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  • Business
    Adapt Or Die: Future-Proof Your Business With These Essential Tips

    Adapt Or Die: Future-Proof Your Business With These Essential Tips

    Adaptable Hybrid Work Approach Crucial for Employee Retention

    Adaptable Hybrid Work Approach Crucial for Employee Retention

    10 Changes Your Organization Must Make To Succeed This Year

    10 Changes Your Organization Must Make To Succeed This Year

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    Do Pay Transparency Laws Actually Matter?

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    Evaluating the Effectiveness of Hybrid Work Models and Office Reintegration

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    Establish An Effective Hybrid Work Environment In 6 Steps

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    IWG Selling The Crown Jewels? You Would Think So Judging By The Asking Price

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    The Million Dollar-Mistake Businesses In California Cannot Afford To Make: Compliance Deadline Approaching!

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    How Africa’s Economy will Harness Digital Tech in the Future of Work

  • Work-life
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    Astonishing Deficit in Hybrid Work Protocol Confirmed by Recent Studies

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    Driving Sustainable Change: Advice for Facilities Managers

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    How To Strengthen Your Workforce: Cultivate Growth Opportunities For Women

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    Build The Best Work Playlist: 8 Songs To Avoid And 10 To Blast

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    Escape The Lingering Cold In These 7 Countries Perfect For Remote Work

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    Say Goodbye Comfy Pants – 9 in 10 Companies Planning RTO This Year

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    Remote Work Is Just E-Commerce Déjà Vu All Over Again

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    Four Days Is Enough

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    The CDC’s Vision For The Future Of Worker Health

  • Tech
    What Every Business Needs to Know About Managed Development Services

    What Every Business Needs to Know About Managed Development Services

    LiquidSpace and Kadence Team Up to Revolutionize Hybrid Work

    LiquidSpace and Kadence Team Up to Revolutionize Hybrid Work

    Using IoT Tech Is Crucial For Office Planning And Employee Health

    Using IoT Tech Is Crucial For Office Planning And Employee Health

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    Paving the Way for the Future of the Workplace With the Metaverse

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  • Design
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    Designing with Insight and Intention: Uncovering Behavioral and Functional Needs

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    Redefining “Amenity” in the Workplace

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    How to Design for Behavior To Create a New In-Person Working Environment

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    People-Driven Alternate Workspaces

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    How Physical Spaces Shape Human Relationships and Emotional Well-Being

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    Resimercial Design Balances Comfort and Sustainability in the Office

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    Sustainability, Well-being, and the Building Blocks of a Biophilic Workplace

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    Repurposing Furniture: Realizing the Environmental, Economic, and Design Benefits

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    How To Post On Social Media About Losing Your Job

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    Diplomas and Dilemmas: How 2023 Graduates Can Navigate Job Market Chaos

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    Tech Check: 5 Signs Your Coworking Space Is Due For An Upgrade

    Reaching Beyond The Desk: How Coworking Spaces Can Transform Communities

    Reaching Beyond The Desk: How Coworking Spaces Can Transform Communities

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    All Good Work Partners with JLL To Support Nonprofit Organizations

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    The Warehouse: Where Coworking Meets Inspiration In The Heart Of New Orleans

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    JLL’s New Future Of Work Survey: The Next Few Years Are Crucial For Commercial Real Estate

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Nurture Skills To Retain Employees

One of the most effective methods of showing workers that they are cared for is giving them opportunities — upskilling programs are a good place to start says former LinkedIn HR exec.

byAayat Ali
January 10, 2023
in Workforce
Reading Time: 4 mins read
A A
Nurture Skills To Retain Employees

Rather than introducing a ping pong table to the break room or an on-site barista to zhuzh up the office, the key to retaining employees is enabling and encouraging them to grow.

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  • In his book “Workquake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working,” Steve Cadigan, the former top LinkedIn HR exec, details why employees have grown increasingly dissatisfied in recent years, and how leaders can take advantage of the impact of the last two years to improve company culture. 
  • The recent trend of job migration shows that professionals have a desire to learn more; staying on at a company to show high levels of commitment actually inhibits workers from learning new skills. 
  • Sitting down with Allwork.Space’s Future of Work Podcast, Cadigan discussed the many changes his book experienced due to the pandemic, how to best retain employees, and why categorizing generational differences could hinder employee growth. 

Chaos generates change, but only for the willing few.

At least, that’s the lesson that LinkedIn’s first Chief Human Resources Officer Steve Cadigan believes in. From his more than three decades working in the talent industry, Cadigan has seen the many ebbs and flows of workplace culture and everything that it entails.  

In his book “Workquake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working,” Cadigan details why employees have grown increasingly dissatisfied in recent years and how leaders can take advantage of the that to improve company culture.  

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Sitting down with Allwork.Space’s Future of Work Podcast, Cadigan discussed the many changes his book experienced due to the pandemic, and how to best retain employees.  

Some quotes have been edited for length and clarity.  

Dispelling the myth of traditional work models 

One of the most significant hurdles that Cadigan has noted in his experience is the divide between employer and employee expectations. 

For instance, he explores the idea of why companies are eager to retain their employees, and why workers may not want to pigeonhole their career to one company. 

“What I wanted to try to do was say, ‘No, I’m seeing lots of really compelling stories for employees to build compelling careers and satisfying careers, and organizations to build more engaging and more satisfying organizations,” Cadigan explains, “people may mean they don’t need to stay so long, and you could still build a great business.’”  

Now more than ever, professionals have begun job hopping as they search for their greater purpose, much to the dismay of big companies. Why would a worker want to remain at a job that does little for skills progression? 

For Cadigan, employer loyalty isn’t the end-all be-all to a worker’s abilities or strengths.  

In fact, the recent trend of job migration shows that professionals have a desire to learn more; staying on at a company to show high levels of commitment actually inhibits workers from learning new skills. 

Rather than introducing a ping pong table to the break room or an on-site barista to zhuzh up the office, the key to retaining employees stems from the desire for them to grow. 

Before joining LinkedIn, Cadigan describes the exodus from his previous job being met with the “silent, cold shoulder treatment.” 

“This is just a dishonest reality that we start many employment situations with, ‘Hey…you commit to stay a long time. We’ll commit to employing you for a long time. We both know we probably won’t follow through on that commitment, but let’s start our relationship on a foundation that we both know is kind of fragile,’” said Cadigan. 

How to actually retain workers

Retention through shame doesn’t work, so what can leaders do to make their company a place where employees want to stay? 

“[If] you’re trying to retain people longer, I believe you’re playing defense,” said Cadigan. “If you’re trying to care about people for their entire career journey, that’s playing offense, making people better.” 

And one of the most effective methods of showing workers that they are cared for is giving them opportunities. Cadigan says this can be done in a variety of ways, but upskilling programs and the promise of uplifting future career prospects is a good place to start. 

He uses fast-food chain Chipotle as an example.  

In 2021, Chipotle unveiled a job program that gives line workers the ability to work up to a restaurateur if they stay on with the company. By doing so, the restaurant hopes to “attract even more talent by showcasing the potential income that can be achieved in a few short years,” according to the firm’s Chief Diversity, Inclusion and People Officer Marissa Andrada. 

“I think in the future we’re going to hire people more based on what they can learn than what they know,” Cadigan says. 

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Tags: BusinessCareer GrowthLeadership
Aayat Ali

Aayat Ali

Aayat is an editor for the Daily Digest based in Lexington, Kentucky. She has worked with local coworking spaces since August of 2017 and enjoys taking her firsthand knowledge to write about the fascinating, constantly evolving world of flexible workspaces.

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