As we grow up, as we all know, our goals change, and those responsible for our well-being at work must be able to offer everyone the right motivation.
"I look out the window and see people rushing around to their appointments. Today, I am here in my office, a place I know like the back of my hand. I think back on the many years I have spent here, the difficulties and hard work I have put in to achieve my goals, which have been rewarded with moments of value and happiness.
I am now a veteran here, my colleagues are gradually retiring, and I see people around me who are no longer very motivated. I am sure that when we started, we were not like we are now; we were full of enthusiasm and desire to work.
Today, I know I have done everything in my power to get the role I now hold. When I look back, I have no regrets, but when I look ahead, I still see too much road ahead before I get the chance to take care of my grandchildren.
"Shirt ironed, shoes polished, determination at full throttle. I'm ready to start my new career adventure. After numerous interviews, it wasn't easy, but I managed to break into this new world. It seems like only yesterday that I finished my studies and entered the world of work.
I'm about to start real life, where I know my responsibilities will increase, but at the same time, my independence and desire to learn will grow too. Who will I be working with? Who will my colleagues be? How much I'll be able to learn from them!
I'm ready for this new adventure, where everything that happens to me will definitely be something I can learn from."
These are the extreme thoughts of two employees of the same company, of different ages and therefore with almost completely opposite personal goals.
It's part of the cycle of life.
Are you wondering if there are employees within your company who have these thoughts?
Of course!
What happens in life outside of work inevitably reflects within the organization. The company is a small world characterized by groups of varying sizes where everyone has their own goals, but also shared work objectives defined by the company itself.
The differences between senior and junior figures are evident within a company. The diversity in motivation, the difference in objectives and culture, experience, and the characteristics of each person.
However, the organization has the opportunity to implement solutions that can improve the quality of life of its employees within the company (and beyond). This is achieved through the development of specific career plans, which also include continuous training based on each person's role and level of experience.
This means placing real value on the people who work there, listening to them, and offering them what they need most. Improving the skills of individuals certainly leads to an improvement in company performance.
As mentioned in an article in Il Sole 24 Ore, the strategy is to retrain people: 90% of companies are redesigning jobs within their structures. The Deloitte study shows that this is becoming one of the top priorities for HR departments.
The constant updating of the skills of people who work within the company is also important for creating a peaceful environment and an attentive organizational culture, increasing the competitive advantage of the organization..
Continuous training for workers means continuously updating everyone's skills, whether they are managers approaching retirement or apprentices fresh out of school with innovative ideas to share with the company.
The company can respond to these changes and, perhaps, it is the only one that can (and must) accompany its employees during their evolutionary journey, supporting them in achieving that feeling of well-being in both their professional and private lives.