Issue link: https://iconnect007.uberflip.com/i/1501483
18 PCB007 MAGAZINE I JUNE 2023 Workers today are choosier. ey have differ- ent expectations than even a decade ago. You also have the culture of a multi-generational workforce where you could have four or five demographic groups working together. You need to consider that culture when you're hir- ing. It can be an adjustment; it's not all the same. It doesn't mean they can't all work together, but you have more to consider. Let's say, for example, I'm looking for a QA manager. Maybe I'm looking for a Baby Boomer with a lot of experience, so when I advertise, I will empha- size different aspects of the benefits of our company culture than if I was advertising to a Gen Xer or Gen Z. I feel like we could talk for the rest of the day about the different aspects of culture, but the main thing is that there's a choice. We heard about the "great resigna- tion" aer the pandemic, but in the book, we termed it as the "great re-prioritization." When so many had a lot of time to think, they real- ized, "Hey, I have other things in my life that are interesting or important to me." That's a good spin on that, absolutely. You need to make sure your corporate culture aligns with the priorities of individuals as they come along. Twenty or 30 years ago, we were all watch- ing the same TV shows and news programs on a few broadcast networks. It was the water cooler talk, if you will. Now, information comes all at once from every perspective. In terms of culture, how do you bridge that generational span inside a corporation? You need to embrace that people are different; in many ways, that's a benefit. Having a diverse group, whether it's gender, ethnicity, geogra- phy, experience, age, and so forth, helps you come up with better solutions. ink about polymaths—people who've mastered at least three distinct, separate, skill areas—who are highly sought aer because they can draw on find some of those in the book. We wanted to keep it fresh and easy to read, but still provide valuable tools you need. There was an era when you found a job, signed up for the pension, and happily retired 30 or 40 years later. Those days seem to be long gone. Yeah. e companies that do that are few and far between. Corporate culture seems to have shifted as well. Where do you see the shifts in culture? e largest section of the book—if you include diversity, equity, and inclusion—talks about how keeping the right people means first find- ing the right people. It's about the kind of orga- nization you are—that's your culture. It's not something you buy off the shelf or create by putting up a few posters. It's about who you are, what you do, and how you treat your team. What type of company culture is most successful at attracting and, more importantly, retaining top talent? Dr. John W. Mitchell