Scientists Discover A Never-Before-Seen Species: The New Worker Permutation

By Scott Irgang

Despite having no background in anthropology, I have spent the last 12 months studying, interacting with and learning about this new alien species: The New Worker Permutation (“NWP”).

While, of course, every individual is different (none look remotely like the above photo) and that it is unfair to generalize that any one demographic group behaves and thinks the same, the number of commonalities they share with one another is truly worthy to note.

If you are in management, HR or recruitment, you should note the following:

·     NWPs do not like traditional institutions (For example, AXIOS and Gallup have reported that younger voters are overwhelmingly rejecting both traditional political parties and going independent).

·     NWPs are interested in forming and joining an independent union and spurning traditional, established unions.

·     Their pandemic isolation has led them to (if you can even imagine it) become even more participatory and influenced by social media.

·     They are used to being coddled (and grew up with helicopter parents and, Yes! everyone got a trophy).

·     NWPs do not understand or agree with the notion of starting at the bottom of the corporate ladder and “paying your dues.”

·     They want to be heard.

·     NWPs crave and expect that they will be part of the corporate decision making process and are disappointed when their recommendations are not followed.

·     They expect out-of-cycle raises and promotions.

·     NWPs value equal pay.

·     Social change, ESG and transparency are important parts of their zeitgeist.

·     NWPs want training, development and flexibility.

·     They are three times as likely to switch to a new employer in the next 12 months (See PwC’s Global Workforce Hopes and Fears Survey 2022).

·     NWPs want mental healthcare and four-day workweeks (ComputerWorld, 5/23/22)

·     They have prioritized a “good work/life balance” (Deloitte’s 2022 Gen Z and Millennial Survey).

·     NWPs want their job and their particular workplace contributions to have a higher and meaningful purpose.

·     They seek, crave and value recognition.

Whew!

That’s a lot.

(and I could have written another 5 pages).

So, how should you interact with this new species?

Here are 6 suggestions:

1) You must interact with your “new” employees as soon as possible (and create a regular, future cadence of interaction). Have honest, candid and transparent dialogues with them. Try to listen and focus on their “perceptions.” Figure out what suggestions can realistically be acted upon and create a goal-oriented calendar with dates certain.

2)  Invest in Employee Engagement surveys. The more milieus available for employees to express themselves, the better your data will be (as some are uncomfortable expressing themselves in public).

3)  Conduct “Positive Employee Relations” Training for supervisors so that they know what issues to look for, how to respond (effectively, persuasively and lawfully) and have a 3rd party meet with them to conduct an issue audit (regarding what matters are they hearing about on the floor).

4) Think about how you present your company as a “brand” in the recruitment marketplace. Your brand probably needs refreshing.  Just make sure that you can live with, commit to and execute upon the refresh.

5) While candidate interviews can be considered “first dates,” it is your Onboarding process, verbiage and experience which will be foundational in shaping your future NWP relationship. Scrutinize every aspect of the process (from coffee mug to mentor assignment) to determine if it supports your attempt to address the above issues.

6)  Create and implement a multi-faceted Recognition Program (including more frequent 1-on-1’s, Gamified Recognition Programs and more public acknowledgements)...and No, not everyone should get a trophy.

With effort, focus and understanding, it is indeed possible to have a professional, productive and mutually respectful relationship with this new species…and you, your organization and your NWP will all be the better for it.