Categories
Antiwork

Consulting firm chairman encourages companies to attain employee loyalty by controlling more facets of workers’ lives through their families.

Original: https://www.marketplace.org/2022/03/23/reframing-the-great-resignation-as-a-time-of-exploration-for-both-employers-and-workers/ This article attempts to rebrand people quitting their jobs as people exploring what they want in life, and willfully overlooks the existence of general workplace issues. “We had gathered together dozens of heads of HR, like Mike Clementi, and asked the question: “What would a company have to do to meet their employees and help them explore without having to resign?” And the first thing we discovered is that we need to help our workers find their “why.” Why do I do what I do? What am I good at? How do I thrive? And also, where are my boundaries and what’s it worth to me?” Shame they haven't realized a lot of people work to barely afford living. “Brancaccio: Or — pay these people more. They’ll stay. Ferrazzi: You know, compensation is certainly a mechanism to reward individuals. But we’re seeing some incredibly innovative ways to bond…


Original: https://www.marketplace.org/2022/03/23/reframing-the-great-resignation-as-a-time-of-exploration-for-both-employers-and-workers/

This article attempts to rebrand people quitting their jobs as people exploring what they want in life, and willfully overlooks the existence of general workplace issues.

“We had gathered together dozens of heads of HR, like Mike Clementi, and asked the question: “What would a company have to do to meet their employees and help them explore without having to resign?” And the first thing we discovered is that we need to help our workers find their “why.” Why do I do what I do? What am I good at? How do I thrive? And also, where are my boundaries and what’s it worth to me?”

Shame they haven't realized a lot of people work to barely afford living.

“Brancaccio: Or — pay these people more. They’ll stay.

Ferrazzi: You know, compensation is certainly a mechanism to reward individuals. But we’re seeing some incredibly innovative ways to bond individuals’ loyalty to the organization. For instance, the same kind of education programs that you might offer your associates, offer to their kids and to their family. A long time ago, I learned that deep relationships are gained by health, wealth and children. And wealth is only one of them — helping people get extraordinary benefits for wellness and mental health, investing in their families — there are wonderful ways for us to reward without just a simple paycheck.”

AKA: We're a family here.

“Brancaccio: All right, but in this environment especially, some of the employees are going to go, I mean, they’re going to find something else, they’re going to get an offer you can’t compete with. Is there a better way to respond to that than others?

Ferrazzi: Well, I think the way in which we behave as somebody is letting us know that they’re leaving, and treating them like alumni, is a mechanism by which you increase the boomerang effect, the likelihood that they’ll come back. The emotional connection to you as somebody is exiting — you as a manager; you as an organization — really is predictive of whether they come back.”

The their credit, if more bosses acted this way, this subreddit would have far fewer posts. But work life balance is a balance because work is not life, and one should not be emotionally tied to it.

Leave a Reply

Your email address will not be published.