I was having dinner with a few friends just the other night when suddenly the question came up: “What's it like working there?" One of my friends had recently taken on a new management role at a mid-sized technology company, and was excited to share her new found good fortune. She seemed genuinely happy and said that: “For the first time in years I feel reinvigorated and actually look forward to going to work!" Her answer surprised me, partly because she's always been known as a workhorse.
I'd never known her to be anything short of pumped for all things work-related, and at times I even wondered if she was a workaholic. After all this is a woman who would answer her mobile phone while at family and sporting events for work-related issues, never disconnected from her job. Maybe it's because work ethic is deeply ingrained in the American way of life. It's a core part of our culture. But she seemed energized while talking about the company culture at her new company.
Food for thought
Culture starts with leadership. Culture and values provide the foundation upon which everything else is built. Either way company culture determines whether or not people want to work for one company versus another, and is also what drives good employees away. The 2016 Deloitte Millennials Survey revealed that those staying at their companies for a minimum of five years are more likely to report a favorable culture than others.
Also included in the study is--if given a choice--one in four millennials would quit his or her current employer to join a new organization or to start something different. That figure climbs to 44 percent when the time frame is expanded to two years.
By the end of 2020, two of every three respondents hope to have moved on, leaving only 16 percent of millennials who still see themselves with their current employers after 10 years.
Company culture matters to millennials
Millennials, numbering over 66 million, make up 32 percent of the labor force (compared to 31.2 percent for Generation X workers, and 30.6 percent for Boomers). They now own the largest share of the U.S. labor market.
The leaders of tomorrow have become the leaders of today.
They are highly educated, display greater diversity than older generations: 44.2 percent are classified as being in a minority group (belonging to a group other than non-Hispanic white).
Many millennials entered the workforce with high student loan debt, poor employment prospects (due to the Great Recession), and it becomes increasingly clear that a sizable portion of the Millennial generation started out with considerable disadvantages. It should come as no surprise that millennials have little choice but to wait longer before purchasing cars and getting approved for mortgages.
Because of this many millennials endure deferred dreams and perhaps expect to be treated well, not necessarily in a strictly monetary sense, but rather show appreciation in other ways:
-Start Loan Repayment Assistance Programs (LRAPs), for student loans.
-Offer parking subsidy cash-out benefits for employees who carpool or take public transportation to work.
-Offer housing assistance programs (commonly offered to top executives), which might work towards attracting and retaining good employees at all levels.
Implementing workplace policies that benefit workers and help to boost employee retention is good business sense because it can lead to significant cost savings to employers. Across jobs, the cost of replacing an employee is clustered between 10 percent and 30 percent of an employee's salary. One notable exception would be losing executives and physicians-jobs that require very specific skills and training-tend to have disproportionately high turnover costs as a percentage of salary (up to 213 percent).
The realization that much of the conventional wisdom about millennials is based on misconceptions can allow companies to tailor their human capital strategies to the new realities of the workforce.
A focus on experience
Nina McQueen, Vice President, Global Benefits: Redefining the Employee Experience, at LinkedIn, is convinced that LinkedIn has the recipe for company culture. She details her experience of how incredible the culture was, when she joined LinkedIn back in September 2013, and how relevant company culture is personally and for the company's bottom line in her article, titled: “Culture Champions, creating transformative experiences." McQueen writes that: “There is no secret recipe. Culture is about your leadership, the products you develop and your company values. It is unique to each company."
She goes on to say that if you're at a dinner party and the person seated next to you asks-what is it like to work at your company?-what you say in that moment defines the culture of your company. It's unscripted, not something written on a powerpoint, not a slogan on the wall. But it is what you are experiencing as an employee.
Much like McQueen, my friend has impressed upon me her newfound happiness with her new employer...Do you feel the same about your employer?
Let me share with you a female doctor and CEO's life hack: if you are not trying to 'make' a baby, you do NOT have to bleed every month. As doctors, we have seared into women's minds: you must have a period every month (if you are not on any medications). However, we now have the technology to safely and effectively "turn off" periods.
The idea of #PeriodsOptional first came to me when I was trying to get pregnant with my first child. Each month the uterus builds a rich blood filled lining to accept an embryo. But without an embryo, that lining gets shed, and the whole process starts over again. Basically, the only reason that we (those with uteri) bleed each month is because we didn't get pregnant. An average woman will begin her period at 12 years old, have two children in her lifetime, and remain fertile until the age of 50. That's approximately 35 years of incessant menstruation for no good reason.
Each time you build up that lining (endometrium) and slough it, you risk endometrial cancer. And each time you pop out an egg for that lining, you risk ovarian cancer. The only way to prevent ovarian cancer that we currently know of (short of taking out your ovaries) is to turn off the monthly egg-popping using birth control. Women who used birth control pills for 5 or more years have about a 50% lower risk of developing ovarian cancer compared to women who never used oral contraceptives.
Dr. Beverly Strassman, who studied the Dogon tribe in Mali, found that it might be "more natural" to have fewer periods. In the old days, we had about 100 periods in our lifetimes. Now, we have 350-400. Historically, we'd start periods at 16 (we now start at 12 years old), we'd have eight babies (we now have two on average), and we'd breastfeed for 20 months (we now do zero to six months at best).
Since the creation of the birth control pill, doctors have known that the one week withdrawal bleed (aka "period") is optional. Dr. John Rock, one of three co-founders of the birth control pill, was the one that pushed for a bleed one week out of four. It was to see if he could get the method through the Catholic Church. He said it was just to make the periods regular and thus Catholics could better utilize the rhythm method. He also thought that women would be more likely to accept the method if it was consistent with what they were used to. Thus since the beginning the birth control pill, women have been forced to bleed one week out of four. Needless to say, if I were one of the co-founders, I would have pushed for #NoPeriods or #PeriodsOptional.
Let's explore other benefits of skipping your monthly bleed:
- You save money – we use 12,000 feminine hygiene products in our lives.
- You save the planet from landfill.
- You decrease your risk of certain medical conditions – ovarian cancer, endometrial cancer, and anemia
- Certain diseases do better on stable hormonal levels – acne, PCOS, diabetes, seizure disorder, depression/psychological conditions.
- Increased productivity – the number one cause of missed work/school in a woman under the age of 25? Her periods.
Using birth control to skip periods:
- You can use the hormonal IUD, the implant, the shot, the ring, the patch and the pill. Note: You cannot use the patch for longer than 12 weeks in a row, because too much estrogen will build up in the blood.
- You do not have to use "special pills" that come in 84 or 91 days packs. You can use any pill and just skip the last week (if it is a four week pack) or go straight into the next pack (if it is a three week pack). Though if you are paying cash, those are sometimes cheaper.
- If you get breakthrough bleeding and have taken at least three weeks of active pills in a row, then you can stop the active pills for five days, have a bleed during that time, then restart on day six whether or not you are bleeding. This "cleans out the uterus" and allows you to start fresh.
- There are 40 different formulations of the birth control pill. So if one doesn't work for you, there are at least six other progestins and two levels of estrogen to play with.
- To skip the bleed on the pill, you want a progestin with higher progestational activity. Go to this chart that I created to review the options.
As the only female founded/led reproductive health company in the birth control delivery space, Pandia Health set out to make women's lives easier by sharing cutting edge, evidence-based women's healthcare. We commissioned a study of 1000 women ages 20-35 in the US to see what they knew about the topic. We found that:
- 66% of women had never been informed by a doctor that they could skip their periods safely.
- 46% have missed school because of periods.
- 58% would turn of their periods if they knew it could be done safely.
So make your uterus a happy uterus. A happy uterus is one that is not "crying" unnecessary bloody tears.