Do you know what “I have a proven track record”, has in common with “great company culture”, and the magic “competitive salary”?
Workforce entitlement.
In today’s dynamic job market, the currency of success is no longer tenure or titles, but the tangible value one brings to the table. This era is characterized by a profound shift towards recognizing and rewarding real contributions over mere presence.
This is the uncomfortable conversation we all need to have. Let’s dive into the heart of the matter: before demanding, make sure you have what to offer. It’s time to confront a truth that neither LinkedIn influencers, nor corporate retreats dare whisper: the modern job market is an elaborate dance of demand and supply – not of positions, but of value.
And yes, it goes both ways.
FOR EMPLOYERS:
- You cannot seek employees who act like owners if you don’t share the profits. If you come up with all sorts of rules, take home 40% of the whole HR costs and still want your team to invest their ALL, consider incentives that align their success with the organization’s.
- You cannot ask for unwavering loyalty if you treat employees as easily replaceable. Loyalty is a two-way street; respect and value your team as much as you expect them to commit to your vision.
- You cannot demand innovation and creativity if the work environment stifles free thinking and risk-taking. True innovation comes from a culture that encourages experimentation and learns from failure, not one that punishes it.
- You cannot expect 24/7 availability if you don’t respect work-life balance. Employees who have the time to recharge will be more productive and motivated during working hours.
- You cannot ask for cutting-edge skills if you’re not willing to invest in continuous learning. The best talent seeks growth; provide opportunities for professional development to keep them engaged and evolving.
FOR EMPLOYEES:
- You cannot ask for a leadership role if you avoid responsibility. Leadership requires stepping up and being accountable, not just in title but in action and decision-making.
- You cannot expect top market salary if your skills are outdated. Stay competitive by continuously updating your skill set and staying abreast of industry trends.
- You cannot demand respect if you don’t show it to others. Respect in the workplace is earned through your work quality, actions, interactions, and the way you treat your colleagues and superiors.
- You cannot ask for complete autonomy if you haven’t shown you can manage it. Trust is earned. Demonstrate you can deliver results independently before seeking greater freedom.
- You cannot expect job security if you’re not contributing to the company’s success. In a performance-driven culture, your job security is directly linked to the value you bring to the path forward.
Navigating the employee’s market
Prove your worth through innovation, adaptability, and results; growth and professional development hinge on a simple, yet profound principle: offer value before seeking reward.
Conclusion: a call to action
We live in a time where everyone is looking for attention, recognition, and success, often without fully understanding the true essence of value and what it means to offer something of worth.
This philosophy is at the core of my approach. I firmly believe in the power of mutual recognition and the importance of providing value before seeking it. It’s a principle that has guided me throughout my 20 years of career.
One of the most powerful examples of this philosophy in action is found in the heart of leadership. True leaders understand that their role is not one of authority or control, but rather one of service and support. They know that by helping others get what they want, they in turn will receive what they need.
By embracing the philosophy of offering before demanding, we can create a professional landscape that is built on collaboration, support, and mutual recognition. It’s a philosophy that not only enriches our work, but also our lives, and it’s one that I am proud to champion in all that I do.