The Great Resignation, as we’ve been talking about for months, has led to a sort of workplace revolution. Burned out, bummed out, and undervalued, many of us decided it was time for a seismic change.
Enter: The post-pandemic (meaning the world after living in a pandemic, we must acknowledge that it’s still raging on) paradigm of work, where there is no space for the old-school management styles that exert power over and dictate terms to its workforce.
Real talk—the modern workplace is broken. Let’s take the 8-hour work day, for example. The 8-hour work day was established in 1867 to protect workers who held jobs brought about by the industrial revolution, who would routinely work manual labor exceeding 12 to 14 hours. It was intended as a protective mechanism.
And did you know that the work day was originally designed around men’s hormones, to work around their 24-hour testosterone cycle? The workplace wasn’t designed to support everyone and it’s even more ill-fitting in 2022.
Work is markedly different than it was 150 years ago. Heck, it’s way different than a decade ago and we need to support our employees and teams in a way that honors who they are, what is happening in their roles, and what is happening in the world. So if you’re considering a shift and are exploring a more supportive work culture, you may want to ask yourself these questions:
- What are my goals for my career in the near term and long term? Does my current organization and role align with those goals?
- What do I value in work and in life? Are those values reflected back in the organization?
- What are my needs around salary, paid time off, work-life balance, etc.? Are my needs being met?
- Is the company culture and structure evolving with the times? How do I feel about that?
- Does the company have initiatives to develop talent and support underrepresented folks in the workplace? How do I feel about that?
If your answers to the above highlight that your current role may be lacking, this could be your time. And if you’d like to explore how to make that transition as aligned and easeful as possible, that’s something I can help with if you want some clarity.
To new structures and new roles,