The Tribe Gathering - Sunday Mindset For The Week Ahead

“The only thing we have control over is our own thoughts and actions. When we focus on improving ourselves and living according to our values, we gain confidence and inner peace.”

– Zeno of Citium

There are tangible and intangible elements to hard work. These elements are also present for average and mediocre work. Specifically in the form of affirmations.

Question: Are the intangibles of hard work, which may take weeks, months, or years to acquire, worth more to us than the tangible affirmations we compile on a daily basis?

I believe the manner in which you answer that question can tell a lot about your grit and ability to lead others.

Spoiler Alert: This is not, I repeat not, the ramblings of an old guy that vehemently opposes participation trophies.

HOWEVER……..

I agree with Zeno of Citium, but I do believe there is room for an addendum. Let me explain.

It’s no surprise that there is a drastic divide in mentality when it comes to generational gaps. And everyone has played the generational blame game. But currently, global and American workforces alike are experiencing very high levels of apathy in performance.

According to a Gallup study, only 33% of US employees are engaged at work. From 2020-2022 our country’s workforce experienced, “The Great Resignation.” Well 2023 won’t be outdone. This year’s hashtag is shaping up to be “The Big Quit,” with a staggering 70% of American workers reported to be planning on leaving their job at the end of the year.

In November of 2022, 4.2 million American workers “peaced-out” with the majority of those belonging to the Gen Z & Millenial age demographic groups. In December alone, a LinkedIn survey of 2,000 American employees’ plans for 2023 reported 72% of the Gen Z’ers taking the survey as thinking of quitting, while 66% of Millenials shared the same sentiment, with 55% of Gen X’ers of a like mindset.

Let’s put aside any “old-guyisms,” and search for an answer. So, why the drastic difference in the percentages between the age groups? And, why is it that the percentage of Millenials and Gen X’ers that are employed has held steady between 2018-2022 but for Gen Z their percent of employed is steadily dropping?

You could point to factors such as experience and the skills that come with it, however, with the “quit” numbers rising in this group being laid off is not the reason for alarm.

One school of thought is that it comes down to what your values are and how you’ve been conditioned. Simply put, what are your values and what freedom have you had to exercise them? Please don’t misconstrue this statement. With a little more context it will make more sense. I’m not against anyone doing what’s best for themselves, their families, or their career. But, I do oppose the thought of quitting at the first sign of distress (given no moral codes have been broken), giving up when finding “wins” becomes difficult, and throwing in the towel when success is clearly going to evade the efforts being put forth.

According to a 2023 Achievers Workforce Institute survey, 52% of participants quit their job simply because they didn’t feel appreciated. Read this again slowly, Half the people surveyed quit their job because they didn’t receive affirmation for the work they’d done. I must have missed the memo that effort needs to be affirmed. I prefer to subscribe to the mindset of growth through doing the hard tasks.

But I digress. Again, this is not a rant about younger generations and their work habits or lack thereof (whichever viewpoint you choose to adopt). In fact, according to the American Job Openings & Turnover Survey, in 2018 40.3 million Americans quit their jobs. That number rose to 50.1 million in 2022! The point of using the evidence I’ve brought up is simply this:

Are the leaders we are attempting to help shape and hopefully see transcend themselves in order to become servant leaders, being conditioned to quit or move on in the absence of tangible affirmation?? Are we all!? If so, we are all missing out on the intangible value of persevering through difficulty and the value of the growth & development found in that process. Subsequently, we are robbing ourselves of the foundation of true self confidence. Which is, the knowledge that you can, with hard work, grit, growth, learning, and determination, overcome the cyclical difficulties we all must face. That’s not to say that winning will be a certainty….it isn’t ever guaranteed. However growth, if you choose to pursue it, can most certainly be attained.

Regardless of what generation you claim affiliation to please consider this proposal. Before quitting, measure the value of the affirmation(s) you desire VS. that of the growth and confidence you’ll build as a result of weathering the current storm. The cost of quitting before you develop into the leader you can become could be what bankrupts your future self and the success you might have experienced as a result of your hard earned confidence. By weathering whatever storm you’re facing whether it’s in your marriage, other relationships, the workplace, your team, depression, or any other “troubled time,” you develop the person you will become for the next step you take.

Simply put, COUNT THE COST.

In the midweek newsletter I’d like to discuss the role that positive culture can play in addressing this issue. Specifically because one of the main reasons listed for all three demographic groups resigning was, “poor workplace culture.”

As part of my team’s culture, I love to “catch them being great!” When a player does something above and beyond set expectations we recognize that extra bit of work rate. Well I’d like to catch some creators being great as well. If you haven’t already, go checkout https://psychologyofbusiness.beehiiv.com/

I especially loved their piece on The Power of Servant Leadership!

If you’d like to develop your leadership with us or know of a great newsletter that deserves to be “caught being great,” then email us at [email protected]

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