Imagine for a moment signing a $1M contract with your employer. At first glance, it sounds like the dream life. You might even suspect a scam. In reality, it would be a million dollars paid out… over a 10‑year period in exchange for your loyal services. Obviously, you still have to work.
And what if we pushed the idea even further…
I invite you to compare this with today’s job market to test your creativity against traditionally established concepts. A game that lets you discover more about yourself.
Let’s imagine rules and conditions that would apply across the entire job market:
Mandatory 3‑year entry‑level contract for recruits
Granted after the exploratory period of student jobs between ages 14 and 21. A maximum salary lower than that of established workers, based on the level of education completed in their field.
Intentions:
• Motivate young people to pursue their studies and develop their skills, both in soft skills and hard skills.
• Allow employers to integrate employees at affordable wages, regardless of competition, while deploying the necessary resources to support them.
• Encourage accountability between both parties and foster engagement.
Wage Bill
A minimum and maximum salary range established according to industry sectors and company size, revised annually based on inflation. Inactive employees must be included according to specific rules (disability, workers’ compensation, parental insurance, etc.).
Intentions:
• Balance the distribution of talent in the market, especially between the public and private sectors.
• Hold managers accountable for administering their wage bill, respecting budgets, and following up on inactive employee files.
• Ensure a degree of pay equity and a balance between productivity and work‑life harmony.
Contracts from 1 to 5 years
A commitment guaranteeing a fixed average salary over a given period, with payment schedules determined at the discretion of both parties. In the event of termination or contract buyout, the employer must pay the promised salary according to specific terms.
Intentions:
• Provide employees with job security and peace of mind.
• Bring managers closer to their employees to offer the support and coaching needed for their development and success.
• Introduce discipline and rigor in performance evaluation and talent assessment.
We could continue drawing parallels for a long time. I’m even certain that this scenario—or parts of it—has already crossed your mind. The reality is that the world of work is already governed by laws. Articles 2085 to 2097 of the Civil Code of Québec, as well as the Act Respecting Labour Standards, cannot be violated.
The purpose of the exercise
Between you and your mirror, what came to mind as you read this scenario?
Were you looking for what doesn’t work? A reflex typical of an analytical mindset.
Were you imagining the concept in practice and exploring the ideas more deeply? A sign of an innovative thinking style.
Were you simply following the flow of the text before quickly moving on? Common among extraverted profiles.
Were you searching for the miracle solution to apply immediately to solve your problem? Typical of generalists.
Your answer to this question can reveal part of your natural guiding line when it comes to managing your operations and communicating with your team. Being aware of your reflexes—rooted in the foundations of your personality—is the basis of self‑knowledge. The first step toward practicing leadership flexibility.
Nothing beats a personality inventory to untangle all of this and confirm, in concrete terms, what may feel abstract. To discuss it further, book an appointment at info@effyjiecoaching.com.
