Work-Life: For years, we have advised people to keep their personal problems at home while work stays at work, essentially work-life separation. This was especially true for older generations of traditionalists and Baby Boomers in a more formal working environment with a “workaholic” attitude. Next, we have Generation X and Y, which tend to place higher value on work-life balance. This “balance” became standard in most people’s vocabulary, concentrated on setting boundaries.
Finally, we’re welcoming Generation Z to the work world. Gen Z has always been connected to the internet and is the first completely digitized generation. This constant connection brings with it more of a work-life integration and desire to bring their entire self to work. Those of us in older generations are taking a second look at this concept work-life synergy concept, taking a step back to acknowledge that personal life affects performance at work and vice versa. The agricultural and food industry is competing for much of the same workers as other industries; knowing people’s current expectations helps employers find, and keep, the best talent.
Beyond this obvious acknowledgment, there are also definitive benefits to work-life integration. When employers know and understand their employees’ lives, they can strive to create an atmosphere where the employee can best succeed, thus leading to organizational success as well.
So, how do you know how your employees want, or need, to be treated? It turns out that small talk can make a big difference. Those good old water cooler talks or the Monday question of “What did you do this weekend?” are purposeful and valuable.
Research shows that employees leave people, not places. Plus, we know the power of the manager in retaining employees. Engaged employees are more productive and more likely to stay at your organization.
A manager simply asking questions (while actually listening to answers) of their employees shows an investment in them as a total person and care about their well-being. It also enables you to understand what may affect their work, learn what they value, and customize their goals and schedules to meet their needs.
Ask your people managers and supervisors—do they really know their employees?
For more educational content on current trends, challenges, and opportunities around recruitment and employment in the agricultural industry, check out the AgCareers.com Employer Resource Library.
