{"id":1851,"date":"2021-11-03T08:30:10","date_gmt":"2021-11-03T12:30:10","guid":{"rendered":"https:\/\/advertisingweek.com\/aw360\/2021\/11\/03\/trust-and-empowerment-two-keys-to-emerging-unscathed-from-the-great-resignation\/"},"modified":"2021-11-03T08:30:10","modified_gmt":"2021-11-03T12:30:10","slug":"trust-and-empowerment-two-keys-to-emerging-unscathed-from-the-great-resignation","status":"publish","type":"post","link":"https:\/\/advertisingweek.com\/aw360\/news\/trust-and-empowerment-two-keys-to-emerging-unscathed-from-the-great-resignation\/1851\/","title":{"rendered":"Trust and Empowerment: Two Keys to Emerging Unscathed from the Great Resignation"},"content":{"rendered":"<!-- shortcode [asyncjs] -->\n        <script type=\"text\/javascript\">if (!window.AdButler) {\n                (function () {\n                    var s = document.createElement(\"script\");\n                    s.async = true;\n                    s.type = \"text\/javascript\";\n                    s.src = 'https:\/\/servedbyadbutler.com\/app.js';\n                    var n = document.getElementsByTagName(\"script\")[0];\n                    n.parentNode.insertBefore(s, n);\n                }());\n            }<\/script>\n        <script type=\"text\/javascript\">\n            var AdButler = AdButler || {};\n            AdButler.ads = AdButler.ads || [];\n            var abkw = window.abkw || '';\n            var plc376256 = window.plc376256 || 0;\n            document.write('<' + 'div id=\"placement_376256_' + plc376256+ '\"><\/' + 'div>');\n            AdButler.ads.push({\n                handler: function (opt) {\n                    AdButler.register(167788,376256, [300,250], 'placement_376256_' + opt.place, opt);\n                },\n                opt: {\n                    place: plc376256++,\n                    keywords: abkw ,\n                    domain: 'servedbyadbutler.com'\n                }\n            });\n        <\/script>\n        \n\n\n\n\n\n\n\n\n<figure class=\"wp-block-image aligncenter size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"960\" height=\"702\" src=\"https:\/\/network.advertisingweek.com\/wp-content\/uploads\/sites\/3\/2021\/11\/Picture1.jpg\" alt=\"graphic of americans quitting their jobs\" class=\"wp-image-1853\" srcset=\"https:\/\/advertisingweek.com\/aw360\/wp-content\/uploads\/sites\/3\/2021\/11\/Picture1.jpg 960w, https:\/\/advertisingweek.com\/aw360\/wp-content\/uploads\/sites\/3\/2021\/11\/Picture1-300x219.jpg 300w, https:\/\/advertisingweek.com\/aw360\/wp-content\/uploads\/sites\/3\/2021\/11\/Picture1-768x562.jpg 768w\" sizes=\"auto, (max-width: 960px) 100vw, 960px\" \/><\/figure>\n\n<p class=\"wp-block-paragraph\">\u00a0<\/p>\n\n\n\n\n\n<p class=\"wp-block-paragraph\">This should be a very loud wake-up call for business leaders. The biggest cost to any organization is trying to replace experienced people. Now more than ever, it&#8217;s harder to recruit and retain good people.<\/p>\n\n\n\n\n\n<p class=\"wp-block-paragraph\">It\u2019s a seller\u2019s market, and <a href=\"https:\/\/www.nvoicepay.com\/resources\/blog\/attract-millennial-and-gen-z-employees-eco-friendly-initiatives\/\" aria-label=\"employees values have changed, read on nvoice pay\">employees\u2019 values have changed<\/a> during the pandemic. Per research <a href=\"https:\/\/www.gartner.com\/en\/newsroom\/press-releases\/2021-09-15-gartner-hr-reveals-connector-managers-are-key-to-driving-sustainable-perfomance-in-todays-new-work-environment\">released by Gartner<\/a> in September, \u201cEmployees no longer want the traditional employment value proposition, instead, they want a more human deal with their employers where they are recognized as people, not just workers.&#8221;<\/p>\n\n\n\n\n<!-- shortcode [asyncjs] -->\n        <script type=\"text\/javascript\">if (!window.AdButler) {\n                (function () {\n                    var s = document.createElement(\"script\");\n                    s.async = true;\n                    s.type = \"text\/javascript\";\n                    s.src = 'https:\/\/servedbyadbutler.com\/app.js';\n                    var n = document.getElementsByTagName(\"script\")[0];\n                    n.parentNode.insertBefore(s, n);\n                }());\n            }<\/script>\n        <script type=\"text\/javascript\">\n            var AdButler = AdButler || {};\n            AdButler.ads = AdButler.ads || [];\n            var abkw = window.abkw || '';\n            var plc428354 = window.plc428354 || 0;\n            document.write('<' + 'div id=\"placement_428354_' + plc428354+ '\"><\/' + 'div>');\n            AdButler.ads.push({\n                handler: function (opt) {\n                    AdButler.register(167788,428354, [300,250], 'placement_428354_' + opt.place, opt);\n                },\n                opt: {\n                    place: plc428354++,\n                    keywords: abkw ,\n                    domain: 'servedbyadbutler.com'\n                }\n            });\n        <\/script>\n        \n<h4 class=\"wp-block-heading\"><\/h4>\n<h4 class=\"wp-block-heading\"><strong>Creating a growth culture<\/strong><\/h4>\n<p class=\"wp-block-paragraph\">The most important step a leader can take to meet employees where their values are is to establish a culture of trust and empowerment. I only have to look at my own career to see how much this impacts employee and company performance.<\/p>\n\n\n\n\n\n<p class=\"wp-block-paragraph\">I\u2019ve worked in organizations where there was trust and empowerment. I wanted to come to work every day, to work hard and do my best. I felt valued and empowered to solve problems and bring new ideas to the table.<\/p>\n\n\n\n\n\n<p class=\"wp-block-paragraph\">I\u2019ve worked in environments where trust and empowerment were lacking. I wasn&#8217;t excited to get into work. I dreaded each meeting, each conversation, and eventually, the entire day. I kept my head down, and my mouth shut, and ultimately, I left.<\/p>\n\n\n\n\n<h4 class=\"wp-block-heading\"><strong>A tale of two companies<\/strong><\/h4>\n<p class=\"wp-block-paragraph\">It\u2019s great to have personally experienced that culture, but how do trust and empowerment, or the lack thereof, impact an entire company?<\/p>\n\n\n\n\n\n<p class=\"wp-block-paragraph\">Here\u2019s the best illustration I can give you: I worked at two companies that were both at $8 million in revenue when I started. In one company, we cultivated an environment of trust and empowerment, a \u201cgrowth culture\u201d, and we grew to $65 million in a few years\u2019 time. In the second company, there wasn\u2019t a lot of trust and empowerment, and when I left after a few years, the company had hardly grown at all.<\/p>\n\n\n\n\n\n<p class=\"wp-block-paragraph\">There are always business rationalizations and market justifications for why a company grows or doesn\u2019t. In my experience, what it comes down to is having a group of people who care about one another and the customers they serve, who trust each other, and can pull together during difficult times. That cohesive energy stems from how they feel about the company itself, and those around them. Companies grow when people grow. People grow when they feel valued. Trust and empowerment are the foundation for growth and innovation, and for building a company people want to work for.<\/p>\n\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Growth culture vs. fixed culture<\/strong><\/h4>\n<p class=\"wp-block-paragraph\">How do you create a foundation rooted in trust and empowerment? Here\u2019s what that looks like based on my experience:<\/p>\n\n\n\n\n<ul class=\"wp-block-list\">\n \t<li>People listen to each other and ask for each other&rsquo;s opinions.<\/li>\n \t<li>Ideas can come from anyone, no matter where they sit in the organization or how long they&rsquo;ve been there.<\/li>\n \t<li>People have autonomy over how they reach their goals and KPIs.<\/li>\n \t<li>Leaders support and encourage testing new ideas and taking on stretch assignments.<\/li>\n \t<li>People collaborate cross-functionally.<\/li>\n \t<li>Failure is embraced and shared, not condemned and avoided.<\/li>\n<\/ul>\n<p class=\"wp-block-paragraph\">It all adds up to what\u2019s referred to as a \u201c<a href=\"https:\/\/www.brainpickings.org\/2014\/01\/29\/carol-dweck-mindset\/\" aria-label=\"growth mindset, read on brain pickings\">growth mindset<\/a>\u201d.<\/p>\n\n\n\n\n\n<p class=\"wp-block-paragraph\">When I\u2019ve worked in companies with a growth mindset, it seemed to me that people felt like what they did matter. Job descriptions were broad and tied to outcomes, not tasks. If they saw something broken or raised an issue, leadership listened and wanted to know how the situation could be improved. They were interested in evolving as a company, and people grew and evolved too.<\/p>\n\n\n\n\n\n<p class=\"wp-block-paragraph\">In one such company, I came in as an entry-level analyst. Before I knew it, I was influencing product and corporate strategy, how sales teams were structured and where we made investments in the company. I soon stepped into a leadership role.<\/p>\n\n\n\n\n\n<p class=\"wp-block-paragraph\">The contrast to that is a \u201cfixed mindset\u201d culture. Here\u2019s what I\u2019ve experienced in that type of environment:<\/p>\n\n\n\n\n<ul class=\"wp-block-list\">\n \t<li>Decisions are handed down from the top.<\/li>\n \t<li>Execution is micromanaged.<\/li>\n \t<li>People fear questioning things or disagreeing with the group.<\/li>\n \t<li>New ideas are met with silence, or dismissed without consideration.<\/li>\n \t<li>&lsquo;The way we&rsquo;ve always done it&rsquo; is unquestioned.<\/li>\n \t<li>Mistakes result in finger-pointing.<\/li>\n \t<li>No one wants to risk trying new things for fear of failing.<\/li>\n<\/ul>\n<p class=\"wp-block-paragraph\">In this culture, people\u2019s roles and spheres of influence tend to be narrow. They don\u2019t point out problems they see if they\u2019re outside of their sphere. They don\u2019t bring forward new ideas, because they know they\u2019ll be told to stay in their lane. There\u2019s a \u2018not my job\u2019 mentality.<\/p>\n\n\n\n\n\n<p class=\"wp-block-paragraph\">You can probably guess which type of culture leads to more innovation.<\/p>\n\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Not just for small companies<\/strong><\/h4>\n<p class=\"wp-block-paragraph\">This is not just a big company vs. small company issue. One of the most empowering places I\u2019ve ever worked is one of the biggest companies in the world. One of the worst was a small company where the leader would scream and yell and talk about people behind their backs. No one felt safe.<\/p>\n\n\n\n\n\n<p class=\"wp-block-paragraph\">Big companies that want to <a href=\"https:\/\/www.nvoicepay.com\/resources\/blog\/your-enemy-is-not-uncertainty-but-complexity\/\">continue to innovate intentionally<\/a> invest in things like incubation centers or hack-a-thons, not necessarily because they&#8217;re demanding specific profitability performance but because they&#8217;re trying to foster the creation of new ideas, and they don&#8217;t hold an expectation of performance. They hold an expectation of evolution, growth and collaboration.<\/p>\n\n\n\n\n\n<p class=\"wp-block-paragraph\">In a small company, innovation is even easier. If you set the right tone, innovation is what everybody does naturally. There&#8217;s so much flexibility in the direction of a smaller company and there\u2019s a greater ability to say, &#8220;Hey, why don\u2019t we try this?&#8221; and go for it.<\/p>\n\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Communicating value<\/strong><\/h4>\n<p class=\"wp-block-paragraph\">What all of this comes down to is how you value your employees. Money alone is not the answer. Money typically isn\u2019t even the primary factor in how employees feel about the place they work. Feeling empowered to contribute to the best of their ability, and having their contributions valued, matter more than paycheck or title to many employees.<\/p>\n\n\n\n\n\n<p class=\"wp-block-paragraph\">The value you place on your employees as people is communicated every day, from the top down. It\u2019s communicated by listening to opinions and ideas, trusting people to make decisions, and <a href=\"https:\/\/www.nvoicepay.com\/resources\/blog\/7-considerations-creating-perfect-hybrid-work-environment\/\" aria-label=\"clearing the runway for them to thrive, read on nvoice pay\">clearing the runway for them to thrive<\/a>. It\u2019s shown in removing the obstacles to let people go beyond what they&#8217;re doing today, and then giving them the opportunity to push themselves further and try new things.<\/p>\n\n\n\n\n\n<p class=\"wp-block-paragraph\">The COVID-19 pandemic has been a time for people to re-evaluate their relationships and how they spend their time, both personally and professionally. Many have decided that returning to business as usual, or continuing to work in a job where they don\u2019t feel valued as a person, is not worth the costs to their physical and mental wellbeing.<\/p>\n\n\n\n\n\n<p class=\"wp-block-paragraph\">That\u2019s what The Great Resignation is all about. If employers don&#8217;t acknowledge and respond to this shift in workers\u2019 mindsets, it will ultimately lead to losing lots of good people.<\/p>\n\n\n\n\n\n<p class=\"wp-block-paragraph\"><em>\u00a0<\/em><em>Josh Cyphers is the President of <\/em><a href=\"https:\/\/www.nvoicepay.com\/\"><em>Nvoicepay<\/em><\/a><em>, a FLEETCOR Company.\u00a0 For the past 20 years, Josh has managed successful growth for a variety of companies, from start-ups to Fortune 100 companies.\u00a0 Prior to Nvoicepay, Josh held leadership roles at Microsoft, Nike, Fiserv, and several growth-stage technology companies.\u00a0 Josh is a lapsed CPA and has a BS in Economics from Eastern Oregon University.<\/em><\/p>\n\n\n\n\n<!-- shortcode [asyncjs] -->\n        <script type=\"text\/javascript\">if (!window.AdButler) {\n                (function () {\n                    var s = document.createElement(\"script\");\n                    s.async = true;\n                    s.type = \"text\/javascript\";\n                    s.src = 'https:\/\/servedbyadbutler.com\/app.js';\n                    var n = document.getElementsByTagName(\"script\")[0];\n                    n.parentNode.insertBefore(s, n);\n                }());\n            }<\/script>\n        <script type=\"text\/javascript\">\n            var AdButler = AdButler || {};\n            AdButler.ads = AdButler.ads || [];\n            var abkw = window.abkw || '';\n            var plc376257 = window.plc376257 || 0;\n            document.write('<' + 'div id=\"placement_376257_' + plc376257+ '\"><\/' + 'div>');\n            AdButler.ads.push({\n                handler: function (opt) {\n                    AdButler.register(167788,376257, [300,250], 'placement_376257_' + opt.place, opt);\n                },\n                opt: {\n                    place: plc376257++,\n                    keywords: abkw ,\n                    domain: 'servedbyadbutler.com'\n                }\n            });\n        <\/script>\n        \n","protected":false},"excerpt":{"rendered":"<p>The most important step a leader can take to meet employees where their values are is to establish a culture of trust and empowerment. I only have to look at my own career to see how much this impacts employee and company performance.<\/p>\n","protected":false},"author":7,"featured_media":1852,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","editor_notices":[],"footnotes":""},"categories":[1],"tags":[5],"topics":[2],"class_list":["post-1851","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news","tag-data","topics-editorial"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.0 (Yoast SEO v28.0) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Trust and Empowerment: Two Keys to Emerging Unscathed from the Great Resignation | AW360<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/advertisingweek.com\/aw360\/news\/trust-and-empowerment-two-keys-to-emerging-unscathed-from-the-great-resignation\/1851\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Trust and Empowerment: Two Keys to Emerging Unscathed from the Great Resignation\" \/>\n<meta property=\"og:description\" content=\"The most important step a leader can take to meet employees where their values are is to establish a culture of trust and empowerment. 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