Why do you think most job seekers are looking for a new job? Many managers will confidently report that employees leave because they want more pay. And this theory makes sense to some extent. Employees are often not honest with their former employer about why they left. Employees often take a “it’s not you, it’s me” approach to dissolving work relationships. During exit interviews, employees often avoid sharing the real reason they are moving to another job.
As you can imagine, the truth behind why someone leaves is usually very different. Most employees are uncomfortable with change. Change is one of the last things they want to sign up for. Employees look for new jobs as a last resort. Many employees don’t seriously start looking for a job until they’re crying in the bathroom at work and can’t sleep at night. And those tears have little to do with paychecks.
Indeed.com’s Jessica Hardeman recently interviewed Rajkumari Neogy, CEO of ibelong, about how leaders can restore diversity, equity, and inclusion in times of division. . Neogy shared personal stories about feeling excluded at work and the unnecessarily difficult experiences it can cause for employees. Exclusion is a tool used to make employees feel like outsiders and unwelcome to give their all at work. Mr Neogy said it became clear to him how much of an impact exclusion was having after moving into his new role.
Neogy also emphasized the importance of psychological safety in the workplace. Walking on eggshells every day can be mentally taxing and can create a difficult situation for both the affected employee and those around them. It’s hard to share ideas if you feel like your ideas won’t be accepted or even have a chance of being considered. It’s hard to let your guard down the more you share.
When employees feel more accepted and understood, they are more likely to perform at a higher level. And ultimately, the company benefits from reduced turnover and increased productivity. In other words, companies that make their employees feel included make more profits.
There is one group that is doing a great job in terms of inclusivity and psychological safety. At first, I was surprised to see how supportive Gen Z employees were of each other. Gen Z employees seem to be less competitive with each other and more supportive of their co-workers’ success. They’re not trying to tear each other apart. Overall, they try to support and uplift each other. Additionally, Gen Z is far more accepting and inclusive of people who are different from them. This creates a more collaborative and effective team.
There are some things we can all learn from Neogy and our Gen Z colleagues. Inclusion has an incredibly positive power.
Leadership and career expert Angela Copeland can be reached at www.angelacopeland.com.
