No Limit Agency

In 2008, when I started No Limit Media Consulting (now <a href="https://nolimitagency.com/?utm_source=1851franchise.com&utm_medium=article&utm_campaign=nick-powills-low-unemployment-rate-swings-momentum-in-high-expectation-workplace-2708571" target="_blank" rel="nofollow" target="_blank">No Limit Agency</a>), people hustled.

Jobs were scarce and people truly cared.

These folks were the last group to enter the workforce pre-Social Media&rsquo;s takeover.

Today, the level of care is a little different. And, frankly, that&rsquo;s OK.

With jobs readily available and companies doing whatever it takes from a cultural standpoint to recruit and hold onto even the most average teammates, hustle is changing. Hustle is more about running to life/work balance than the other way around. This, too, is OK.

Businesses need to adapt. Businesses need to examine the data, take a good look in the mirror and say, screw it, change is OK. Or, in today&rsquo;s job climate, those businesses will constantly struggle to win.

I, as a leader, have certainly struggled with the pathway to success &ndash; the fight against what I know works for yesterday&rsquo;s team versus what works for today&rsquo;s team. I still have fantasies of the hustle, hustle, hustle work environments, the ones where the &ldquo;work hard, play hard&rdquo; saying was built. But, those don&rsquo;t exist in the same ways. They still do exist, just in a different capacity.

So, I, as a leader, also have two choices &ndash; I can push the available workforce to follow my way and my way only, or, I can experiment with a hybrid approach that still delivers my high expectations back to our clients in a way that doesn&rsquo;t stress out our workforce (as much).

This past year, we have had several people quit without another job lined up and several people leave well before hitting a year mark at the agency. The exit interviews provide us with great insight into what works and what doesn&rsquo;t. While the majority of our team is pretty glued to a 5 or 5:30 exit (meaning, they aren&rsquo;t overwhelmed with time on site), they don&rsquo;t want to hustle, hustle and hustle all day. They want to feel included. They want to have a voice. They want to feel appreciated. Yesteryear, we would have said they want their cake and they want to eat it too. This year, we should say, &ldquo;Give them their cake and go get them the damn fork.&rdquo;

Listening, learning, maturing and changing is how I choose to lead my business. It certainly isn&rsquo;t perfect, but when trying to find the happy place of motivation for our team, our clients ultimately get the greatest return. A great return for our clients helps grow our business. A growing business helps us recruit more talent.

The circle of business life continues. As does&nbsp;leadership standards.

Nick Powills: Low Unemployment Rate Swings Momentum in High Expectation Workplace

1851 Franchise

With jobs readily available and companies doing whatever it takes from a cultural standpoint to recruit and hold onto even the most average teammates, hustle is changing

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