Eight Questions Chapter 1: One Size Does Not Fit All (Continued)

J. Keith Hughey

Founder

Volume XXI, Number 2 (Issue 1006) January 9, 2023

Eight Questions

Chapter 1: One Size Does Not Fit All (Continued)

Having taken stock of the different generations and the events that shaped their beliefs, values, and thinking, the next logical step on this journey is to recognize the lengthy list of options for self-fulfillment that are open to them.

For instance, according to research conducted by Zippia, the average worker will hold twelve jobs in their lifetime. That statistic is the average across all generations. However, when we narrow the focus to Gen Y, ninety-one percent of that cohort expects to change jobs every three years – suggesting many of them will hold at least fifteen jobs throughout their career. In case you are wondering that statistic does not count the large percentage of Americans (45%) who reported having income from a side hustle in 2022.

When you further consider there are at least twenty job sectors ranging from construction trades to healthcare, research to management, retail to education, and so on, roughly 10,000 SIC (Standard Industrial Classification) Codes and even more NAICS codes, the total number of career options are virtually limitless. Factor in the multiple roles and layers of management within all those industries and organizations, the number of job possibilities expand by a factor of three. Though some jobs are also vanishing due to the pace and nature of innovation, still other jobs and whole new industries are being created. Thus, twelve, fifteen, or even twenty different jobs in one’s career may be the norm. Thinking about my own career beginning with my first fulltime job while still in college, including promotions but excluding lateral moves and assignments, this boomer has held twelve jobs, not counting board seats and adjunct faculty roles.

One additional factor we must consider in this analysis are the reasons people cite for changing jobs. Armed with that knowledge, the better prepared we will be to give our people ample reason to stay.

According to Indeed.com the top sixteen reasons people quit are:

1. Needing more of a challenge 2. Looking for a higher salary 3. Feeling uninspired

4. Wanting to feel valued
5. Seeking a better management relationship
6. Searching for job growth and career advancement 7. Needing more feedback or structure
8. Wanting a different work environment
9. Looking to relocate
10.Feeling conflicted with workplace policies 11.Thinking their job has changed
12.Wanting a clear company vision
13.Needing a better work-life balance
14.Seeking a more financially secure company 15.Wanting more independence
16.Looking for more recognition

Understanding the “whys” behind the “quits,” it should be obvious what can be done to make people want to stay. But in case there is any doubt or confusion, here are the top six sources of job satisfaction (and thus the reasons people choose to stay) according to research conducted by the Hay Group in 2001:

1. Use of my skills and abilities
2. The abilities of top management
3. A clear sense of direction for the organization 4. Opportunities for advancement
5. Opportunities to learn new things
6. Support from my immediate supervisor

You’ll note the Hay Group research is more than two decades old while the Indeed.com data is very recent. Yet, given the noticeable overlap, one can conclude the more things change, the more the fundamentals of human nature do not. Yes, there are distinctions between the generations that comprise our labor force. But the differences need not get in the way. So, that is where we will focus our attention in the next and final installment of chapter one.

Soli Deo Gloria

I will instruct you and teach you in the way you should go; I will counsel you with my eye upon you.Psalm 32:8

Mobile: (210)260-0955
E-mail: keith@jkeithhughey.com
Web site: www.jkeithhughey.com

Transforming Potential into Unmatched Performance
Copyright 2023 by J. Keith Hughey. All rights reserved. Permission is hereby granted for reproduction and redistribution of this essay as provided under the copyright laws of the United States of America. The entire early library of Monday Morning Musings issues may be found at www.jkeithhughey.com. Your comments are welcome and encouraged.

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