I read an interesting article the other day that boldly stated that “long-term employment is dead! And never coming back.” It went on say that the average tenure has dropped from about 10.3 years (for workers over the age of 65) to 3.2 (for workers between the ages of 25-34). Why? Well, for a number of reasons; globalization has made it nearly impossible for an employee to commit to just one organization, job expectations are changing rapidly, and the marketplace is more turbulent than ever before… to name a few. But in this world of short-term commitments and juggling acts, I still believe that long-term careers exist; it’s just a matter of having the right people, the right culture, and a clear vision in mind. The following articles have some great advice when it comes to creating a long-term perspective.
No company can succeed without a common goal, and generating long-term business goals is a great way to ensure that your company feels more like a career. This article encourages business owners to set long-term goals with short-term objectives. This not only increases your chances of actually meeting those goals, but increases the participation from your team. For more advice on creating and maintaining your business goals, click here!
“Life is a marathon, not a sprint,” and this article emphasizes that. So what can you do to ensure that you and your employees maintain a marathon point of view? The point of view that results in consistent, long-term focus? It’s all about keeping a sharp eye on the big picture (that common goal I mentioned in the first article). And you can start by becoming “a professional student”–and encouraging your team members to do the same. “If knowledge is power, then it’s what businesspeople need to achieve the professional goals found at the finish line.” Read on!
Of course, none of the above really matters if your employees have a short-term attitude. If you really want them to stick around for the long haul, you have to make sure that they can thrive in your company. Step one: provide them with decision-making discretion. In other words, give them the opportunity to make decisions that directly affect their work. When they feel empowered, they’ll thrive. For more tips, check out the article here!