Bridging the labor gap: 3 ways HR can create opportunities for personal growth

We are still processing what happened since the world got 2020′d. So, even with more job openings (4.7 million to be exact), people’s priorities have shifted, intentionally or unintentionally. Some have needed to divert time to taking care of the most immediate priorities like kids/elders/relatives. Others have said enough to the usual ‘it’s not a full day until I’m exhausted’ grind and are taking time to reprioritize themselves and their time. We realize the world is unstable, and the best we can do is stabilize our wheel of wholeness first.

So, for companies to bridge the labor shortage gap, they must maintain the heart and human side of HR, which isn’t just nice; it’s essential. Instead of simply crafting traditional career ladders and expanding the buffet of benefits, HR will need to create opportunities for personal growth, like a self-help road map individualized to their employees’ work/life co-existence, starting with a foundation of purpose and values. 

Think of it as an office with more “a-ha” moments and fewer “ugh” moments.

3 ways HR can create opportunities for personal growth

1. Start with values

When employees can identify what’s most important to them, they can then see if the time they are spending each day is honoring those values. The Happiness Heartbeats exercise helps individuals dive into the highs and lows of their life and work. While we often just think of happiness as our highs (rainbows and unicorns), by also revisiting our lows, we can uncover our values by identifying what was there and what was missing in those moments. With a clear understanding of our personal values, we can then begin to look for ways within the organization that will help us live our values in the tasks we do each day and ladder those up to the organization’s greater purpose. Additionally, by delving into our highs and lows and asking ourselves what one thing we’ve learned from them, instead of post-traumatic stress, we can experience post-traumatic growth-building resilience and grit from within. 

2. Meeting needs

In this post-2020 world, the employee experience has evolved into the human experience. We’ve realized that people aren’t one person at work and a separate person in life, but in fact, are one whole human living a work/life co-existence. So, it’s important for companies to be supportive of people’s mental, emotional, physical, financial, and spiritual needs. Of course, this isn’t totally the responsibility of employers; everyone must choose for themselves the world they want to live in and what they need in order to achieve that vision. Employers can then listen and do what’s in their abilities to support their teams. 

As the employee experience evolves into the human experience, it’s more important than ever that companies are supportive of the whole being, not just wellbeing at work. This means embracing people’s whole life, not just the hours spent on the clock. Studies show employees thriving in work and life are twice as likely to say they adapt well to change and are 81% less likely to search for a new job. 

Empowering wholeness provides psychological safety for employees to express joys and tensions while creating more trust and meaningful connections. The Wheel of Wholeness can help your employees identify what’s most important in their lives and how you, as a leader, can support them through their work/life journey. 

3. Nurturing the conditions for growth 

Every ecosystem has optimal conditions for growth, such as sun, water, and warm temperatures. The same holds true for our “people ecosystems” as well. For people to grow in their work and life, they need alignment, belonging, accountability, and commitment. Helping your employees get to their deeper me (what matters most to them) will allow them to move to the deeper we (the goals and purpose of the organization). When people can feel confident in their choices without being weighed down by fear, burnout, or scarcity, they are able to step into a life of fulfillment and purpose to grow sustainably for themselves and the business and ripple the positive impact to the entire “people ecosystem.” 

Related: Happy employees are 12% more productive than unhappy ones

We’re all very busy with neverending to-do lists, but while we’re intrinsically trained to recharge our phones when we see the low battery icon, we forget that we need to recharge as well. That’s where the Greenhouse Method comes in. It helps to see how our everyday actions ladder up to our values, purpose, and impact for ourselves, our organizations, and the world. So there’s black and white in how to recognize, reward, and live on a day-to-day basis. 

By cultivating a workplace culture grounded in purpose, values, and meaningful connections, HR can foster an environment where individuals are empowered to thrive both personally and professionally. With psychological safety in place and the optimal conditions for growth, organizations can create opportunities for personal growth that extend far beyond traditional career advancement. As we continue to navigate the uncertain terrain, it’s clear that the path forward lies in embracing a more human and empathetic approach to HR—one that recognizes the interconnectedness of work and life and seeks to nurture the conditions for sustainable growth and fulfillment for all.