40% of employees (aged between 18 and 34) would take a pay cut if they could move to a purpose-driven firm that has a positive impact in the world.
Research by MSN.
Jim Clifton, Gallup CEO, when referring to the book ‘It’s The Manager’, talks about having a different emphasis on how we describe our work, instead of us asking each other ‘what do you do?’ or ‘where do you work?’ We ask ‘what are you building?’ A focus & emphasis on what is our positive purpose at work.
We know that managers make a massive difference to the work experience (75% of the reason people leave roles, Gallup research).
This is a massive opportunity.
Imagine what a difference could be made in business culture if the question ‘what is your purpose’ was answered by managers and leaders with ‘being a Life Changing Manager’ – building teams. A human approach, focused on others, generous and giving, understanding that success comes from supporting and building others up, making their work experience good, not tearing them down. Being the spotlight highlighting what’s great about your team, rather than yourself, and making the working experience, a good one.
Vlatka Hlupic, professor of business and management at Westminster Business School, in her book ‘Humane Capital’ uses real life case studies to show how ‘humane business’ is the way forward, not just a nice to have. In an interview with HRMagazine, Hlupic says “work should be enlivening, enriching, sustaining; a place where we can thrive and combine work and life together,” and she has found evidence that backs up the idea that a humane management style increases business performance.
She acknowledges that there is still a way to go to convince some, who are tied to an old fashioned perception that humane leadership does not align with profits and business success….’’generations of managers have grown up with a belief that it is always a trade-off: that being ruthless or dictatorial is the ‘real’ way to boost profits.’’
Conforming bossy hierarchy and status takes managers away from being human, normal and natural – being humane.
Our work and research shows that everyone can be a great manager of people if they are themselves. When, as managers, we are our real selves rather than our ‘work’ selves, we become relatable to and inspiring. Our natural human reaction is then to see the good in others and recognise opportunities for people. We try to help, we care, and we naturally boost people. Think about the time you spend outside of work. When you are with the people you care about and choose to spend time with, you instinctively coach, care, support and challenge, and you do it naturally not formally. You also tend to react in a way that doesn’t have a negative impact on others, you protect them and your environment so that they are happy and can grow.
Being yourself – the best you – is the fastest way to build others as a manager.
When we manage our emotional response and are the real us, people like us more. We know with our iAM A Life Changing Manager workshop that the light bulb goes on within 90 minutes. The light bulb that says – ‘I don’t need to change to make a career and life changing difference, all I need to do is be me and the best of me’.