How to Manage Employees Who Value Stability
The lack of skilled IT workers is hurting the deployment of emerging technology, according to a new survey from Gartner. In areas from cloud to cybersecurity, this crisis is expected to last for years to come.
How to Identify
Employees Who Value Stability:
- These individuals will work to gain the organization recognition from their peers and colleagues by providing clear examples of the quality of the product or services offered by the organization.
- They actively promote the achievements of the company in public forums (social media, Glassdoor, etc.) while happily sporting your brand.
- They are excited by business development ventures and always thinking of new ways to celebrate the work the team does.
- These people are agitated by unfulfilled goals or promises and want to take on responsibility when it comes to remedying a compromised reputation.
Pros of the
Stability-Minded Employee
People who value stability want to work for a company with a
great reputation (that includes the employer brand!), so if the organization
isn’t already known in the community, you can bet these employees are trying to
get your name out there.
Sure, it may seem selfish that someone on your team wants
your company’s success for their own gain, but what makes any great
relationship work? Mutual benefit. The benefit for you is that your product or
service is getting a nice, bright spotlight in the eyes of future employees,
current employees, prospective clients, and current customers. The employee’s
benefit comes from being able to love where they work.
Startups and small business shouldn’t count these individuals
out! Especially if the employee happens to also value challenge or innovation.
Someone who wants stability but loves demanding or difficult work will enjoy
building a company’s reputation from the ground up.
Cons of the
Stability-Minded Employee
They aren’t snobs, but they value prestige. They will do
their research and will need some serious convincing if an organization happens
to have a poor outlook or past. That doesn’t mean these individuals won’t work
for you, but it does mean a skilled candidate who values stability will want to
know how you’re going to right the company’s wrongs.
There’s also a chance that an employee’s need for stability
comes from their desire to have the best of the best in terms of perks and
benefits. In today’s candidate-driven market, it can get pretty dog eat dog
when it comes to perks and benefits.
Individuals Who Love
Stability Hate:
Everyone can think of that big name company that is known
throughout the community as the place to work – the one for which every college
student would consider interning (unpaid!) just to include the name on their
resume.
If your organization is that company, don’t ever utter the
words, “You are lucky to work with us.” It would be frustrating for any
employee to hear, but it will make the stability-oriented employee downright
mad. Sure, employees are lucky to have jobs at a revered company, but
management was also lucky to find those great employees. Because an employee
who seeks stability is one who also tries to create it, the news will sound an
awful lot like “We don’t really need you here.”
Additionally, it’s important that you don’t look at your
company’s reputation as a byproduct. If you’re always dismissing the
stability-minded employee’s approach to building up your brand, then they’ll
lose interest at work. After that, they’ll start looking for a job with a
company that will appreciate their ideas.
Though you may not see stability as a top value, 75 percent
of job seekers consider an employer’s brand before even applying, so
stability-minded individuals really do have your best interests at heart.
Managing Employees Who
Want Stability
Managers should constantly remind the team of the company’s
values and mission, as well as all the wonderful work the organization is
doing. Keep your stability-minded employees updated about accomplishments,
awards, goals, and positive testimonials. Be sure to stay positive when it
comes to the future of the organization, and remind your employees to do the
same.
Managers will receive bonus points for allowing stability-minded
individuals to share new ideas about continuing company growth. Just remember:
When it comes to retaining and growing these employees, you want to give
parameters. Those who have big ideas love to get carried away by them. Those
who value structure and stability probably won’t go too far down the rabbit
hole, but everyone can benefit from clear-cut deadlines and plans.
“Stability” is a nice word. It sparks thoughts of a strong
foundation that no one can break. Those who value stability are looking for
organizations that have such foundations and that are consistently dedicated to
being the best of the best. In return, these employees will bring you their
best work and best ideas while happily bragging about your organization’s wins.
A version of this article originally appeared on the Vitru blog.
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