Workplace values rule in new world order

More than half of young people considering changing jobs are doing so because they want an employer with better workplace values, according to a recent LinkedIn report. So what does this mean for businesses, their managers and those looking to jump ship?

Since the Covd pandemic, more people are questioning the role of work in their lives having realised that life is too short to stay in a job they don’t enjoy or feel aligns with their personal values.

This was recently reiterated in LinkedIn’s Workforce Confidence Index which showed job quitting is more common — particularly among younger workers. And of those considering changing jobs, 54% are doing so because they want an employer whose values align with theirs. 

Diversity and Inclusion was listed as the top value that people sought in an employer followed by social impact and environmental values. 

Furthermore, job seekers often prioritise workplace values over other things like pay and perks.

So, what does this mean?

Inevitably, it will vary depending on whether you’re the head of a company keen to recruit, a mid-level manager trying to get the best out of your team or one of the 54% of young people who want to join an employer with better values.

Workplace values: recruitment and retention for companies

At a time when recruiting good talent remains difficult, and current workers are happy to move between employers at the drop of a hat, businesses of any size need to be clear on their workplace values.

Not only that, but workplace values need to be systemic, present and actioned meaning they should guide decision-making within a business at all levels.

That includes the big operational decisions of a business, right down to the day-to-day decisions made at a project or task level, and even how we interact with fellow workers.

This has to start from senior leaders, which will (in most cases) flow down to junior staff and interns. 

When done right, this will inevitably have a two-fold benefit of increasing staff retention as well as helping attract quality candidates during recruitment.

Mid-level managers: How to use values within your team

For managers within large national or international corporate offices, and even those within SMEs, you may feel workplace values are beyond the scope of your role.

Sure you can ‘manage up’ and push for greater focus on workplace values within your company.

But unless those at the decision-making level see workplace values as a priority, and are prepared to incorporate these into the business, then any case you make for this is likely to fall on deaf ears.

In these scenarios, you can still implement your own values-driven approach within your team (i.e. with your direct reports). 

This can be as simple as creating a list of team values that you all agree to work by.

As a group, discuss each of your individual values, what you stand for, your morals and what character attributes you want to be known for. 

We can then start to prioritise all these different things and create a list of values collectively as a team.

Like at an organisational level, the key to success is to ensure these values are used as a guide for decision-making within your team, including when prioritising work as a team, how you treat each other and your expectations of how you work together.

Advice for workers looking to jump ship

If you are one of the 54% of people who is considering moving to an employer with better values then we first offer this piece of advice - sit tight.

You should know that it’s not always possible to find an employer whose values align exactly with your own.

So before you hand in your resignation make sure you are 100% clear on your own values, and what’s most important to you.

From there pinpoint any overlap of your own values and the values of your current employer.

Lean into these as part of your day-to-day work. Tell your manager you want more exposure to projects that align with your values.

A good manager will support you with such requests.

If you’re still feeling like it’s not a good fit after a few months, then start looking elsewhere.

But don’t make the mistake of moving employers straight away because the grass isn’t always greener on the other side of the fence.

Taking a values-driven approach

Whether it’s for your company, your team or for yourself, using a values-driven approach has many benefits.

If you need help moving towards a values driven approach, we’d love to chat.