I tend to have one of those “all in” approaches to life. I am at the stage where I don’t like doing something because I am obligated to do so. Rather, to the largest extent possible, I seek out opportunities, activities and connections that I feel will bring me joy. And while my closet might still be a bit of a mess, I’ve kind of Marie Kondo’d my life.
As my career has evolved, so have the companies, people and technology. The one thing that has not is my passion. For those of us who choose to join the insanity of a startup, or then hopefully a hypergrowth company, I’ve found passion, or the need to go “all in” to be a critical element to success. Recently, I saw a tweet from a respected co-worker suggesting quite the opposite. Candidly, I was floored. Rather than just write him off, I asked him what was behind his words. It sparked a great discussion about exactly how “in” does one need to be when it comes to their work.
I considered his point of view for days afterward, resulting in a little research and a whole bunch of conversations with people. I stumbled across an old Gallup study which explored just exactly how engaged people are a work. While a huge number of studies have been done on employee engagement over the last several years, I was floored by the notion that in this particular study, a dismal 13% of people globally considered themselves engaged. That left me a little dumbfounded. I mean, ugh. Who wants to spend the majority of their lives and time unengaged?! And is it really the companies that are causing that, or do we as employees play any role in that? Or both? Not surprisingly, I have an opinion on this.
I have spent my entire career helping to build and grow companies by focusing on their culture and then attempting to create the platform for people to create the career experience of their lifetime. I’ve learned a tremendous amount along the way, but added that word “platform” very intentionally to that mission. Why? Of course, every company should strive to create a healthy environment of supportive feedback, plenty of opportunity to learn and grow, rewards for work well done and the like. In my humble opinion, those elements are table stakes for companies. In today’s world, companies have course corrected to focusing so heavily on the superficial items like providing free food, beer on tap and dogs at the office that we’ve entered into a never-ending cycle of trying to keep up with what our people ask for. Don’t get me wrong. I like a good perk as much as the next person. However, at the end of the day, those aren’t the things that are causing me to get up at the crack of dawn and come to the office to hit it hard every day. I do it for the love of the game. I do it because I love the work I do. I do it because I love the people I get to work with. And I realize that when it comes down to it, everything else is just fluff.
In other words, any thriving company can celebrate what makes them amazing, and people will flock to it until the next new and shiny unicorn comes along. Each of us needs to explore what these companies really have to value - their “platform” - and measure it against what’s most important to us individually. Once we identify that fit, it’s up to each of us to lean in and commit. It took me years to realize it, but that personal accountability is the missing piece of the equation that often gets overlooked when companies focus on building a great culture and environment for their people.
Yes, I completely believe it is critical for every company, no matter what its size or industry, to focus on developing and evolving a healthy culture that best represents who they are and who they aspire to be. That said, I do not believe it’s wise for a company to enter into the constant death spiral to just tack random perks on with the sole purpose of attracting and retaining people. Rather, I believe it’s important to select and optimize for the things that make that company unique and special, and seek to bring aboard people who value those areas. And it’s the individual’s responsibility to bring their all when electing to join the team.
In short: a working relationship between a company and an individual is just that; a relationship. Relationships are two way. Yes, a company pays you to do a job, and you deliver. But that’s transactional. In my mind, that is also a really unsatisfying way to live your entire work career if you subscribe to that model. Instead, consider what it would mean to go “all in” in whatever job you have. Do not just focus on the paycheck, or the perks. Focus on all the positives you can gain from the work, even if it isn’t your fantasy job. Take advantage of everything your company and your job have to offer, and contribute back as much (or more!) of what you take. If you can’t, and you’ve given your full effort to make this happen, perhaps it just isn’t the place for you any longer.
“All in” is not about living at the office, or having no life outside of your work. It’s about finding the joy in the work you do, and taking the accountability to maximize every opportunity you have to make an impact. Wake up today and commit to embracing that perspective, and I’ll bet the people you work with will notice the difference. If you think about work as work, I’d suggest you’ll never be fully satisfied in your role, no matter what amazing perks are put in front of you.
Christina Luconi is Chief People Officer for Rapid7. Follow her on Twitter: @peopleinnovator.