My role of coach as a witness of the market

During my career and the past 25 years as the founder of Jobprofile, I had the privilege to meet with a certain number of people. First for my recruitment activities, then for outplacement and coaching and also for consulting in corporate culture. These interactions and exchanges have given me a lot.

I had the chance to see how hard, devastating the workplace can be on individual’s, but also observe the joy, happiness. a sense of belonging and a positive work environment can impact each of us lives.

Stagnation is the worst

I’ve met a lot of unhappy, dissatisfied people, whether they’re employed, made redundant, unemployed, self-employed, entrepreneurs or consultants, at all levels of the hierarchy.

Redundancies or job losses are not the saddest things I have observed in the world of business and work.

No. The saddest thing in my opinion is stagnation: see people who are not developing, who feel useless and no longer perceive the value they bring to their employer. This situation is common to a significant number of individuals. 

 Normally from the day we are born until the day we die; I’ve always thought we are wired for growth. Meaning doing things we are good at. Improving and getting better at things we are bad at. Push towards goals. Take up activities, hobbies that involve creation, imagination and never abandon our quest to become better, the very best of ourselves. 

Wired for growth

I was brought up with a mother who taught me that anything was possible. So I’ve always assumed that we human beings were made to grow: 

• do things we are good at, 
• improve and become better at the things we’re bad at, 
• setting and achieving goals, 
• take up activities and hobbies that involve creation, imagination and challenging ourselves,
• and never giving up our quest to become better, the best we can be. 

I’ve always been a firm believer that the more we feel in control of our lives, experiencing our own path and vision, the more likely we are to be naturally motivated. 

The meaning of our work

The fact that we spend most of our waking hours working, it’s crucial, fundamental to find the energy, motivation and meaning in our work.

Motivations can be intrinsic or extrinsic. They are a complex combination of the aspirations of individuals and what the company or work environment offers in terms of benefits, culture and resources.

What I find is that, above and beyond salary, career opportunities or the working environment, individuals are motivated above all by a compelling vision. 

When employees align themselves with a vision that they find meaningful, they are more likely to invest themselves fully in their work. Commitment grows with confidence and clear objectives.

Motivation and benefits

Employee benefits are playing an increasingly central role in career and employer choices. Most workers are driven by a strong desire for better conditions, whether in terms of: 

• recognition, 
• use of their skills,
• social usefulness,
• career prospects,
• social protection,
• continuous training,
• job security,
• creativity,
• work atmosphere,
• human contact
• etc.

A higher, competitive salary is also on that list, but times have changed. Today’s workers are looking first and foremost for benefits that are tailored to their needs and reflect market trends. 

Salary is no longer necessarily the top priority, as long as it is properly benchmarked according to sector, experience, training and performance. It must also cover basic needs in terms of social protection and pensions. No one wants to live on a minimum wage any more, or for their salary to be a constant source of concern. 

Employees want to concentrate on their mission and their work, without having to struggle to make ends meet. The new generation, in particular, refuses to allow corporate profits to be made at their expense.

This change in expectations marks a turning point in talent management, with well-being and professional recognition taking center stage.

Companies and organizations wishing to attract and retain the best talent will be, and already are, under pressure to review their benefits offering in consultation with their employees and to adapt it way more proactively.

Daydreaming or taking action

Each of us has often dreamed of escaping the rigid confines of conventional working hours of 8am to 5pm (or more).  I receive many testimonials from people who have invested a lot of time and effort in this difficult transition without achieving tangible results or a clear plan of action.

For me, if someone feels stuck and wonders about his or her purpose, that’s a signal. A huge red flag that we need to change careers, jobs or employers.  

Daydreaming is very different from acting, but there are certain signals that indicate that it may be time to leave. That’s the subject of my next article.

Before you act, weigh up the pros and cons, assess the job market, discuss it with someone you trust and make an informed decision. 

If you’re not happy with your job, you’re not alone. Millions of people leave their jobs every year in search of something better.

Career transition is complex, but it’s not necessarily a bad thing – quite the opposite.