The lack of purpose at work can significantly impact morale, productivity, and retention, ultimately affecting business success. By aligning company values with personal beliefs, leaders can nurture a culture of loyalty and purpose.
In episode 17 of the Leaders People Love series, Aaron Chen, a Technopreneur Farmer, emphasizes the importance of taking risks and learning from experiences for young people considering unconventional careers. He also highlights the value of embracing failure as a learning opportunity.
Connect with Aaron Chen at https://www.linkedin.com/in/aaironic/
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TRANSCRIPT
Chuen Chuen: Is it hard for you to hire young people? They will think, why is this job very smelly or whatever?
Aaron: No, actually it’s easier to hire young people.
Chuen Chuen: So how do you think young people’s thinking are changing now?
Aaron: Okay, so if we were to go back to the pioneer generations (pre-1950), they work for survival mostly. They work to make ends meet, put food on the table for the children and everything. Then it comes the Merdeka post 1950s generation where they work for quality of life. They work to improve their living standards.
So the children of the Merdeka generation, us. We don’t work for survival, clearly. So we now work for a purpose. We now work for something that we want to believe in. I’ve seen friends taking pay cuts for a better work environment, for a better meaning of work.
So it shows that the reason why we work is, has changed.
Chuen Chuen: We no longer work for quality of life. Some of us still do, but we generally now moving towards working for purpose.
So for you. Even though your job doesn’t look very attractive to older people because they will think about, ah, why is it so smelly? That kind of thing. But for the young people who can see the purpose, it’s easy for you to attract them.
Aaron: It’s easier to get younger people who are more receptive.
Chuen Chuen: Because they believe in the purpose of the company. So actually from your experience, it actually tells us that organizations now need to work harder to appeal to the workforce.
Aaron: Previously, it was, why should I hire you. Now is, why you should come and work for me?
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