Personalization: Why employees want work that works for them

In the past, working at a company didn’t welcome much in the way of personalization. As a newbie, the urge was to mirror what they were doing, how they got their work done and even how they looked. Learn the process, blend in and just do as you were asked.

Is this an exaggeration? Yes, but you get the point.

While learning the culture, getting to know colleagues and understanding your new role are all still critically important, job seekers and workers today are much more apt to show who they are from the beginning. This is true in how they present themselves and “show up” at work in ways that help them be their authentic selves.

Personalization should be celebrated

Employees today are less shy in offering new and different ways to approach a task or share a new idea. In the trends ADP shared for 2023, workers are rethinking their priorities. Personalization is to be celebrated, not hidden, and companies are recognizing this need to curate a culture to support their employees in these ways.

1. Work that works for the employee: Flexibility is not a new conversation; however, the definition continues to evolve and expand. Work location is one that has been part of the conversation for decades, but it has certainly peaked in discussions since the pandemic.
   
   We learned that we don’t have to be physically together to do great work. Now, bring in more flavors of flexibility: schedules and hours, whether ongoing or ad-hoc; autonomy in the ability to get work done in a way that works for me (this could be approach, process and even new tools). Some roles lend themselves to even more ways of working: compressed work weeks, job sharing, part-time and project-based work, and staggered start and end times. Workers will look for what works for them in how, when and where the work gets done.
   
2. Support from the company: Organizations have long recognized the need for a rich benefits package offering. Today, it’s more than just having the benefits; it’s about ensuring employees know all that’s available and where to find those offerings.
   
   Above that, it’s important for companies to take it a step further to encourage employees to leverage all the offerings available. Leaders and HR can help spread the word, sharing information early and often on the wide array of offerings from the employer. Storytelling can be an impactful way to highlight the programs available.
   
3. Bringing their whole selves to work: Workers are more than just the title they hold. They could be a grandparent, a caregiver to a loved one, a strong charitable presence within their communities, identify as LGBTQ+, manage an illness and so many other roles. If we learned anything in the past few years, we know that every person has their own juggling act and wears many hats.
   
   Employees want to work somewhere and for an organization where they can be their true selves. This might mean getting involved in employee resource groups that help them express and be who they are to feeling comfortable sharing with their manager that they’re having a rough day. Companies with leaders who embrace the type of culture where workers can be themselves will be better equipped to attract and retain top talent.
   
4. Redefining what career means in practice: The career ladder is a thing of the past. Growing in a role, developing, learning, expanding – this is what the new flavor of a career looks like. Companies that can offer the ability for their employees to grow in more ways than just “up” will fair better in retaining their talent.

Broaden the definition of ‘career’

Leaders and HR can help broaden the definition of what “career” means: take on more responsibility, learn a new part of the business, and get involved in a program outside of your day-to-day job. Most importantly, share these accomplishments, highlight their impact on the employee and the business, and celebrate them as a career move.

Consider this a win/win: The worker feels celebrated and engagement strengthens; with that uptick in engagement often comes better quality of work and reduced turnover. This is how workers can have the opportunity to personalize what career success means to them.

Workers are showing up with all they bring to the table. Their priorities are top of mind, and they aren’t afraid to share them. Leaders need to listen, engage and be transparent. Companies are transforming their former practices to better meet the needs of their current and future workforce. The name of the game is personalization, and it’s becoming the ante to play in the talent market.