Working exclusively in HR for nearly two decades now, I’ve learned a tremendous amount about people – how they think, what drives them, or how they react to specific situations.
I’ve also witnessed countless leaders in my niche – early stage restaurant companies – become increasingly frustrated as employees of “this generation” demand more. More pay for the same or fewer responsibilities, more recognition despite decreased quality, and more time off without putting the time in to begin with.
But this mentality overflows to any industry nowadays. And ironically, it may continue to happen even when a company’s management team is already heavily invested in their staff by offering benefits like livable wages, opportunities for advancement, and educational reimbursement.
It’s a prominent and growing concern for leadership, because entitlement doesn’t typically bode well for the success of either party.
Of course, not every employee falls into this category, but it only takes one or two to rock the boat and plant seeds of doubt among your otherwise grateful, hard-working staff.
Let’s consider some examples that might hit close to home:
You give everyone a $50 gift card to a local department store for Christmas. As the staff is enthusiastically brainstorming about what they’ll purchase, you overhear one employee complain that $50 won’t go very far.
A long-time employee becomes angry when the promotion is offered to a staff member who has been with the company less than a year. She claims it’s unfair and she deserved it simply because she’s been there longer.
Really, the list of examples could be endless. I’m sure you have your own memorable examples too. But I believe this problem extends past a singular generation and encompasses much more of today’s workforce than ever before.
Although, the solution remains the same.
A Remedy…And Potential Cure
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