With 8.1 million jobs available and over 8.0 million fewer people employed than over a year ago, where is the disconnect? Why are people not taking these jobs? What’s wrong with them?
Maybe the problem isn’t with the people looking for jobs but with the companies, with the leadership within these companies. Maybe the standards for employment have changed.
Maybe employees have woken up to the realization that losing their job over the past year is more of an opportunity and less of the problem they may have originally perceived. Maybe there is a silver lining in the response to this pandemic that is allowing people to reflect on their lives and discover more about themselves.
Maybe employees are not willing to work under the conditions they were willing to work before. Maybe they have woken up to the awareness that fulfillment and purpose is more important than a pay check. Maybe they are looking for a culture of resonant leadership . . . a culture where there is a shared vision they can get behind . . . a culture where they feel connected to their customers, co-workers, organization, and job purpose.
Who creates this culture of resonance?
If you work with people in any capacity . . . with them, for them, supervising them, serving them . . . then you do. You don’t have to be an owner, a manager, or a boss to be a leader. Leadership is not on your badge, in your title, parking space, or pay check. It’s who you show up as every day.
If your work place is having challenges hiring new employees, then help your team wake up to what’s really important to you and to what you see as important for success. What really matters to you? Beyond a paycheck, what has the potential of fulfilling you in your work?
We are all leaders of our own lives and of everything we touch in the world around us. We can do this. We can create work environments where we are real people with open hearts, not just cogs in a corporate wheel.
What's your genius? What are you here to share? How do you really want to show up? What do you really want to do? And after you look into this for yourself . . . put yourself in the shoes of perspective new employees . . . and ask these questions again.
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