I went to return bottles at the redemption center and it was closed – due to lack of workers. The same thing happened at Sam’s snack bar and at Popeye’s Chicken – the employee didn’t show up so they shuttered the operation for the day.

Liz Ryan (@humanworkplace) offers this perspective: “The ‘talent shortage’ myth is a simple case of employers refusing to acknowledge that the cost of talent has gone up.”

I don’t think she is referring just to minimum wage. The cost of talent, in my opinion, refers to the intangible contributions that employers need to make to create a desirable culture – to provide meaningful work for employees, to treat them with respect and dignity, and to create a sense of belonging and purpose that makes showing up for work worthwhile.

How many times have you volunteered to do hard work for free? Of course, you can’t pay the rent with altruism, but volunteering serves as evidence that you can have experiences that transcend what you are paid to do them. As older generations retire and younger generations are looking for incentives to trade leisure for work, an organization’s culture is going to be as valuable as its salary pool. The time to pay attention to it is now.

About the Author leadership dots by dr. beth triplett

I'm the chief connector at leadership dots where I serve as "the string" for individuals and organizations. Like stringing pearls together to make a necklace, "being the string" is an intentional way of thinking and behaving – making linkages between things that otherwise appear random or unconnected – whether that be supervising a staff, completing a dissertation or advancing a project in the workplace. I share daily leadership dots on my blog to provide examples of “the string” in action. I use the string philosophy through coaching, consulting and teaching to help others build capacity in themselves and their organizations. I craft analogies and metaphors that help people comprehend complex topics and understand their role in the system. My favorite work involves helping those new to supervision or newly promoted supervisors build confidence and learn the skills necessary to effectively lead their team.

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