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The Old World of Work

Employees Quitting Because Companies Investing in Technology Rather Than People

A key mistake leaders are making is causing the Great Resignation. Here are 3 ways to fix it
The CEO of Workhuman argues that the old model of work-for-pay, which focuses on trying to extract the best out of employees coupled with an abundant investment in technology, is backfiring on the workforce.
www.fastcompany.com

By primarily focusing on staying on top of tech advances, we’re at risk of ignoring the reality of what’s actually driving business today: our people. 

Purpose, meaning, mutual trust, and recognition are built by people one interaction at a time, and it’s up to leaders to build the infrastructure that facilitates these. Just as you expect a comprehensive plan to make your tech stack work smoothly, you need to be strategic about how your culture stack is making the most of that larger investment. 

If companies want to better understand the needs of their employees, the easiest solution is to simply ask. As technology leaders, we’re used to a seemingly incessant cycle of feedback loops when it comes to our products and solutions, and we have an obsession with the customer that eclipses most anything else and drives our roadmap. What would happen to our culture if we brought that same obsession internally, too? 

The time when it was a sign of success if work didn’t know anything about your personal life is over. It was a ludicrous notion to begin with. In today’s world, we know the value of celebrating the whole human. We must find ways to make sure that we’re seeing our coworkers for who they really are and, in turn, knowing that we are embraced and accepted for who we are.

Bringing this level of humanity into the everyday work experience is the best way to be in a position to hear from, listen to, and really get to understand what the humans in your organizations need. And understanding what needs will be a critical priority if we’re going to make it through another year of massive societal and organizational change. 

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