Passion – Purpose – Goals
Do what you love, love what you do! There’s nothing more rewarding than the feeling of a job well done. I had a great opportunity this past weekend for some critical thinking trimming trees and bushes. It’s a great way to disconnect, improve the landscape, do some critical thinking and get a workout – all at the same time!
What kept running through my head was the convergence of several things I’ve read lately. Recent stories in the news have highlighted millennials lacking a sense of purpose in their lives. Some articles point to the impact of college debt as it delays traditional life events such as marriage, buying a home and starting a family. Other articles mention the lack of relevance college degrees have to many in their careers. Another article referenced the frequency of job hopping or desire to change for increased compensation in a short time. Of course, all this is rolling around in my head while chopping branches in the 100 degree Texas heat.
The words Passion, Purpose and Goals kept circling around through all of this. What is or is not driving the millennials being referenced in these articles? How did this happen? How can and will these issues impact their employers? It’s clear that the various generations in the workplace are driven by different passions and purpose.
Passion & Purpose
My passion is bar-b-que. To be honest, I’ve been looking for a way to tie in my love of bar-b-que to Wednesday Words. I don’t just love to eat good Texas bar-b-que, I have a passion for making it. My “happy place” is spending 12 hours tending to the smoker to turn out great bar-b-que. My purpose is to provide for my family, no matter what it takes. My wife and children should have everything they need to fulfill their passions, purpose and goals. Whether it’s family, career or bar-b-que, my goal in life is to never settle for any less than my best.
Millennials and Gen Z do have different passions than previous generations due to some of the reasons mentioned in the referenced articles. Initiated in the 2008 recession when many were beginning their careers, a large percentage are more focused on life outside of the office and less consumed with the corporate ladder. Experiences, a greater sense of environment and living for the moment are some of their passions. Organizations that offer remote work, flexible schedules and community opportunities can tap into their passion and purpose.
During one of my trips to Europe, I spoke with a team who considered it important to know where their company stood on social issues. Despite being a large b-to-b company, they felt it was important that their CEO and therefore company take a particular social stand. It was an important part of their purpose and reason for working with the company. Being a practical Gen Xer, I posed the question of possible alienation by taking a public stance, one way or another. While understood, it was more important that the values and purpose aligned with their beliefs.
Goals
As I pruned and mulched, that word kept coming up in regard to HR, the millennials and yes, HR Technology. In today’s digital transformation of HR Systems there is unlimited ability to develop cascading goals throughout an organization, and for each employee. The technology can do this, but are the employee and organizations expectations the same? Consider how digital natives have been programmed when it comes to goals. With the introduction of the fitbit in 2007, we’ve programmed a generation that a goal of 10,000 steps is ideal every day. Goals that are a year in duration might not resonate with a generation programmed for instant gratification. Consider shorter term, measurable and attainable goals that help keep employees engaged.
As organizations come to grips with the HR Perfect Storm, generational consideration must occur when it comes to existing processes. Generational Passions, Purpose and Goals will be different from each other and require consideration when it comes to engagement, performance assessment and goal setting. As businesses enter a new realm of social responsibility and digital presence, HR must play the middle between older, established disciplines and one that continually challenges the status quo. All while still maintaining employment and regulatory compliance.