Getting People to STAY | Simon Sinek

Simon Sinek

18 Mar 202202:51

Summary

TLDRThe transcript discusses how loving one’s job doesn't require liking it every day. It emphasizes that personal growth and emotional loyalty play a key role in job satisfaction, beyond financial incentives. Companies that invest in human skills, not just hard skills, foster a culture where employees feel seen, heard, and valued. The example of WD-40 is highlighted, where managers are trained as coaches to help employees grow. The shift in modern expectations means employees seek a sense of belonging, community, and purpose at work, making holistic benefits more enticing than just the job itself.

Takeaways

😊 We don't have to like our jobs every day, but we can love them consistently, similar to how we love our children even on difficult days.
💼 The decision to stay or leave a job is often based on how we feel about the job, not just financial incentives.
💰 People who are loyal to a company may turn down higher-paying offers, or if tempted, they communicate with their employer to find a way to stay.
👂 Employees stay when they feel seen and heard by their company.
📈 The best companies provide growth opportunities for individuals, which helps them grow both personally and professionally.
🛠 Skills such as listening and communication, often labeled as 'soft skills,' are essential for both work and personal life, and should be treated as 'human skills.'
💡 Investing in employees' human skills, alongside hard skills, contributes to their personal and professional growth.
🎯 Some companies, like WD-40, train managers to be coaches, helping their teams overcome challenges and grow individually.
🌍 The younger generation expects more from companies, such as a sense of belonging, community, and personal growth, beyond just financial compensation.
🏢 Companies should attract talent not only by the job description but by promoting the holistic experience and growth opportunities employees will receive.

Q & A

What is the speaker's view on job satisfaction?
-The speaker believes that we don't have to like our jobs every day, but we can love our jobs every day, much like how we love our children even on difficult days.
Why do people stay or leave their jobs according to the speaker?
-People stay or leave their jobs based on how they feel about the job. If they feel loyal to the company, they may turn down higher-paying offers.
What happens when someone receives a tempting job offer with a higher salary?
-When someone receives a high-paying offer, they may go to their current employer and discuss it, seeking support to stay rather than immediately leaving for the money.
What factor is most important in making employees feel valued?
-The most important factor in making employees feel valued is being seen and heard within the company.
How do the best companies help their employees grow?
-The best companies offer programs that help employees grow as individuals, teaching them valuable skills that improve both their professional and personal lives.
What are 'human skills' according to the speaker, and why are they important?
-Human skills, sometimes referred to as 'soft skills,' are essential because they help individuals grow personally and professionally. The speaker prefers the term 'human skills' as they complement 'hard skills.'
How does WD-40 support employee development?
-WD-40 trains its managers to be coaches, providing executive coaching skills to help them support their employees with challenges.
What is different about the expectations of younger generations in the workplace?
-The younger generation expects companies to provide more than just a job. They seek a sense of belonging, community, personal growth, and purpose from their work.
How can companies attract new employees beyond just offering a job role?
-Companies can attract new employees by focusing on the holistic experience they offer, such as growth opportunities and a supportive environment, rather than just the specific role or job function.
Why is it important for companies to focus on both hard skills and human skills?
-It is important for companies to focus on both hard and human skills because combining these makes employees feel like they are growing as individuals, making them more loyal and engaged in their work.

Outlines

00:00

💼 Loving Your Job Every Day

The speaker draws an analogy between loving your job and loving your children, stating that while we may not like our jobs or children every day, we should still love them. They suggest that difficult days are natural, but the key is falling in love with aspects of the job. The main reason people stay in or leave jobs is how they feel about their roles, not just money. When someone feels loyal to a company, they are more likely to turn down offers from other companies, even with higher pay. If tempted by a better financial offer, loyal employees may approach their company to discuss the situation openly, showing how personal connections play a bigger role in job satisfaction than financial incentives alone.

👂 Being Seen and Heard at Work

The speaker emphasizes the importance of employees feeling seen and heard in the workplace. Companies that actively support their employees’ growth, both professionally and personally, have an edge. The skills learned at work, such as listening and communication, are not only beneficial to the job but also in personal life as parents, partners, and friends. The speaker highlights that these human skills are just as important as technical (hard) skills and should not be considered secondary. The more a company invests in these skills, the more employees feel they are growing holistically.

📈 Personal Growth through Company Culture

The speaker describes how certain companies, like WD-40, help employees develop personally and professionally by training managers to act as coaches. This training equips leaders to support employees through challenges, which is particularly important for the younger generation. Unlike past generations, today’s employees expect a lot from their companies: a sense of belonging, community, personal growth, and purpose. This shift creates pressure on companies to meet these expectations and provide a more holistic work environment.

🏢 The Changing Workplace Expectations

The speaker concludes by explaining how workplace expectations have evolved, particularly among the younger generation. While technical roles like cybersecurity may attract a niche group, a more compelling strategy to attract employees is to offer them an enriching work experience. Companies should communicate the holistic benefits they provide beyond just the role itself, as this approach appeals to a broader audience looking for more than just job satisfaction—they seek community, purpose, and personal development.

Mindmap

Keywords

💡Love your job

The concept refers to having a deep, ongoing emotional connection with one’s job, even on challenging days. In the script, it is compared to loving one's children daily, despite not always liking them. This highlights the importance of emotional investment in work, beyond mere job satisfaction.

💡Loyalty

Loyalty, in the context of the video, refers to an employee’s strong emotional attachment to their company. It’s suggested that loyal employees are willing to turn down higher-paying offers or discuss opportunities with their current employer before leaving. This contrasts with leaving solely for financial reasons, indicating deeper engagement with the company.

💡Growth as an individual

This concept emphasizes that people stay in jobs where they feel they are evolving personally. The script discusses how companies that invest in 'human skills'—like communication and emotional intelligence—help employees grow not just professionally but as better parents, partners, and individuals, which increases retention.

💡Hard skills vs. Human skills

The speaker challenges the traditional distinction between 'hard' (technical) skills and 'soft' skills, preferring the term 'human skills.' Human skills, such as communication, empathy, and leadership, are critical for personal and professional development, and companies that prioritize these skills help employees grow holistically.

💡Sense of belonging

A sense of belonging refers to employees feeling part of a community within their workplace. The script highlights how younger generations, in particular, seek this feeling from their jobs, asking for emotional and social fulfillment that extends beyond the professional sphere.

💡Coaching

The idea of coaching is brought up when discussing how some companies, like WD-40, train their managers to act as coaches. This involves helping employees overcome challenges and grow, which fosters a supportive environment where employees feel valued and are more likely to stay.

💡Younger generation

The younger generation is described as having different expectations from their employers compared to previous generations. They seek a holistic work experience that includes a sense of purpose, community, and personal growth, not just a paycheck or job title.

💡Pressure on companies

There is significant pressure on companies today to provide more than just a job. They are expected to offer personal growth, community, and a sense of belonging, particularly for younger employees. This pressure has shifted from previous times when work and personal fulfillment were more separate.

💡Transparency

Transparency is mentioned in the context of employees discussing competing job offers with their current employer. Open communication is valued, as it gives companies the chance to retain talent by addressing their concerns, rather than employees feeling the need to secretly leave for better offers.

💡Holistic experience

The holistic experience refers to the complete package that employees expect from their workplace, which includes personal growth, a supportive community, and fulfillment beyond just professional skills or monetary rewards. This broad approach to employee satisfaction is seen as key to attracting and retaining talent.

Highlights

We don't have to like our jobs every day, but we do get to love our jobs every day.

Having a hard day at work is fine, but the key question is what we fall in love with in our jobs.

The reason we stay or leave a job is based on how we feel about that job, not just money.

If people are loyal to a company, they may turn down higher-paying jobs or discuss the offer with their current company to find a solution.

People stay at companies where they feel seen and heard, not just for financial reasons.

The best companies help individuals grow as both professionals and people.

Skills like listening, typically considered soft skills, are valuable in both work and personal life.

The distinction between hard skills and soft skills is misleading; instead, there should be a focus on human skills.

Investing in human skills, alongside hard skills, helps people feel like they are growing as individuals.

At WD-40, managers are trained to be coaches, equipped to help their team members with personal challenges.

Younger generations expect more from companies, including a sense of belonging, community, personal growth, and purpose.

The younger generation's expectations place immense pressure on companies to meet holistic needs beyond just professional work.

Companies should focus on the overall experience they offer employees, not just the job itself.

Organizations can attract more talent by emphasizing what employees get from the company holistically.

When companies focus on growth, belonging, and purpose, employees become more interested in staying and contributing to the company's success.