how it runs its business, contact us. We will be happy to talk further with you.