You know how we are taught to dim the car’s headlights when we drive through fog? It could work when we are navigating through the fog at work, too. Low beams and slowing down = more time to think, without reducing the sense of urgency that helps to propel decisions.
Her time spent as both a driver and a passenger helped Cameron forge a deeper understanding with the 63 ride-hailing drivers she interviewed over five years for her formal study. Questioning them, she drew out intimate details about their experiences and learned about the mental games they play to find satisfaction in jobs that are transactional, temporary, and downright lonely at times.
“I think we’re actually in the beginning of a longitudinal study in human behavior. The employee response we’re seeing is a normal response to a traumatic period. If employers truly acknowledge this, they can empower employees to find their way. I think employers should stop trying to aggressively retain employees. If ‘the thing is not the thing,’ then set them free professionally and welcome them back if and when it’s right for them again. Employers should start tracking the number of return hires they have. This will be the better long-term gauge of how they’ve treated their employees after a traumatic event.”
…while 72% feel brands should understand them, only 43% say they do, suggesting that data is not delivering on the twin tasks of audience targeting and personalization. And, 62% expect brands to empower them, but only 13% say they feel more empowered than they did two years ago.
