Leveraging the Quantum Field: Turn Job Hopping Millennials into an Asset

Take a step back from your milliennial frustrations and understand how to leverage the entire Field to your advantage.

Today’s post is by John Jay McKey, author of LEVERAGE THE FIELD FOR SUCCESS (CLICK HERE to get your copy).

An executive might view the “job hopping” reputation of Millennials as a cause for frustration.  Such a position sees the higher costs due to employee turnover and related training costs.  But here is the other side of the coin:  Millennials are more savvy than past generations in seeking a job they find rewarding.  Executives of best-in-class companies know that happy employees are more productive employees, but what is the right mix of addressing job satisfaction vs. the costs of turnover and additional training?  What approach will maximize investment and minimize costs?  When devising your solution, consider the propensities of the quantum field, a.k.a. “the Field”.

What is the Field?  The Field – which is also referred to as “quantum reality” – is a matrix of electromagnetic waves that permeate everything.  “So what?” you may ask.  Consider the following reality as proven via scientific experiments and measurable observations:  i) at the base of all physical matter are tiny electromagnetic energy waves, ii) as two electromagnetic waves intersect, they exchange data, and iii) communication in the Field is instantaneous.  This reality means that all living and innate matter in our world are connected every single instant.  How can the reality of “the Field” help solve the challenge of job-hopping Millennials?  Let’s examine the top goals of the Field. 

The Field’s Top Two Attributes.  The ultimate goal of any corporation is to grow, to generate a profit, and to distribute that success to the shareholders.  This is in complete alignment with the Field’s number one priority:  Expansion.  Everything in the universe has a drive to expand – humans, animals, plants, bacteria, even the universe itself.  Maximum expansion / growth springs from the Field’s second most important attribute:  Balance.  Crops in the Midwest flourish when soil is in ideal balance – not too dry and not too wet.  In the business world, a company’s growth and profits are optimized when suppliers, operations, and customers are in an ideal balance:  the right mix of supply and demand through the vertical supply chain yields the optimal profit.  And when applied to corporate employees, numerous studies show that happy employees (balanced employees) are as much as 20% more productive.

But how does one use this massive web of connection and its attributes of expansion and balance to solve the challenge of the job-hopping Millennial?  Let’s simplify the challenge.

Problem Simplified. Before we can consider looking at the challenge through the lens of the Field, let’s boil down the issue to its simplest state.  The problem could be restated thusly:  at one end of the spectrum we want to contain costs that cut into our profit, and at the other end of the spectrum we know that greater production comes from happy employees.  Put more simply, we are looking at cost containment vs. higher job-level production.  And in simplest form:  contraction vs. expansion.

Thus, in devising the solution to the challenge of job-hopping Millennials, apply your awareness of Field attributes and shift your focus to the expansion side of the equation.  To put it bluntly, adjust the corporate culture to favor the Millennial.  The goal of the new culture will be to create an environment which encourages (or at least actively supports) the Millennial’s ability to switch jobs within the company.  Doing so will not only decrease turnover of Millennials (and all employees), but it will statistically raise the number of employees who are happy coming to work every day – which means a higher production per employee ratio.

As an example, you might consider a two tier job rotation program.  Tier One would be a two year job rotation program for those employees who are searching for a role they enjoy, while Tier Two could be for those employees who have found their niche and want to stay in the role for five to seven years.  Effective cost management cannot, of course, be discarded, but it should be used as a tool in the design process of the job rotation solution.

The Field Engaged:  Getting 4 for 1.  Leveraging the structure of the Field and applying its attributes in designing the solution yields four benefits.  First, by taking a Field-based approach to the problem, you’re getting a solution to the immediate challenge of higher costs due to turnover and training.  Second, you’re getting as much as a 20% increase in productivity from happier employees.  Third, you’re creating a culture that will be more dynamic and adaptable to respond to future staffing challenges.  And fourth, by implementing a Field-based approach to the situation, you’re getting the attention / response of the Field.

Field’s Response.  What do you do when you become aware of a top performer on your team?  You support them, you give them raises, you promote them.  In short, you ensure all resources are available to support and retain the top performer.  It is the same with the Field:  when it becomes aware of an entity implementing Field-based solutions, resources are aligned in the Field to catalyze the trajectory of success for that entity (i.e., diverse suppliers, better customers, top talent).  And the greater the success of the entity, the more the Field will catalyze that organization in the future.  Why?  Because a perfect self-feeding loop has been created:  the more a company grows and expands, the more the Field expands, and the more subsequent support will be available to the company so that it (and the Field) can reach higher levels of success (expansion).

The Millennial:  A Headache or an Asset?  Are the job-hopping Millennials a headache for management?  Are they problematic?  That depends on your perspective.  If you’re focusing your energies on cost reduction, then you will be trying to find ways to make Millennials conform to the corporate culture.  The goal here is to keep the culture static and keep costs low.  This perspective sees the issue as “a problem”.

Looking at the challenge through the lens of the Field, however, Millennials are an asset given their heightened desire to find a role they enjoy.  Costs may slightly rise in the short term, but the long term productivity will more than offset the costs.  This perspective sees the “issue” as an opportunity.

The cost-containment perspective vs. the Field perspective:  which will you choose?

To learn more about using the Field to address challenges and/or to accelerate one’s success in the workplace, see John Jay McKey’s new book, Leverage the Field for Success – Using Quantum Reality to Succeed in the Corporate World (CLICK HERE to get your copy).

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