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Have you ever quit a job or left an entire career behind because it lacked meaning and purpose? I have. And it was the best decision I ever made. And it turns out, I'm not alone. A Some key findings from the study reveal just how much companies need to rethink how they can contribute to the employee experience becoming more meaningful if they want to remain competitive, including: • A staggering majority (96%) of employees believe that achieving fulfillment at work is possible, and 70% say they would consider leaving their current role for a more fulfilling one. • This desire for fulfillment is so strong that one out of three employees say they would consider lower pay for a more fulfilling job. • Contrary to what one could assume,employees recognize they must lead in making work more meaningful for themselves – nearly 80% are willing to find their own path to fulfillment. • Leadership will need to do their part in being allies on employees’ path toward fulfillment. To learn more, I was excited to catch up with PwC’s first Chief Purpose Officer, Here's what Schuyler shares: Kathy Caprino: Based on the results of this co-sponsored study, what are you seeing are the hallmarks of a fulfilling work experience? Shannon Schuyler: Over the past two decades, employers have been creating more personal relationships with employees and have paved the way for a work experience that goes beyond satisfaction and minimum effort. Today, we’re seeing employees want more from work than a pa...

• Share to Facebook • Share to Twitter • Share to Linkedin When an employee gives their notice, the business is left to find a replacement as soon as it possibly can. This is not always as easy as it sounds: Transitioning responsibilities from the exiting employee to a different team member or a new hire needs to happen swiftly but effectively. In such a case, the company may need to reconsider the usual onboarding procedures in the interest of expediency. But how does a company do this strategically without sacrificing too much? Where does the balance in this equation lie? 1. Leverage Position-Specific Processes Process documentation for all duties and responsibilities and make sure it is reviewed and updated on a quarterly basis -- this will aid new team members in jumping in quickly and effectively. This has proven to be helpful whether we are cross-training or bringing new members to our team. - Kathy Short , Yorktown Systems Group 2. Cross-Train Employees Cross-training your employees is a proactive way to ensure that you have coverage with little disruption during a transition or organizational change. It also provides learning and growth opportunities for employees, which leads to better retention. - Jenna Hinrichsen , Advanced RPO 3. Have Weekly Touch Points Regardless of the amount of expertise that a new employee brings to your company, the transition of work to each new employee is more of an art than science. Maintaining close communication, and ensuring a time...