pw Podcast Ep 15 – What Have We Done?
Oh my lordy be! What in the world have we done to our working world? This is Kim Kelley, the CEO and co-founder of Pepelwerk. And what is our purpose? Our purpose is to change the way we approach our working world. Yes, we are the matchmakers of the working world and the reason why we do what we do is a list of reasons. And I’m going to tell you just a few of them now. Not a lot of them are pleasant so just bear with me while you hear the nitty-gritty of the working world that we have created.
We expose job seekers to jobs based on the highest bidder or the highest kick back. We’ve added unnecessary parties to the relationship of simply getting someone who wants to do the work to someone who’s willing to pay to get the work done. And we’ve done it in the name of risk avoidance and at the cost of the business. And the earning potential of the people actually doing the work. Employers are starting to walk on eggshells in this sue me, delicate me, take care of me environment, placing an unfair burden on the employers. And what’s worse is we’re truly diluting the effect of a good work culture. Or worse, we’re skewing what it really means to have a good work culture.
We have introduced terms like gig, side hustle, and do what makes you happy to the job market and the work mentality. We somehow have lost sight of the value of good courting and how it relates to getting people involved in your company. Why are we jumping into things like labor agreements and employment contracts day one of the interview? We are so lost in how to onboard, teach, and communicate besides what needs to be done but how things get done. And trying to relate to somebody on a human level when they decided to work for our company and when talent when you come in the door to find that employer that matches with you.
We spend hours of our workday looking for the latest programs, systems, and software, scrolling through every single social media channel that has some sort of advertisement to let you know they’ve got the secret sauce for employers retention and engagement issues, only to leave behind the human element and have managers sitting behind a computer instead of doing things that they should. And that means actively engaging in human communication.
We have misused and tainted the intent of diversity and inclusion creating a hypersegmented workforce and reverse discrimination instead of cultural awareness and open acceptance. Now the government looks for fines, taxes, and new labor laws that are impossible to enforce, manage, or even fricking apply to the working world. But no one is getting together to force against those unrealistic changes. Employers are spending money in droves trying to see compliance because they are operating out of fear. Not questioning the logic of the rules in the first place.
The misalignment of people with the skills and the ability and interest to do them and that they’re capable of doing them and are passionate about doing them to the jobs is ridiculous. We have millions of people applying for jobs because they opened and clicked. You cannot match with work that means something to you when you search, because you don’t know your options. And employers, you want to have talent that actually cares about what they’re doing. Yes, work is work. If you’re a trash person, you may not actually have thought, “Hey, I want to be a trash person.” But you don’t know the value of what that means to somebody and their income, because you don’t spend the time looking and seeking for that active match.
Our education system continues to struggle with skills-based learning. Here we are in 2019, about to be 2019, and we’re leaving employers and parents angry and feeling helpless and confused as to why they invest significant funds, life savings, into education in order to aspire for hope and progression in their earning potential and their learning potential and their impact on the world around them. Only to find out that success evades them. The global economy and digital work and immigration and migration of people around the world makes the job market even more competitive and challenging. The next generation of talent in the workforce is expecting work to define their purpose and managers to be their dream makers.
The people that are supposed to focus on the people inside of a business are busy with systems and integrations way too complicated and a mess of data challenges and a mess of personal identification data challenges. And all in the hopes of trying to find happiness at the cost of having fewer and fewer real genuine conversations with the people they manage. We still haven’t learned how to have a healthy separation when a business and life needs changes. So when I look at the multi-faceted job market and all of the cogs that have gone into it over the past 35 years or more, I have to ask myself, “Do I want my children, the talent that put their skills to work for my business, or my company to feel the consequences financially or emotionally?” No.
So I’m going to talk about each of the elements facing our working world. Take you through interviews with employers that have good actually fabulous things going on to help move aggressively the working world into the digital era, connecting this progression that boomers and Gen Xers have pushed for, asked for, demanded for, and now seeing come to life with this next generation of millennials in the working world. We’re going to talk to government leaders and our job seekers, including the parents, coaches, and educators that influence our working world.
We at Pepelwerk are simply passionate about changing how we approach our work lives because the next generation doesn’t just deserve better. They’re ready to catch that baton because we of previous generations have made the opportunity to have it a real change.