b"that you typically don't think of as ladder climbing, they all want to have a purpose. They all want to belong to something. They all want a job where they can meet or exceed expectations and know that there's more opportunity to grow downWhen you integrate culture into the workplace, you open the the road if they want to, shares Waschek.The bottom line is that employeesopportunity for employees to build relationships across the want to feel valued by their employer.entire company. When culture is not a priority in the workplace, While competitive compensation is a requirement, it is only one piece of aorganizations lose the connectivity amongst each other. much bigger puzzle.Tanner MaxeyCompanies that keep focusing on compensation, quite honestly, are the ones that are missing the boat. The only lever they have to pull is costing them more and more money every year. If you have to pay people more to come and work for you, that's a problem, says Waschek. connection with someone when learningbenefits can help make up for the require-If money is not the greatest motivat- about a company, it's a good way to getment of long hours. Thats why Becks ing factor, what can companies do tothe person interested in the company. offers the benefits of health and fitness, enhance their offer? travel and events for its employees.Work Life Balance Is a Deal Breaker We really encourage a focus on Personal Connections Matter The next generation is motivated bypersonal health and fitness, so we have Highlighting the ability to grow and thepersonal connections, the opportunitya gym in house with a certified personal access to relationships at all levels is whatto make a difference, growth and trans- trainer that serves all of our employees. sets companies like Becks Hybrids apart,parency, but they also prioritize work lifeEach month, we offer voluntary quarterly believes Tanner Maxey, talent acquisitionbalance and their personal livesandhealth challenges in which employees specialist at Becks. expect the business they work for to docan participate with the entire organiza-When you integrate culture into theso as well. tion and through healthy competition can workplace, you open the opportunity forThat flies in the face of the older gen- encourage each other to complete these employees to build relationships acrosserations approach to working harder andhealth challenges, explains Maxey.the entire company, he explains. Whenlonger proves that you're a hard worker,Becks also hosts holiday and sea-culture is not a priority in the workplace,and a good worker. Whereas the youngersonal parties for its employees, providing organizations lose the connectivitygenerations are saying, My family is morea space for them to connect within the amongst each other. With companies likeimportant than you. There's lots of jobscompany and build those relationships. Becks, employees stay connected andout there. So, let's find a happy medium,The company offers remote workdays relationships form, even across multiplesays Waschek. when possible, as that has become a states. That's very enticing. While work-life balance means paidcommon desire in the labor force follow-Personal connections and an inclu- time off and the avoidance of strain- ing the pandemic.sive culture arent just imperative toing, long hours, it also means transpar- Despite the various aspects that retain employeesthese aspects areency. Many companies in the agricultureneed to be present when recruiting and also essential to recruit them. Followingindustry do require overtime and exceedretaining the next generation of workers, COVID-19 where there was that lack ofthe standard 40-hour work week. Theabove all, these employees want to feel as quality communication, new hires arepresence of extensive hours isnt whatthough they have a purposewhether eager to regain that in the workplacepushes away candidates. It is the lack ofthat be at a large company in a major city, and work for employers who value themhonesty and purpose when presentingor a smaller company in a rural area. as not only an employee, but also as athe package. When people look at this genera-person. A company should be upfront withtion, they think they don't want to work We're still people at the end of thetheir employees on that timeline andbecause they're asking too many ques-day, and with all the automation that's outhow the employee will be awarded fortions about what is next. It isn't that they thereespecially in agriculturepeoplethe extra hourswhether that be withdon't want to work. It isn't that they don't like to talk to people, says Jordan Moss,time off, annual pay increases or shiftwant to work hard. They just want to associate partner at Financial Exchangebonuses, says Maxey. know that the work they're doing has a Group. When you build a relationship orCreating a community and providingpurpose, says Waschek.SW34/ SEEDWORLD.COMJANUARY 2023"