Growth thinking

Where do I want to take you in this blog? I would like to take a closer look at the ability and/or willingness to 'change' of the average Dutch employee. In addition, also examine the role of the Dutch employer, entrepreneur or manager in this context.

As light-hearted and impulsive as the participants act in the aforementioned TV formats. It is so different, in terms of out-of-the-box thinking, with the average employee.

What does this behavior mean for you as an employer, entrepreneur or manager? Do your employees really do the work they want? Are their talents being used sufficiently and wouldn't they rather leave or perhaps you would rather see them leave? From the popularity of the program 'I Depart' and various studies also show that many people are not really satisfied with their current life, job or work.

That's actually a bit strange. We are currently living in great prosperity, regardless of the corona crisis. The Netherlands is in the TOP 5 or TOP 10 in almost all lists. In addition, we have much more free time than before, the heavy work has been taken over by machines and our reduction in working hours has in many cases gone from 48 hours to 32 hours in recent decades. .

Happiness manager
In addition, the Human Resources department has made way for academically trained full-time HR managers who do everything they can to make it as pleasant as possible for (new) employees through development programs, competency matrices per position and onboarding. Even the function of a so-called Happiness manager is rapidly emerging. Yet many employee satisfaction surveys show that employees are not really satisfied and are particularly not happy with their manager. The latter is remarkable.

'I leave'
Of course, the program 'I'm Departing' is especially popular because we can laugh out loud at those so-called 'stupid people' who chase their 'bizarre dreams'. You could call it a 'fatal fantasy'. Regardless of the fact that these wild plans often lack a good financial basis for their plans or that knowledge of the language of their new motherland is lacking and people actually do not know what they are getting into or what they are leaving behind. No, they often just want a quieter, less hectic life with more time for each other. Done with their rat race.

What we see on TV is mainly good for the viewing figures. People who perspire heavily, who have difficulty sleeping due to the many headaches and who push each other's irritation limits.
We think it is logical that it often fails, but when did it actually fail or is there something else going on?

Despite their worries and hard work, many of the participants are often much happier, because they feel that they have regained more control over their own lives. The 'Food Truck Wanted' program also sees participants taking risks – spending all their savings – and starting to do things, such as cooking themselves, which they hardly did or even had any skills in before then. Where in an earlier blog I recently quoted Pippi Longstocking: “I've never done it before so I think I can do it.” Well, that may have been a bit lighthearted in these situations.

Learning moment
What can we learn from the above? In our experience, employees who do leave often indicate that their manager is an important reason for their departure.
Of course, it is often said for the sake of peace that it is mainly a 'salary issue'. Then one stays away from a direct and personal attack on the performance of that boss or manager. How useful is that?

Suppose we do include the possible and real reasons for departure in the personal working environment, what should have been done sooner? Provided that you probably can no longer stop the man or woman who wants to start an ice cream parlor at the North Pole via AVROTROS from those crazy plans.

In this context, ask each other the following questions.
What are our personal motivations at work? What motivates us, what are we really passionate about? What is going well, what could be improved and what actually needs to be changed in the organization?

And does your manager know this too? Does he ever ask you about this as an entrepreneur or manager? Many major fires could have been prevented if a cup of water had simply been available.

Consider a completely different format for performance or career reviews and then talk to each other about the above matters. What expectations are there? What challenge will we take on together? Or are we not talking about it? So no news is good news?
'That's just how he is! This is how things work in our company? I only have to work for another six years!
Who is waiting for me now? It is simply difficult to find good staff. '

Corona crisis
Six months ago the labor market looked a bit different. Before the corona crisis, there was a considerable demand for workers. There were many vacancies in almost all sectors of the economy and a large number of employees were sensitive to an almost risk-free transfer to another company or even to a completely different industry. The youngest generation of employees in particular is more sensitive to atmosphere and tertiary employment conditions than a gold watch because of a 25-year employment contract. This should actually be a wake-up call.

Because entrepreneurs and managers are often surprised and feel overwhelmed by the sudden departure of employees. That feeling seems a bit naive to me. If you, as 'boss', had had better contact or had better empathized with labor relations, you might have been able to prevent the departure or at least have been better prepared for it. Because not every 'sudden departure' is by definition annoying for both employer and employee.

Loyal employees who are having a good time - that's great - but sometimes it's also good for the team to change composition and for new blood to be added.

Currently, vacancies are decreasing, unemployment is rising and many employees will be employed
remain in their place or position more often due to the uncertainty of a new job and the economic prospects. This provides breathing space, security and offers opportunities to improve the atmosphere, in the broadest sense of the word, in the 'workplace'. This applies to entrepreneurs, managers and employees. Insight into ourselves provides insight into others.

Finally
Employees are very often the company's most important asset. We all work together for a large part of our lives, so make optimal use of each other's talents, share knowledge, retain knowledge and work on skills to communicate and connect.

It is also important to know how people become and remain motivated, so that they can enjoy their work and be proud of what they can and want to achieve. Whether one wants to leave or stay, and whether it is a manager, entrepreneur or employee. So before you leave or start? First and foremost, ask for some feedback or reflection in a timely manner from professionals who understand these types of matters.

Bert Geerts, trainer coach.