Short-term employee goals are short-sighted
We’ve all been there, right?
It’s 7pm on a Friday. You’ve been in early all week, juggling multiple projects, breaking your back to hit your deadlines or maybe even missing the odd lunch. And now the boss is breathing down your neck, “Where is that presentation?”
Unfortunately, this is part of working life and we all get weeks like that. Don’t you just hate being a grown-up sometimes?
This type of stress can be good. “Eustress” is its official name. Where we are excited and pressed for a short period of time. Kind of like an adrenaline rush.
However, what we don’t want is chronic stress – when the pressure is unrelenting for a prolonged period of time. This impacts on businesses with reduced productivity, increased absenteeism and higher staff turnover. And it impacts on employees, causing numerous potential health issues.
So it’s vital for businesses to understand the impact of the demands they place on their employees.
What is the ROI on employees?
We can categorise businesses into two types. It boils down to their perception of employee value, similar to how marketers look at customer value.
As marketers, do we want to bring in as many sales as possible in the shortest time disregarding future customer relationships? Or do we want to nurture the customer and give them real value, retaining a longer-term relationship with more revenue?
As businesses, do we want to push the employee to give as much of their precious time as we can to achieve our short-term goals? Or do we want to nurture them, help them manage workload to achieve loyalty, respect and a more dedicated employee in the long run.
All modern thinkers would go for the latter, right?
Creating yin and yang
Proximity is one of many companies that very much practices the longer-term vision. Employee lifetime value is critical to ensure a happy, effective and valued workforce.
The results for the business are retained and loyal staff are more willing to put in that little bit extra. So much time and money is saved without the need to constantly replace burnt out, discarded employees. This in turn means our client also feel valued. They benefit from consistent teams with retained knowledge and can take advantage of joint progressive learnings to take their business forward.
Research from DaddiLife suggests 63% of millennial dads have requested a change in working patterns since becoming a parent, and 33% have changed jobs to accommodate their work/life balance. Yet dads are 38% more likely than mums to feel they have some control over this.
I say, why? Aren’t we in a world where we can retain the best talent and adjust to their needs?
Businesses should work with, not against their employees.
For me personally, as a dad, the flexibility I enjoy at Proximity has allowed me to complete my FA coaching badge, so I can coach my son and his friends on Saturdays. If I worked for a business with short-term goals and low employee ROI, I wouldn’t have had time to do this and I’d be a less loyal employee as a result.
Happy family = happy dad = happy employee = happy clients
Isn’t it time businesses caught on?
So, when it comes to 7pm on a Friday and the pressure is on to finish that important presentation, I respect my employer’s goals and get it done. Because I know what’s important to me is equally respected by them.
If you’re in a position to create the same mutual appreciation in your business, what’s stopping you?