As workers are seeking more and more “flexibility” from employers, while at the same time demanding greater compensation and in many cases lower overall productivity requirements, one has to wonder – how does that work? Lower productivity and higher cost? Equal productivity and higher cost? In the end, that additional cost is passed directly back to the worker in the costs of goods and services they consume and no gain is made. I would argue that businesses and workers are looking at the equation from the wrong perspective.
It is critical to understand that if one see’s themselves as a “worker,” they will automatically think about wages and flexibility. Working to live being at the core of their wants and needs. If, on the other hand, that same person was to see themselves as part of exciting team of creative people, generating value in the form of products or services in which they believe. And if they saw this activity as fun, challenging, and something to look forward to every day (like a sport), then what would their priorities be? Wage and flexibility? Or inclusion, challenge, growth and winning? Loving to work being a balanced component of their wants and needs; ultimately enjoying all 24 hours of their day.
And if employers think about new hires as “workers,” they will focus on cost and productivity rather than creating engaging life experiences. Creating the right environment, building the right culture, and focusing on the team rather than cost creates maximum engagement and generates the best outcomes for all parties.
I get that it was my generation (baby boomers) who coined the “live to work” mentality, many times creating a work/life imbalance in pursuit of status or material things. But that said, I have been part of creating high-performance teams that were truly an assembly of people that played together to win, never considering it “work” or themselves a “worker.” And based upon their passion and desire to win, these same people invested significant hours and created incredible value (productivity). They were free to come and go as flexibly as they liked, but in reality, they worked through breaks and lunch hours, came to work early and stayed late. They didn’t do it for the money, they did it for the win. They also did it while maintaining a quality work / life balance, partially because we included their families in many activities, but mostly because the job itself made them a happier person. I saw to it that the compensation attracted the right talent and provided the right reward for the win, but comp was never the ultimate goal.
Decades ago, I was interviewed regarding such teams and was quoted as saying I always looked forward to Monday morning and “getting” to go to work and I wanted others to feel the same. I have always seen business as a team sport. One that is played to win and played for enjoyment. If employers focused on creating that type of culture and environment so their team members felt the same way, the rhetoric would change. Personal satisfaction and productivity would increase without increasing overall cost. And in the end, more satisfied employees would gain a higher quality of life. Feels like this is a better solution.
