Written by: Mike Edwards, Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
In May 2021, Anthony Klotz, a professor at Texas A&M University, predicted a mass exodus as people resigned from their jobs.
Since that time, plenty has been written about The Great Resignation, including by yours truly.
However, this isn’t another article about The Great Resignation, though. Instead, this article is about a contributing factor and byproduct of The Great Resignation.
There’s a shift in the power dynamic between employer and employee happening. This shift is the result of what’s happening around us every day.
While the Great Resignation has undoubtedly contributed to the shift in power, other factors include the pandemic, climate change, and affordable living.
However, these factors aren’t the only reason the power shift is happening. The power shift was already happening, and these factors accelerated it.
Generational differences
Understanding this power shift starts by understanding the worldview of the past number of generations.
While I don’t believe we can pigeonhole people based on the year they were born, I do think the trend in generational worldviews helps understand the shift:
Traditionalists (1925-1945) - believed in obedience over individualism and felt the way to get ahead was through the hierarchy.
Baby Boomers (1946-1964) - believe achievement comes after they’ve paid their dues and that success results from sacrifices.
Generation X (1965-1980) - are quick to move on if their employer fails to meet their needs, and resists change at work if it impacts their personal lives.
Millennials (1981 - 2000) - Seek challenge, growth, and development, along with a fun work-life balance. They’re likely to leave an organization if they don’t like change.
Generation Z (2001-2020) - Value independence and individuality, and prefer to work with millennial managers, innovative coworkers and new technologies.
Throughout the generations, there has been a shift in loyalty from the company loyalty to themselves.
This shift in loyalty means people are increasingly less likely to seek fulfillment, growth, or advancement where they work today. Increasingly, people are more likely to move on if they aren’t getting what they want from their current employer.
This is important to note, as the Boomers are the last generation where the balance of loyalties still favoured the company. And, the Boomers are retiring.
The impact of the power shift
This shift in loyalties is essential to keep in mind as we navigate through one of the most challenging times in recent history.
Whether you notice it or not, the people you lead are impacted by what’s happening in the world around them.
Take, for example, the cost of housing in and around big cities. In my hometown, Kitchener, Ontario, a recent real estate newsletter stated that single-family homes in this city have an average cost of almost $1 million.
What impact do such high prices have on the decisions people make? In particular, the younger generations might want to buy a home but are unwilling to get into debt at that level?
According to one CTV News article, people are leaving big cities in record numbers.
While there are likely many reasons for this exodus, it’s a sign that people are choosing lifestyle over access to a big job market.
Pre-pandemic, the employer held the power of choosing where employees were going to work. People who chose to work in the big centres had to choose between a long commute and paying the housing price.
The past two years have proven that people can be productive while working from home, increasing the power shift about who decides where people are working.
In other words, people are waking up to the reality that they can be loyal to themselves while still being highly valuable to an employer.
However, when an employer tries to force people back into the office who don’t want to, there’s a good chance they’re going to move on.
Now, more than ever before, it’s time for corporate leaders to acknowledge that there are plenty of decisions they no longer own.
Those who want to work from home will be working from home. The only question is, who will they be working for?
I’ve focused on where people work, but it is far from the only issue shifting the power dynamic in the workplace. Feeling under-appreciated, experiencing burnout, and a lack of respect are other examples of factors leading to the shift in power.
Navigating and leading through the shift in power
Navigating this shift in the power dynamic will test even the best leaders. The biggest challenges you will face are seeing that it’s happening and retaining your people.
Here are four things you can do to continue succeeding despite this power shift:
1. Stop waiting for things to return to normal
I continue to hear the phrase, “when things get back to normal.” If you’re one of those people, then it’s time to let go of that idea.
By holding on to how things were, you are making it difficult, if not impossible, to see how things have changed.
There is no going back. Truthfully, there never was going back. So all you can do is to keep moving forward.
2. Let go of decision-making power
Long gone are the days when it’s the leaders who make all the decisions. Yet, many continue to hold on to the belief they make decisions that others must follow.
Take, for example, the idea of working from home. Until the pandemic, the leaders said you have to be in the office in many organizations, which was the end of it.
Now, the best leaders let their teams decide when and if they will return to the office. Along with that decision, of course, comes the responsibility for making it work.
In other words, teams also need to decide how best to work from home without sacrificing quality, productivity, and collaboration.
3. Let go to be open and curious
Everyone talks about how leaders need to be honest and curious. However, what they don’t say, is that without being willing to let go of what you currently believe, that curiosity isn’t possible.
Ask yourself and your team questions like, “What’s true about this?” Or, “What if everything we believed is no longer true?”
Be prepared to be surprised by what you may think or hear.
4. Let them go
In the end, there’s nothing you can or should do if they choose to leave. I’ve always believed that if it gets to the point where someone is resigning, then you’ve already lost them.
Instead, congratulate them and support them as they move on to the next step in their career.
Then turn your attention to the people who are still with you. What can you do to honour the power they hold while helping them choose to stay?
They still need your leadership
The people around you are making an increasing number of decisions with or without your knowledge or help.
If you resist their decisions, you might just find people making a decision you don’t like — to leave.
If, however, you involve yourself in their decision-making, you get the opportunity to help them make decisions that will contribute to yours and their success. This is at the heart of leadership.
“Become the kind of leader others would follow voluntarily, even if you had no title or position.” — Brian Tracy.
The world and the people around you need your leadership now more than ever before. I don’t know a better way to exhibit that leadership than to help others lead the way.
What would be different if you enabled their power instead of trying to hold on to it for yourself?
Mike Edwards, Executive Contributor Brainz Magazine Mike activates leaders and teams to create their best life and work experience. As a professional coach and mentor, Mike uses his skills and experience to help people see what they can’t see for themselves. Through this, people take responsibility for improving the world they work and live in. Mike is the author of Activate your Leadership, a blogger, and Co-host of The Open Door Podcast.
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