The 7X3 Rule:

Why We Need To Update Our Expectations Of The Workplace

By W. Coby Milne

The world has changed and so have the expectations of employees and the realities of today’s  workforce. There have been many studies, articles, and research over the years that well articulate the evolution of the workforce and how important it is for businesses and organizations to evolve along with it. Enter the COVID-19 pandemic. 2020 forced the world through a massive disruption to the norms of the workplace and forever changed the perceptions and expectations of the modern workforce. 

Many view these new expectations as something created by the pandemic. In small ways that is true. Expectations around heightened safety protocols with sanitization and flexibility in sick leave for testing and social distancing were new expectations that employers need to respond to with no real advanced warning. However, when it comes to the vast majority of the “new” expectations that employees are bringing to the workplace since the pandemic, most were not created by COVID-19. They are only amplified by it.

The disruption of the work norms caused by COVID-19 had a number of effects felt by employees around the world.

First, many employees were exposed for the first time to how challenging, stressful, and unreasonable their jobs actually were.

  • These realizations came from being forced to stay home and being able to avoid the stresses of their job. They were able to spend more time with their families. They did not have to deal with the interpersonal conflicts they experienced everyday, and were not pushing their bodies and minds to their breaking point.
  • Some people saw how good their life could be without the physical, mental, and emotional stress of their job and workplace.

Second, many employees understood how inadequate their compensation and benefits were to meet their needs.

Third, many employees realized how much better their lives and work can be when they are given little flexibility and freedom.

These are only three realizations caused by the disruption of the norms of work. However, they are excellent examples of the new perspective that employees have when viewing their workplace. This new perspective plays a large part in what people are calling “The Great Resignation”. Employees now have higher expectations of their employers. If employers and workplaces are not meeting these expectations; some employees may quit, others became disengaged, and many will consider looking elsewhere. For employers, this means that you will have a much more challenging time recruiting, hiring, and retaining staff if you are not meeting the expectations of the workforce.

Put simply, a major effect caused by COVID-19 is that people have taken a hard look at their lives and realized that they are dissatisfied with their jobs. As a result of this job dissatisfaction, employees are losing motivation, becoming disgruntled, exploring their options, and quitting their jobs.

This reaction is not only understandable but fairly predictable. Employees were given the opportunity to see their lives and work without the daily stress and bias that comes from being in the middle of the situation. They saw the forest through the trees and were given a chance to reflect on their situation. This new perspective caused many to not return to their jobs, or refuse to put up with the factors of their jobs. Many employers and businesses saw this refusal to accept the factors of the job, that were the norm pre COVID-19 (such as the compensation and job security), as a desire not to work. There has been a lot of backlash from the businesses communities worldwide that employees do not want to work anymore and that the lockdowns spoiled people. The truth is, it’s not that most employees do not want to work, it is that they do not want to work for a business that is not treating them fairly or sufficiently providing them what they need to be successful.

Employees now have higher expectations of their employers. If employers and workplaces are not meeting these expectations; some employees may quit, others became disengaged, and many will consider looking elsewhere.

The reality is that workers expect their jobs to provide benefits, job security, working conditions, etc that are competitive for their region or industry. They except that the pay, safety, and wellness supports to sufficiently meet their needs. And they expect the policies, tasks, and compensations to be fair and equitable.

In this new normal the workforce has the 3 expectations of:

  • Competitive
  • Sufficient
  • Equitable

These expectations are how the workforce assess the 7 factors of:

  • Wellness
  • Conditions
  • Policies
  • Compensation
  • Job Security
  • Safety
  • Consistency

The successful alignment that happens when the 7 Factors are addressed by the 3 Expectations is what we call the 7X3 Rule. This is how a workplace can beginning to update how they understand this new normal and prepare their workplace to thrive in this new reality.

Share what inspires you