SPRING 2022

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THE DISTRIBUTOR’S LINK
NELSON VALDERRAMA MAYBE IT’S NOT THE MILLENNIALS, MAYBE IT’S YOUR COMPANY from page 60
Apart from changing trends and the COVID-19 crisis,
another challenge that the market is facing is a shortage
of labor. Today, almost every workplace comprises
millennials with their unique way of looking at the world.
According to research, over 19 Million US workers have
quit their jobs since April 2021. It has negatively impacted
the businesses in every sector. To stop this mass
exodus, companies offer employees with financial perks
and bonuses. But millennials are perceptive; instead of
appreciating the gesture, they sense a transaction.
It seems that the organizations are not meeting
their real needs. Employees today feel exhausted,
unenthusiastic, and indifferent towards their organizations.
Despite showering them with monetary benefits, a sense
of shared identity is what they truly crave. If workers don’t
feel valued, seen, heard, and empowered, they lose the
sense of purpose. So meaningful interactions, rather than
transactions, will play a major role as we move forward.
We need a new narrative that can reshape the future of
work. Work will never be the same as it was before the
pandemic. Too many things happened- in the world, inside
organizations, and among employees- catalyzing changes
that had long been brewing.
Taking everything into account, business leaders can
take the following powerful actions.
From Talent Takers To Talent Makers
Organizations are experiencing a skills shortage.
Therefore, scaling investments in learning can play a vital
role. Helping current employees learn and have a growth
mindset will help organizations improve. It is important to
employ ways to tap the hidden potential of their people
and uplift them throughout their career journey.
Job titles are a great way to stand out in the job
market, and they can also provide valuable insight
into how your company and culture are different. For
example, the title of “receptionist” might be revised to
“Customer Experience Associate” This new position will
allow employees more flexibility and responsibility, while
their experience in customer-facing work makes them
invaluable on any project.
Build The Personal Capacity Of Workers
Instead Of Managing Them As Machines
Leaders need to support employees and help them
create a meaningful life. Every person has a unique talent,
and the best leader can reveal and utilize it in the most
productive way. Reorganizing workflows and giving workers
a sense of belonging are great ways to get started.
A shared vision, mutual respect, and common values
unite people. It could be the best way to retain the
workforce and contribute to success. In order to succeed,
we have all been learning how important it is that each
person in our workforce takes more than just their title
and list of skills. The meteoric rise over the past 18
months with tech adoption reminds us again not only do
they need understanding but also consent from those
around them as well!
So, far, we have discussed the unusual job market we
are all facing, and how a change in perspective is needed
to meet that problem. Rather than throwing money at the
problem, this is an opportunity to grow talent, and manage
respectfully.
Before you proceed to the undertaking, ask the
following questions -
Are Your Leaders Motivating?
An organization that lacks motivating leaders often
finds its hardworking employees leaving. If workers do not
feel valued and inspired, they do not feel like giving 100%
to the job. Leaders need to lead with compassion and
empathy.
Are Your Workers In Their Right Positions?
For a successful organization, it is important to have
the right people at the right seats. It becomes more
important for managerial positions where new leadership
skills are essential. If your managers and executives
have no skills to work in hybrid and virtual environments,
training and capability-building will help.
How Strong Was Your Work Culture Before
The Pandemic Hit?
Returning to the office may seem like a blessing
and a way to address lingering culture and connectivity
concerns for many executives. It is time to understand
that the needs of your employees have changed, and your
culture may not have kept up, leading to magnifying the
weaknesses of organizations which was the main topic I
discussed with the two distributors I talked last week.
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