Episode #3 of Big Questions with Dr. Kristie Rogers: How can respect help employees adapt to new roles in relation to increasingly-capable technologies? Employers should emphasize the importance of emotional intelligence as well as solid work relationships to complement the influx of technology and automation. (Listening time: 00:06:11)
Episode #2 of Big Questions with Dr. Kristie Rogers: In this full-employment environment, how can employers use respect to help engage employees who have previously been at the margins of society? Build them up by validating who they are and who they can be (Listening time: 00:03:57)
Episode #1 of Big Questions with Dr. Kristie Rogers: How can employers use respect to respond to rising levels of divisiveness in society today? Leaders and managers have an extraordinary amount of power to provide respite from the outside world. (Listening time: 00:03:12)
A job search can be difficult. Given choices, deciding which job to take requires many considerations. Through a lens of personal human capital, job seekers gain clarity when evaluating opportunities.
The Human Capital Stewardship framework includes a corporate focus on Purpose Alignment, and employer policies, programs and practices that drive Purpose Alignment will be attractive to desirable employees. However…
… When it comes to Incentive Alignment, perspectives may differ. Applicants may be drawn to the safety of ‘rich’ or ‘extravagant’ benefits (high pay, generous PTO, etc.). Jobs that emphasize rewards and responsibilities in ways that enable employers and their employees to prosper (or struggle) together can be perceived as risky, thus reducing job attractiveness.
The perceived ‘risk ’of aligned incentives can balanced by trust, transparency, clarity of policies, and confidence in company leadership.
A company that focuses on both Purpose Alignment and Incentive Alignment sends a clear signal to prospective employees that those who will invest of themselves to grow and contribute to the achievement of the organization’s goals will share rewards.
A terrific capstone for our series on respect, this interview features Dr. Rogers’ thoughts on how to identify organizations where owed or earned respect is lacking, and specific steps organizations can take to improve respect. Tips can be applied by leaders seeking to improve the employee experience and performance in their sphere of influence.
Seeking to foster certain attitudes and behaviors in your workforce? In this interview, Chuck talks about how he created a line of sight between how his company structured its pay, time off and health benefits policies, the behaviors and culture his company wanted to nurture, and the success his company aimed to achieve.