Peter Ord, March 18, 2022
Most people appreciate the image that comes with a big job title. As CEO at GUIDEcx, I can engage with a variety of business leaders that wouldn’t take my calls unless I had that acronym following my name. But, for me, “CEO” represents the hard work that goes into creating and growing a business.
Studies have found that 70% of employees said their sense of purpose is defined by their work. If their roles are unclear, defining that purpose is almost impossible. It’s tempting to overuse job titles as rewards or to find a place for people to fit in an image rather than focusing on the work they’ll be doing. But with nearly half of all U.S. workers working remotely at least part of the time, it’s more important than ever for your team to have the skills necessary to function within clearly defined job roles—not just job titles.
A McKinsey study found that the top three reasons employees quit are that they didn’t feel valued by the company (54%), they didn’t feel valued by their managers (52%) or they didn’t feel a sense of belonging while at work (51%). When you build job roles that clearly define responsibilities and focus on the employee skills, they will feel valued—that they are contributing to achieving department and business goals.
A meaningful job title helps your employees measure personal job growth through opportunities to work as a team, learn, lead, share knowledge, contribute unique skills to finding solutions and grow from challenges. In return, organizations benefit from teams that can collaborate and can eliminate the risks of underutilizing employees with duplicate roles, improve productivity and create a positive work culture.
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