The B Word.

How are you? Busy.

Hey! Looks like you’ve been busy!

Ugh. The B word. 

I believe Toni Jones says it best, “I’m in business on purpose. Not a business that makes me a busy mess.” (Listen to Worth Ethic, you’re welcome.) 

Who wants to be a busy mess?!

Yet U.S. work culture (in particular) perpetuates a stereotype that activity, constant work mode (whether or not it is truly productive in nature), is equivalent to success. For years we’ve celebrated a calendar that’s filled with back-to-back meetings and turned our noses up at anyone who dared take an actual lunch break. 

And we know better— or at least we should. It seems that many are eager to ignore the global pandemic that threw all “norms” from the world of work out the window. I’ve witnessed many leaders simply reverting to past standards and expectations. It’s way easier to fall into a past routine than it is to truly reflect, evaluate, and reimagine things. 

Woof. That’s a lot of work! But … isn’t that the point? 

I’ve had countless conversations with experienced, and slightly irritated, leaders who question the entitlement of younger generations. “They just don’t want to work,” the leader may say. And then I have the joy of starting an uncomfortable conversation. 

“We do want to work,” I say. “We just want to do work differently.” Which isn’t a quick concept to wrap one’s head around— even for leaders with the best of intentions.

So what does “differently” mean? And where do we even start on reimagining things? 

Listen: 

Action for the sake of action is a waste. Remember? Create opportunities for feedback from employees to uncover what is important for your unique company/team. This could be in the form of pulse surveys, focus groups, or even exploring exit interview feedback. 

Act: 

Take this feedback and actually use it to do something of impact. This could look like eliminating redundant work that was uncovered in employee surveys, implementing new “out of office” standards that encourage employees to truly unplug, restructuring incentives to reward employees for the quality of their work over the number of hours worked, etc. 

Own:

This is the part where managers and leaders at all levels “walk the walk” by participating in newly created processes and expectations. Modeling new behaviors, and showing vulnerability in adjusting to new standards, proves the organization is taking the change seriously which boosts trust and further benefits culture. 

Unlike the global pandemic, dedicating time to eliminating busywork will not end “The B Word” overnight. The important thing is not how long it will take. The important thing is that you are breaking an outdated norm and positioning your organization as a CHOICE employer.

And for that, the younger generation thanks you and looks forward to working together. 

Need some support to dig in and do the work? Let’s chat!