3 Simple Questions to Make Work More Likeable

HR professionals know that people are the secret sauce of any company. That’s why employee retention is so important. In fact, SHRM research shows that employees who have a positive employee experience are 68% less likely to consider leaving their organization. The key to improving worker retention is all about making work more “likeable,” said Dart Lindsley, CEO and co-founder of consulting firm 11fold, during his session at SHRM25 in San Diego.

“Research shows that when companies like their work, they do better, and other research shows that companies fail to create likeable work,” Lindsley explained.

Despite the fact that likeable work leads to increased employee retention, workplaces still have a long way to go when it comes to providing it. This is a missed opportunity, because when workers are satisfied in their roles, it improves not only the employee’s experience but also the company’s bottom line.  

Lindsley suggested organizations should coach workers to ask themselves these three questions to discover a deeper connection to their work, making work more likeable and improving retention for your company: 

1. What do you “hire your job” to do for you?

As a consultant, Lindsley has spoken to many leaders about their workplace mindset. He often frames these discussions by asking leaders what role they’re “hiring” a job to fill in their lives. This frame helps them identify the “why” behind their work. Consider what your job gives back to you, so you can derive a sense of purpose. 
 
Here are a few examples:

• I hire my job to help me pay my bills so I can achieve my financial goals.
• I hire my job to achieve independence. 
• I hire my job to take care of my family.
• I hire my job to discover the unknown.
• I hire my job to help others.
• I hire my job to be my creative medium.
• I hire my job to have puzzles to solve. 

HR is a challenging profession, and having a “why” to return to will help keep you committed and engaged in the work when times are tough. “Work can be more than a convenience; it can be a lifeline,” Lindsley noted. 

2. What’s the one superpower you can bring that’s unique to you?

When it comes to employee onboarding, it’s important to know what makes your colleagues unique. Knowing your team members’ strengths can help you treat them as people.  
 
“There’s a very long history of treating people at work as less than human, as tools. It’s not just a business issue, it’s a moral hazard in my opinion,” Lindsley said. He noted that when we view people as tools, we undervalue them. This will lead to decreased employee engagement and retention in the long run. 
 
Instead, being a good leader means seeing your employees as they fully are, embodying purposeful leadership, and building your team through its strengths.

Now, turn this question on yourself: What’s the superpower that you bring to the table, and how can you use this to grow your team? We all have the power to make a difference, and using your unique strengths can help you do it.

3. What kind of legacy do you want to leave behind?

The idea of legacy is a daunting concept, but an important one to consider as you progress through your life and career. What long-lasting impact do you want to have? Considering this question will help sustain you during challenging times. 

The ways you define your legacy are numerous. You may want to build a business, have a family, write a book, or leave an impact on your community.

Regardless of the path you choose, envisioning your legacy can help guide you along your leadership journey. Having this legacy in the back of your mind will make short-term and long-term decisions easier, as you’ll be able to weigh your options with whether they’ll align with your legacy.