DOT yields impressive results, if I am a person who:
DOT is for those who want to better understand our history.
Here, very briefly, is the evolution of our system…
A time when people took jobs to survive. They needed the basics: a place to live, food, clothing, and basic necessities. These people went to work, their wives took care of the children and the household. They worked hard and didn't quit their jobs even if their boss was abusive. It was the era of "the boss is always right."
These employees did not have much education and their opportunities were limited. The concept of loyalty did not exist because there were almost no options.
These people were our grandparents, or great-grandparents.
A period when several technology companies and brands emerged. These companies experienced impressive growth. At that time, the knowledge, expertise and information that each possessed represented a value on the market.
Generally more educated, these employees were looking for "good jobs". Their goal was to improve their lot and not to be in a state of "basic survival" as their parents or grandparents were.
They work to obtain a better standard of living, an "enviable" lifestyle. Basically, they want to earn a good salary to be able to afford a house, a car, provide for children, possibly have a cottage, afford a few luxuries and be able to afford family vacations.
This has been, and is, the case for many of us. More education, better working conditions, better pay, and more options. Loyalty has been altered. When another company than the one you work for can offer you better conditions, changing jobs is possible and socially acceptable.
Often these employees measure their “value” by their salary, and by what they can afford to have “more”, … by working “more”.
+ fast, + big, + large, + expensive, + far = + stressed, + tired.
Today, it is important to realize that many knowledge or expertise no longer bring added value, because many of them are available completely free of charge on the Internet, and are continually updated.
The easiest things to measure aren't always the most meaningful things to feel successful in life.
The period we are living in began to emerge after the financial crisis of 2008-2009. A fundamental “global social-digital” evolution.
Today's workers no longer care about their survival, their grandparents took care of that. They do not care about their standard of living, their parents or they took care of that. The majority of today's workers (20 - 45 years old) have seen their parents work hard, do overtime, and often get fired in a very disrespectful manner. A good example here and in the comments – published in September 2022.
Today's employees are elsewhere. They don't necessarily want to improve their lifestyle - they have seen that happiness is not found there - they want to improve their quality of life on a daily basis. It is the state of mind of the majority of the youngest - 20-40 year olds - that generates our future and what emerges at the level of:
From employment
From the work environment
Of their role
Of their professional opportunities
Opportunities for continuous learning
Of respect and recognition
On work-life balance and their values
Did you know that in our changing world, the firm McKinsey observed a whole new type of leaders?
They are part of the current transformation. They are assessing the most important resource reallocations, reimagining their workforce and adopting a long-term vision for innovative growth.
