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.
Furthermore, given how light-footed and impulsive the participants in the aforementioned TV formats act, the situation is so different, in terms of out-of-the-box thinking, for the average employee.
What does this behavior mean for you as an employer, entrepreneur, or manager? Are your employees really doing the work they want to do?
Moreover, are their talents being sufficiently utilized, and wouldn't they rather leave, or perhaps you would prefer to see them leave yourself? The popularity of the program 'Ik Vertrek' (I'm Leaving) and various studies show that many people are not truly satisfied with their current life, job, or work.
That is actually a bit strange. After all, apart from the corona crisis, we are currently living in great prosperity.
Furthermore, the Netherlands ranks in the TOP 5 or TOP 10 of almost all lists. In addition, we have much more free time than before, heavy work has been taken over by machines, and our working hours have in many cases decreased from 48 hours to 32 hours over the past decades.
Happiness manager
In addition, the Human Resources department has made way for academically trained full-time HR managers who do absolutely everything they can to make it as pleasant as possible for (new) employees through development programs, job-specific competency matrices, and onboarding.
Subsequently, even the position of a so-called Happiness Manager is strongly on the rise.
However, many employee satisfaction surveys show that employees are not really satisfied, and are particularly unhappy with their managers. The latter is certainly noteworthy.
I'm Leaving
Of course, the program 'Ik Vertrek' is mainly popular because we can have a good laugh at those so-called 'stupid people' chasing their 'bizarre dreams'. You could call it a 'fatal fantasy'.
Moreover, apart from the fact that those wild plans often lack a sound financial basis, or that knowledge of the language of their new homeland is lacking and the people actually do not know what they are getting themselves 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.
In short, what we see on TV is mainly good for the ratings. Heavily perspiring people who struggle to sleep due to numerous worries and 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 they have regained more control over their own lives.
In the program 'Foodtruck Gezocht', too, participants are seen taking risks – spending all their savings – and have started doing things, such as cooking for themselves, which they hardly did before or even had any skill in.
In a recent blog post, I quoted Pippi Longstocking: "I've never done it before, so I think I can." Well, that might be a bit lighthearted in these situations.
By the way, a 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, for the sake of peace, it is often said that it is mainly a 'salary issue'.
Then one refrains from a direct and personal attack on the performance of that boss or manager. How convenient is that?
However, suppose we do involve the possible and genuine reasons for departure in the personal work sphere, what should have happened sooner?
Assuming that you probably won't be able to stop the man or woman who wants to start an ice cream parlor at the North Pole through AVROTROS from making those crazy plans.
Therefore, ask each other the following questions in this regard.
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.
After all, just consider a completely different structure for performance or career discussions and then talk to each other about the matters mentioned above. What are the expectations? What challenge are we taking on together? Or are we not discussing it? So, is no news 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 anyway? It is simply difficult to find good staff.
Corona crisis
Six months ago, the labor market looked quite different. Before the corona crisis, there was considerable demand for workers.
Nevertheless, in almost all sectors of the economy there were many vacancies, and a large number of employees were receptive to a nearly risk-free move to another company or even into a completely different field.
The youngest generation of employees, in particular, is more sensitive to atmosphere and fringe benefits than to a gold watch for 25 years of service. This really should be a wake-up call.
For entrepreneurs and managers are often surprised and feel blindsided by the sudden departure of employees. That feeling strikes me as somewhat naive.
If, as the 'boss,' you had maintained better contact or empathized more with the employment relationship, you might have been able to prevent the departure or, at the very least, be better prepared for it. After all, not every 'sudden departure' is necessarily unpleasant for both employer and employee.
On the other hand, loyal employees who are happy – that is great – but sometimes it is also good for the team to change composition and for fresh blood to join.
Currently, vacancies are decreasing, unemployment is rising and many employees will be employed
somewhat more often stay in their place or position due to the uncertainty in a new job and the economic outlook.
Still, that provides breathing room, certainty, and offers opportunities to improve the atmosphere, particularly in the broadest sense of the word, on the 'work floor'.
This applies to the entrepreneur, the manager, and the employee. 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 enjoy their work and can be proud of what they can and want to achieve. Whether they want to leave or stay, and whether they are a manager, entrepreneur, or employee.
So before you leave or start? First and foremost, ask for timely feedback or reflection from professionals who understand these kinds of matters.
So, Bert Geerts, trainer coach.