The Power of Appreciation
Posted by Robin R. Krause, Vice President of Human Resources
I was meeting with a colleague recently talking about HR issues. She is conducting a national research project on why people leave their jobs. She said the information so far is not shocking and more or less confirms what all of us already know. The main reason people leave their jobs is that they do not feel appreciated. We know that the reverse is true as well €“ one of the top reasons people stay in their jobs is that they feel “in on things” and that they “make a difference” or in other words: appreciated.
I think this information is interesting when you think of our on-going discussion of Mick’s “It” factor and Steve Shield’s presentation to our Leadership group. Steve talked a lot about the value of feeling “known”. He told stories about subtle changes that were made in resident care that provided respect, dignity and personal choices that ultimately improved the health of his residents. The power of being known €“ and of knowing how to build that relationship with others. We are working on tools at that will assist us in developing long term work force planning models. This data has shown us something we knew, but may not have truly embraced. The largest age band in our work force is Generation Y €“ which has over 1,000 employees. We also have strong representation in Generation X and Baby Boomers. Each generation has different work styles and different needs when it comes to feeling appreciated and “known”.
As leaders, our challenge will be to become experts in the diverse needs of our workforce, building programs that meet their needs and reaching out to them in ways that make them feel “known” so that they in turn can reach out to our customers. Here’s a little knowledge I’ve picked up about Generation Y, a.k.a Millenials, which are 13 to 27. They’re known for their need to feel they are adding value to their work environment right away. They want to move fast in their careers and what to innovate and change their work processes in ways they believe will improve things. They have ideas and want to share them. The “same old, same old” will not work for this group. They will work hard as long as they feel they are contributing. They will also move on if they feel they are not growing in their career or not being heard. They think of the relationship to their employer as a business merger €“ the merger of “me” and Ecumen.
I just interviewed a Gen Y. I smiled when she talked about the reason she wanted to leave her current employer. “I have so many ideas on how to improve things, but they just can’t move past where they are. I am so frustrated and getting tired of waiting!” Have you told a Gen Y today that you are glad they are with you and that we couldn’t do the important work we do without them? Have you listened to any of their ideas lately €“ they have some great ones!
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