The New Employee ‘Energy Centers’
Our relationship with work is fast evolving. With the lines between life and work blurring, work is now much more than making a living. Increasingly, it is becoming a means to achieving purpose-driven goals for ourselves, our coworkers, our consumers and our community. Consequently, employees are rightfully holding their employers to much higher-order expectations than they did prior to 2020.
In my search for a simple framework to describe these renewed expectations of work, I drew inspiration from an unconventional source. The concept of the human body’s energy centers (or ‘chakras’ as some cultures refer to them) date back to between 1500 BC to 500 BC. The study refers to energy points in our body and how they effect our mental, physical and emotional wellbeing. Now that work is so much more personal, here is a metaphorical take on post-pandemic employee expectations.
The first center: Creation
Starting at the first center, right at the base of the spine. This is where life is created. This center is associated with our creative energy.
Creativity is at an all time high. Employees want to be at the heart of their business’ transformation agenda. They want to provide input and actively co-create. Roughly 1 in 2 also fully anticipate that their roles or responsibilities will evolve as a result of these programs. Luckily for them, businesses will continue to invest in driving creativity and innovation. 62% of CEOs say that innovation investments will be at the core of their strategy in the next 6 months.
The second center: Safety and Belonging
Right below the navel is the second center. It is said to be the center for our sense of safety and belonging.
The definition of ‘safety and belonging at work’ is recalibrated beyond recognition. As we look to get to the new normal, employees will look for much higher standards of physical, emotional and employment safety. ‘Belonging’ on its own has very little meaning anymore, unless it comes with true ‘inclusion’. We still have some distance to go on this one. Only 17% of CXOs believe that they have leading practices on inclusion. Delivering on hybrid workforce expectations around safety, inclusion and belonging will arguably be one of the most important priorities for the C-suite.
The third center: Self-esteem and Power
Continuing our journey up the energy centers, the third center is right around the solar plexus. This one is associated with self-esteem, importance, strength, power and drive.
The closest modern day parallel is our continual desire to grow and achieve greater outcomes for ourselves. Financial goals, career growth trajectories, , learning opportunities and personal branding will continue to be priority. However, stories of teamwork, selflessness and service at work are becoming the norm. Employees now expect businesses to create the space for both — individual wins but also more shared success across their co-workers.
The fourth center: Love
The fourth center is around the heart plexus. As you can imagine, this one is all about caring, nurturing, kindness and love.
My modern day interpretation of this one anchors back to purpose. Alignment between organizational purpose and personal purpose has proven to drive higher engagement, superior business results and even better physical and mental health across the workforce. It is beyond solving for the self but serving a larger cause. 63% of the workforce expects that companies will create better products and services that have a positive impact on society and our planet. This sentiment is a lot more pronounced across millennials, with 84% stating they won’t work for a company that doesn’t have a meaningful purpose.
The fifth center: Expression
Right around the throat, this center is associated with expression and speaking our present truth.
Workforce sentiment has long been considered a transformation barometer. A recent Accenture study shows how listening to employee perceptions, sentiments and feedback while empowering them with real-time data makes them 97% more effective in adapting to changes. However, today’s worker exercises their freedom of speech both — inside and outside the walls of their company. Expression will continue to be more real-time, more direct and will come with an expectation for reciprocity, transparency, equity and immediate action.
The sixth center: Perception
Perhaps the most abstract of all the energy centers, the sixth center is at the back of the head around the pineal plexus. It is said to be the door to our perception and intuition.
I see this manifest in employees heightened need to trust their employer. It is about knowing that the business will do the right thing irrespective of the situation. 69 percent of the workforce expects that companies will start to behave more responsibly and equitably than ever before. Roughly 1 in 2 workers agree that the ethical, sustainable and moral values that a company holds will become more important to them going forward.
The seventh center: Wisdom
Located right in the center of the forehead, the seventh center is associated with wisdom and with harmonizing all of the first six centers.
Learning and new-skilling has been a core priority for employees for decades. The expectation now is for it to be faster, more bite-sized and embedded in everyday rhythms. 98% of the workforce agreed they are more likely to recommend their employer if they have continuous learning opportunities. Fortunately, 87% CXOs confirmed they will prioritize new-skilling as a core component of their transformation agenda. Wisdom will continue to rule and will now be powered by AI-driven, personalized learning pathways for everyone.
The eight center: Connection to the Cosmos
Depending on which text you read, you may or may not see a mention of the eighth center. Located about 16 inches above the head, it represents our connection to the cosmos.
Similar to the sixth center, this one is mystical but provides a valuable metaphor to depict the need to stay connected with stakeholder groups outside the walls of the company. Stakeholder capitalism will only rise and the interests of employees, partners, suppliers and the community at large will continue to become more mainstream. 67 percent of the workforce stated that COVID-19 has strengthened the need for greater business involvement in improving social and environmental outcomes.
In total and individually, the energy centers offer a valuable metaphor for better understanding the changing needs of employees. Their desire for purpose, morality and transparency will make them push businesses toward more sustainable practices and conscious leadership. By unlocking the energy centers, both employees and companies can become a powerful force to impact meaningful change.
