the stark reality organizational leaders need to understand is that employee expectations have changed significantly over the past decade. another mistake is not taking stock of how much younger generations, such as millennials, have influenced every aspect of the way modern work “works.” organizations are out of sync with the expectations and desires of the 21st-century workforce in several ways. organizations are also out of sync in terms of having women in leadership positions. another way some organizations are out of sync is through their one-size-fits-all approach to employee engagement.
these examples are the manifestations of what alper-leroux describes as “dissonance” in the workplace, something she explores in great detail in her recently published book, from dissonance to resonance: bringing your people and organization into sync. any ambitious leader should not allow the slow flow of dissonance to prevail in their company. when there’s resonance in the workplace, first and foremost, people feel that they can be themselves and speak without any repercussions. the result is greater than the sum of what an individual could do and an organization could produce.” when employees feel a sense of resonance with their work and employers, they will also experience safety and security, making them feel that they are supported in preparing for the future of work. having true resonance in the workplace is also beneficial to the organization.
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