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Enshrining Purpose. Seriously.
The term purpose is thrown around a lot in conversations about work these days.
I have my own thoughts on that.
So does Unilever.
They’ve done a superb job of reframing this talk about needing to upskill or reskill employees. Instead of focusing on what workers are lacking, they focus on helping them find purpose.
Or at least that’s how they describe it. I think it’s more about helping them find, test and try out their interests.
They do this through their own internal marketplace for jobs. This is not your standard internal career site, where you apply and you still get rejected.
I’m exaggerating! Still, the point is Unilever’s marketplace, called FLEX Experiences, is much more than that.
FLEX has been deliberately developed to enshrine the idea of ‘purpose’. ~ Patrick Hall, Unilever
“There can be a tendency for people to talk about internal talent marketplaces in a paternalistic way: ‘You must reskill or else you’re going to be redundant’,” according to Patrick Hall, VP of Global Learning and Future of Work at Unilever
How true is that?! No one wants to be told what to do.
That’s why a reframe is required.
Getting People At Their Best
Unilever basically asks it’s employees two questions:
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What is your unique way of approaching work?
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What skills do you want to develop in-line with your purpose?
Side Note: This section is a summary of the goals and process for FLEX as interpreted by yours truly, and doesn’t represent the actual program.
Wouldn’t you be more motivated by a leader asking you those questions, rather than one telling you you need to upskill?
Through the responses FLEX is able to place employees in side projects, alongside their regular jobs, which ultimately means they are learning new skills and gaining new experiences.
It gives employees choice and a say in their next move.
It also gives each team a set of extra hands, ears and eyes. Not to mention a new perspective!
I’d imagine this part-time apprenticeship style of program helps free up time for other employees to do the same.
The result is win-win for employer and employee.
When the employee is happy and excited about their work, they do their best work.
Unilever knows it.
One Caveat
As usual, a good reframe (reskilling finding purpose) requires a shift in culture.
To shift culture you must change mindsets. In the case of FLEX, instead of seeing your team and the job/function you serve as finite, you must see it as constantly moving, evolving and malleable.
Constant change??
Most of us are not good with that. Unless…
Change becomes an easy sell and widely embraced when the individual understands what they have to gain: personal development and growth.
Through FLEX employees have access to more opportunity - either inside their current division or through moving to a different division. All while they pick up new skills, making themselves even more marketable.
However, change and movement can be detrimental to a team if not managed properly.
Unilever centers the program on the idea that leaders must continue to provide a sense of community and belonging as a core characteristic of their team, no matter the changes.
To me, this sounds like a great way to rebalance the basic employment contract:
[time + service = compensation + community]