Is professional happiness a new concept?
October 17, 2019 - In the Spotlight
No, especially not at La tête chercheuse.
For more than twenty years, we’ve been working with people who want “better” – a better quality of life at work. We’re not about to hide it – today’s “better” coincides with a labour market transformation that’s handing talent “the long end of the stick” – more often than not. Talented people can afford to be selective. They’re curious about opportunities within environments that value socialization, accountability, recognition, self-realization, flexibility (whether that means working remotely or an overall better balance between work/life and/or playtime), a sense of belonging, and remuneration.
More than ever, we’re noticing that candidates who have a lot of choices are gravitating towards opportunities that can improve their happiness at work. This is especially true when we consider how much the workforce has changed – we’re no longer just “workers”. Happiness covers a much more extensive range of possibilities.
Taking the pulse of your troops and their “happiness factors” can help give you a better understanding of where they are in terms of motivation, and their commitment to their role as well as the company. It’s an exercise that could have a more significant influence on retention than you might think. And who’s to say what kind of an impact your attentive ear might have on a top (or most promising) talent – one you’re not prepared to lose. Try it – we’re confident it could lead to a very interesting win-win.
When recruiting from the fields of communications, marketing, creative, sales, business development, human resources (and other categories covered by our team), our exploratory approach gives us the chance to meet “the person behind the CV”. It also allows us to identify this person’s ideal opportunity. An opportunity worthy of their dedication and skills, and (arguably most important of all) in an environment that’s invested in their professional development over the long term.
This approach also creates “strong relationships” in terms of core culture, an interesting topic covered in an article penned by Elisabeth Starenkyj, Co-President and Senior Partner.
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