For some context, at 52, I\u2019m a dinosaur entering my 25th<\/sup> year with FranklinCovey. Unless you work for the military or post office, this is now unheard of for most careers. Even in my peer age group, nearly all of my high school friends\u2019 LinkedIn profiles will list 5-7 careers over their lifetime. Mine: 2.<\/p>\n\n\n\n I guess there\u2019s also a linkage in my tenure to that of my father\u2019s: 32 years at the defense contractor Lockheed Martin. My father has a pension for life. Medical insurance for life. He\u2019s set. But he also dedicated 100% of his professional career to one organization, and with that comes benefits and limitations. Different strokes for different folks.<\/p>\n\n\n\n If you\u2019re of my generation, you\u2019ve seen a sea change in employment policies. More generous maternity leaves. Actual paid paternity leave. The Family Medical Leave Act. Flexible work schedules. PTO versus strict vacation accruals. (Remember the days when you earned one vacation day for every month worked\u2026.after your first full year of employment?) Although plenty of organizations still require employees to painstakingly accrue and track time off, many organizations have moved to extend trust to their employees at nearly all levels, empowering them to take the time they need, be it sick days, vacations day, or just living a balanced life in exchange for the assurance they will deliver outstanding results in their contributions.<\/p>\n\n\n\n We\u2019re in the midst of massive displacement in the work demographic with Generation Xers and Yers moving in and Boomers and Traditionalists moving out. Are you ready? Is your belief system still stuck in a different decade? Are you subconsciously punishing your team members because of what you had to earn, what you had to live through?<\/p>\n\n\n\n Have you been truthful with yourself about the culture you\u2019ve created\u2014limited or released by your own belief systems? As a leader, you define the culture, and the connection to tenure and culture is undeniable.<\/p>\n\n\n\n Forgive yourself a little and ensure that you\u2019re challenging your entrenched mindsets consistently to ensure you\u2019re part of the reason people are staying versus leaving.<\/p>\n","protected":false},"excerpt":{"rendered":" As leaders, we hear a lot about the average tenure of our team members. Most research now shows it\u2019s somewhere between 18 months and 3 years\u2026at the most. For some context, at 52, I\u2019m a dinosaur entering my 25th year with FranklinCovey. Unless you work for the military or post office, this is now unheard of […]<\/p>\n","protected":false},"author":1,"featured_media":439,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4],"tags":[5,6,7],"class_list":["post-313","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-lrmcontentteam","tag-culture","tag-employee-retention","tag-leadership"],"yoast_head":"\nThis is the past, people. Not the future. Gone is long-term loyalty\u2014on either side. Or is it?<\/h4>\n\n\n\n
If you want to lengthen the tenure of your team, you must challenge your mindset of what\u2019s necessary to build a 2021 culture. Here are some questions to ask yourself to gauge your readiness:<\/strong><\/h4>\n\n\n\n
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Leadership is a process. We grow, stumble, and succeed.<\/h4>\n<\/blockquote>\n\n\n\n