The Gordian Knot for Employees in 2022
How to Identify it, Untangle it, & Thrive
The legend of the Gordian Knot has never been more relevant to today’s workforce, for both employees and business leaders alike.
For those unfamiliar with the story, it dates back to 333 BC. A man who would later be known as Alexander the Great was tasked with unfastening a highly intricate knot. It had been a seemingly impossible task for centuries, as the knot had resisted all prior attempts. After examining the knot from all angles, Alexander cut through it with his sword and released the knot. What seemed to be an impossible task was solved by taking an unconventional and unexpected action.
““Since then, the Gordian Knot has been associated with bold solutions to complex problems.””
Today’s employees are facing their own gordian knots, as personal, professional, generational, and global issues have collided. One way this has manifested is through the Great Resignation. Many employees are rethinking their careers and entire philosophies on life.
If you’re feeling stuck, frustrated, and overwhelmed, I have some guidance for you on how to approach your gordian knot head on, in a thoughtful way:
Identify it. You can’t untie your knot without first identifying and understanding its various components.
Act with intention. Once you’ve identified the many factors at play in your gordian knot, you can avoid making rash decisions, and instead act with purpose. You’ll finally see clearly.
Identifying your Gordian Knot
Every gordian knot is nuanced, as it depends on the unique experiences and challenges of each individual. Yet, there are many challenges that are shared across workplaces and generations. You can use these as a guide to help you identify your own.
Common workplace issues
Burnout
Mental health issues
Blurred work-life boundaries
Lack of camaraderie and unresolved tension among teams
Career paralysis
Pandemic uncertainties and anxiety-inducing return-to-office plans
Social issues, violence, healthcare disparities
The onset of seasonal depression
Gen Z
Many Gen Zers are struggling to “launch.” To save money, many are living at home with their parents, but this can result in lost autonomy and a compromised relationship with their parents.
Some are dropping out of college and others are rethinking their college plans altogether. For those about to enter the workforce, they face a skewed environment; many jobs are still remote with minimal face-to-face interactions with coworkers, making it difficult to form relationships with peers, be seen by management, and obtain a true sense of organizational culture.
Millennials
Millennials have arguably taken the biggest hit from the pandemic.
Prior widespread trauma
The pandemic is not the first time they’ve experienced widespread feelings of distress and uncertainty, when you consider the trauma from 9/11 in their high school and college years.
Playing multiple roles
Many are working parents. Some are also experiencing an upended relationship with their own parents; they feel responsible for their elder care, which can be financially and emotionally straining. Their parents may also be struggling with unemployment due to ageism layoffs, which makes decision-making even more difficult.
Entrepreneurs
Many millennials are entrepreneurs who have been challenged to keep their small business alive. The constant need to pivot in times of instability has taken a serious toll.
Home ownership & renting
It’s a ridiculously inflated housing market, where a 20% down payment is out of reach, as sales prices soar. Rental prices are also inflated. Although remote work enables employees their choice of where to live, it’s an unfulfilled prophecy for many, as market challenges related to COVID limit their options.
Battling between stability & happiness
Many will no longer subscribe to a lifestyle where the two are mutually exclusive. They want to create their own roadmap on their own terms, which can seem impossible to do in many corporate environments.
Gen X
Gen Xers are typically more educated as a group, independent, tech-savvy, and have embraced informality in the office and respect for work-life balance (more so than Boomers have). A key challenge with this generation, though, is that they’ve historically had an over-reliance on tech and a constant focus on "metrics.” In turn, they’ve neglected people-centric issues in the workplace, creating tension.
Taking thoughtful action to untangle your Gordian Knot
We often believe that when you feel alone and/or disenfranchised at your workplace, “quitting” is the only option. Leaving your current role may indeed be the best move to make in some scenarios (i.e. a toxic work environment or if you know with certainty you want to switch industries). But in others, you run the risk of being rash. You want to ensure that your career decision will positively impact all aspects of your life, not just your work life. The grass is not always greener!
Before you jump ship, explore opportunities internally.
Typically, employees leave their boss, not their work. Therefore, consider other parts of the organization where your skills would be valued. It can provide you with a fresh start, a new team, and perhaps a new leader who has created a culture that is a better fit for you. You could also try volunteering for a committee to work with people from other departments. This provides visibility and an opportunity to network.
Create a development plan to spark professional progression.
A development plan has value in a variety of situations, and HR can often assist with assessments, training programs, and coaching resources. Ask for development courses at different skill levels, more frequent performance feedback, check-ins with leadership, clearly defined goals, etc. Some scenarios include:
Transitions. If there’s a certain function in your organization that you’re interested in but lack the skills for, a development plan can help you build those skills over time. If you want to take on a more technical speciality/skill area, set goals that include the specific training you need. If it’s a leadership role you’re seeking, ask for leadership development opportunities. If you’re transitioning from a more siloed position to a close-knit team, ask your leader for structured guidance on how to effectively work in this new environment.
Foundational skills. If you’re fresh out of college and new to the working world, you may need help with foundational skills, like time management or basic communication protocols. There’s no shame in asking for help!
Mental health & stress management. Many companies are taking mental health issues more seriously than ever before. Ask leadership what resources are available.
Connect with a career coach.
Many companies provide team training programs that include assessments (personality style, leadership style, etc). Some of my clients though - particularly millennials - have found little value in these because they often lack personalization. There’s no one-size-fits-all approach, so if you’re not yet receiving the 1:1 support you need in the workplace, seek out a credible third-party, like a career or business coach, for personalized, unbiased advice. They can help you formulate a plan to move forward that aligns with your unique needs and goals.
Recognize the warning signs of a toxic work environment.
It’s difficult to clearly define what a “toxic” work environment really means. It’s nuanced. But here are some questions to consider:
Is leadership communication at your company so poor that it’s negatively impacting employee morale?
Does your workplace feel exclusionary? Does there seem to be an intentional lack of diversity?
Is your entire team burned out? Is leadership taking any action to alleviate it?
Is there respect for work-life balance? Is it encouraged?
Is your work-related stress infiltrating other areas of your life?
If you choose to leave your organization, be thoughtful about your next steps.
If you quickly receive other job offers, it may feel like a huge win...you’ve finally found your “out.”
But accepting a new job haphazardly may only be a band aid solution. Remember, the grass is not always greener.
If you choose to leave your job to seek out another, know what your priorities will be moving forward:
Which industry do you want to work in?
What are you looking for in a work environment? Do you want a traditional corporate culture, a nonprofit, or a startup/small business?
Is social impact a priority for you? Is it important that your next company have a clear vision and purpose?
Do you want to be part of a team or operate as a freelancer or consultant?
Do you want visibility into leadership?
And, as new opportunities come your way, be sure to do your research on each company!
You don’t have to untangle your Gordian Knot alone!
Employees all over the world are struggling right now to “find themselves” and their purpose, and determine what the right next step is in their career and life. Fortunately, there are professionals whose life mission is to help you find yours. Don’t hesitate to seek help!
If you’re a business executive, stay tuned for part II of this blog series, where I’ll dive into how empathetic leadership is the key to untangling the Gordian Knot for leaders.