Designing Your Workplace Today

There’s no question there’s a fight to keep talent today.

People in almost every industry are asking themselves “Is there a better place to work than my current job?” leaving employers scrambling to attract and retain talent, threatening their brand’s viability and forward movement.

Before we look at ways to respond to this challenge, let’s gain a better understanding of why everyone is leaving.

So, why did everyone quit…❓

With over a decade of experience studying people and organizations, Anthony Klotz of Texas A&M University, was the person who first coined the term “the Great Resignation.” He made the call early when he saw the large increase in resignations during the COVID pandemic.

Generally speaking, Anthony found three reasons that people left work.

Burnout – People working during COVID were pushed to the limit in terms of juggling work, being stuck inside with kids at home, managing finances, and trying to juggle it all without blowing a gasket.
Perspective – People recognizing that becoming sick or even dying was a real possibility. This led to increased reflection about their lives in new ways and wondering about their future, the nature of their work, if they enjoyed their work, and if they were making a difference.
Freedom – Although working remotely could be stressful, especially for parents with kids home from school, it also provided an opportunity for greater flexibility that working in an office did not (particularly for those with long commutes to work). It also provided flexibility to work when and where people felt they were most productive.

With an understanding of these findings, let’s now walk through what it means for employers and designing a workplace that makes people want to stay.

Ok, what does this mean for designing a workplace today…❓

Short answer: It’s a complicated mix.

While designing workplaces have many variables to consider such as type of work, size, or the needs of both the employees and clients you serve; here are some new general guidelines to consider when renovating your workplace.

These findings are supported by research conducted at ADP Research Institute in their most recent global study.

Connection. For starters, view and treat your people as human beings, not workers. The concept of “leave it at the door” is a fading norm. Today, good leaders invite their teams to bring their full selves and all of their identities to work. And, great leaders go out of their way to support their people not just professionally, but also personally. When we embrace the uniqueness of our teams and support them in becoming more of their true selves, we get the highest performing versions of them. Further, research found that workers who felt they were part of a team were 3x as likely to be highly resilient and 2x as likely to report a strong sense of belonging at work.
2. Competency. People want to use their strengths, add value, contribute, and feel they are making a difference. As an employer you have two options. You can either create space for your team to use their strengths, or if you don’t trust someone’s competency level for a certain skill, you must prioritize development. Nothing is more frustrating for employees than feeling as though their wings are being clipped or they are being asked to do a skill out of their depth with no support. Ongoing learning is a key component of engagement.
3. Joy. Yes, we’re talking about bringing love into the workplace. Neuroscience research shows that when “love chemicals” are released people experience faster cognitive function, greater optimism, greater memory, and increased openness to new experiences and information. Today, it is critical that there is some element of love for your team in the work they do. Interestingly, research from Mayo Clinic found that it only takes a 20% threshold to accomplish this. When employees don’t enjoy, or love, at least 20% of their work, they are far more likely to experience burnout. Even more interestingly, loving more than 20% of their work doesn’t appear to produce greater optimism or resilience. So while the work has to get done at the end of the day and your company’s needs must be met, the sentiment rings true: a little love goes a long way. Consider discovering what it is that brings joy to your team’s everyday work.

A lot has changed over the past couple of years. Now is the time for leaders to accept these challenges and begin, or continue, prioritizing solutions that retain and attract talent. We hope this piece supports you on your never ending journey of building a brand that makes people want to stay.