Still, organizations can adopt a few steps to kickstart a change in the right direction: That’s complex and it's yet to be perfected. Increasing diversity requires an ability to match diverse needs with flexible employee value propositions. One undeniable truth in our rising workforce is its increasing diversity, in race, gender, age, and archetype distribution. To strike that balance, corporations need to infuse their current culture with new practices and behaviors that build that bridge. Likewise, a company that doubles down on flexibility to embrace the diverse individualistic needs of employees without creating a sense of shared values risks having a workforce that lacks a sense of belonging and camaraderie. A company focusing on reinforcing a corporate mission and culture while ignoring individualistic purposes risks having unmotivated and unfulfilled employees. The key is in creating a balance between both islands. Threading the needle between Corporate and IndividualĪ company that offers human jobs is a company that can build a bridge connecting an organization’s purpose and community with its employee’s purpose and sense of identity. The future of corporate is human, and it starts now.
A mindset shift is due for Corporate America, one that relabels employees from “resources” to “humans” who have holistic needs beyond the hours clocked in and out. Employers face a higher risk of losing one of the most valuable assets of the 21st century: Talent. Employees are seeking changeĪll in all, we see the younger American workforce climbing Maslow’s hierarchy of human needs, seeking self-actualization, purpose, identity, and personal growth from their work. The labor market has been seeing and living this work-identity marriage, making sense of it by inventing new terms to define: Instead of work-life balance, it is now work-life harmony, and instead of being an employee at Google, Bain, Twitter, or Amazon, we now identify as being a “Googlers”, “Bainies”, “Tweeps”, and “Amazonians”.
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