The upcoming generation of workers isn’t looking for just a dream job, they are after their dream job and if there were ever indisputable proof of this, it rests in the case of Aaron Rodgers.
Rodgers is, perhaps, the Green Bay Packers’ greatest talent acquisition success story. However, just three months after winning his third MVP award, advancing the NFC title game for the fifth time, and putting a 26-6 record on display for the second season running the star quarterback wants out. Having signed a 4-year, $134 million contract extension including a $57,500,000 signing bonus won’t stop him, either. Rodgers is threatening to go rogue because he wants to play by his rules, not the franchise’s, and he’s not alone in his thinking.
Today’s Top Talent Is Driven by Dreams
The best of the best, be it on the literal field or in the field of law, believes in the power of dreams—more specifically, their dreams. This was true before Covid-19 arrived to wreak havoc across the globe and it has grown ever truer in the aftermath. “Life is short,” has become a sort of generational mantra and employee retention strategies need to take this into account.
The pursuit of one’s dream job is not as entitled as it may sound. While Rodgers might do well to recognize his already immense privilege, most of the top talent isn’t looking for hundreds of millions of dollars and then some. Instead, retaining employees means understanding that the workers of today simply prioritize the quality of life over hefty paychecks, fancy office perks, or other traditional measures of professional success. Talent acquisition experts that are tuned into this have thus re-tooled their employee retention strategies to prioritize the following.
1. Flexible Benefits
If the last year and a half has taught us anything it is that teams can work productively from home. This means that the next time a top performer requests personal time to attend to household or personal needs, you need not fear a dip in performance. Instead, encourage them to prioritize self-care and rest easy knowing that doing so will help with retaining employees in the long run.
2. Happiness Trackers
While this may sound like something out of a frightening surveillance state, it is just the opposite. As employees return from work-at-home arrangements, they will suffer through the change. One way to counteract this is to give them a voice and pay close attention to their feedback. Tools like 360score.me provide a non-invasive platform to track employee feedback while simultaneously empowering them to take an active role in shaping their office experience.
3. Hybrid Arrangements
For many, the pandemic’s only silver lining was the ability to establish better work-life balance by going remote. Now, as teams are being called back to the office, many are unwilling to give up the well-being that sprang from this benefit. A reported 95% of workers are considering quitting their jobs and the lack of balance is the most frequent cause. Keep your team on board by strategizing hybrid arrangements that work for everyone involved.
To learn more about talent acquisition and employee retention strategies that keep your firm at the front of your field, do not hesitate to book a call with Hiring & Empowering founder and best-selling author, Molly McGrath.
