That ’70s show where Red Forman, a gruff husband and father, is searching for a new job after the auto parts plant where he worked closed.While suited up and on his way out the door to a job interview, he boasts to his family, “I don’t need an edge. I’m Red Forman. I’m experienced, loyal, hardworking.” His daughter, Laurie, chimes in, “That’s the trifecta of employability!”At least, it used to be.
The notion of showing up to work, punching in, completing a designated series of tasks, punching out and returning to repeat that pattern every day for the span of one’s career has effectively expired. As the context around work and personal life has changed, so has the balance between them.The pandemic accelerated an already existing desire among the employee population to get something more out of work—whether an aligned purpose, an opportunity to grow or the ability to contribute to a higher cause. Many workers began to demand their worth by refusing to settle for anything less than fair wages and employers’ trust.Because of this “great reset,” employers must be equipped with processes and behaviors centered on employee investment.
Company goals are no longer just about meeting revenue targets. They’re about intrapreneurship: and creating a culture where everyone, regardless of role, feels the personal satisfaction of growth and achievement.Heather E. McGowan, a thought leader, researcher and future-of-work strategist, notes the shift in employee contributions over the past half-century.“A recalculation of the S&P 500 in 1975 [shows] 87% of [shareholder] value came from tangible things, property, plant equipment—because we made stuff,” she explains.
“Now, 90% of the value is intangible. That’s ideas and patents, etc. It’s
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