When you aren’t allowed to question, you are probably also not allowed to have a bad day or express frustration. That limits how much of you can show up in the workplace.
That is not the way to get employee engagement and the best efforts of the people who work for you. In today’s job market, it is a good way to lose them.
Clearly, the reality is that work is too much for almost everyone across the entire spectrum, and there are lots of people looking for something better. Something that gives them the ability to be economically stable and also the ability to live a life outside of work with their mental health intact.
They aren’t wrong. With the talent gaps being what they are in a number of industries right now, organizational leaders are turning to development and training professionals for help. Let’s face it, hiring gets a lot simpler if we have confidence that our culture and our internal resources will help these new folks that we bring in grow and continue to offer more and more value. We don’t need to wait for someone who ticks every single box that we are looking for, we can find the folks who are available now who tick the majority of them, knowing that our environment will make sure they tick the others in time.
Doing that successfully is a massive advantage in the competition for talent. Your investment pays off.
But, it puts the pressure squarely on those of us working in training and development, doesn’t it? We have to make that investment pay off.
This is sometimes a missing piece regarding mental health and work. It’s not just the people who work for you, it’s the people who work for you with kids or other family members dealing with mental health issues. “Why do employers need to take a leadership role in addressing this crisis? For starters, young people…