Not all jobs are made equal. Some jobs are much more demanding than others and not all people excel in the same roles—it’s all about finding the right fit. But no matter how challenging a job is, employers can elevate employee experience.
In this post, we’ll share some insights about the things that keep top talent within a company, or—in other words—what makes an employee’s job “good.”
It’s Not Just the Job
Often, you’ll come across employees who quit their jobs, saying, “I’m not satisfied with that job,” “This job is driving me crazy,” or “I’m better off working for something else.” Does that ring a bell?
After COVID, 40 percent of people said that they were unhappy with their jobs and are planning to hand in their resignation letters, with varied reasons like going to different industries, opting for non-traditional and temporary work, or simply wanting to reassess life and spend time with their loved ones.¹
Whether it’s about unfair compensation, misaligned benefits, or work-life balance, employers still play a huge role in keeping the work lives of their employees worthwhile. Companies can create a more welcoming environment for their employees and reduce the number of employees leaving prematurely.
What Makes a Job Good? 4 Questions Employers Need to Answer
Have you ever tried asking your field staff about how they feel when they’re at work? What and how your people think has a direct and solid correlation to your business’s overall success.
The first thing you can do as an employer is to make sure that when your employees are asked the question, “How’s your job?” they’ll respond excitedly, promoting your brand, culture, and the overall satisfaction they experience.
Ask yourself these questions:
Are your employees fairly treated?
Fair compensation is one thing, but proper treatment is also fundamental to retention. When employees are treated fairly without any bias, they tend to be more loyal to the organization as they know their efforts and contributions will not be overlooked. Ask yourself:
- How do you talk to your employees?
- Do they fear management?
- Can they communicate openly with you?
- Are people with disabilities given equal growth opportunities?
- Do you have a diverse staff?
Do they see your company having a promising future?
Besides offering fair pay, you must focus on building career paths that your employees can look forward to. You can offer promotions, management training, and upskilling. Many businesses today put their time and effort into compensating their workers lucratively. But most employees also want to see themselves growing and having opportunities for professional development.²
Equip workers with the tools they need to function more so that they can perform better and prepare themselves for the tasks that may open up in the future. Allowing avenues for growth creates opportunities for your company to spread knowledge among talented individuals and will benefit the company’s success.
Do they feel psychologically safe?
Psychological safety in the workplace is when you believe that you are safe to share concerns, feelings, ideas, and opinions without any risk of being rejected, humiliated, or fired.
Who wants to work for an employer they cannot confide in? Most employees refrain from speaking up because of the lack of autonomy in the workplace. This can drain employees’ self-confidence, preventing them from speaking their minds.
Since employees are at the core of business processes, they can offer valuable input. Let them express their opinions and share their thoughts on how business processes can improve. Ensure that speaking up is a positive thing and that your culture values different opinions and perspectives. In turn, they might offer valuable insights that could benefit the company.
Do they have a sense of purpose?
We all want to see their efforts contribute to the success of an organization and this is the same with employees. Most companies and organizations today exist because they have a purpose—their mission and vision—and employees are an important part of fulfilling that mission and vision.
Helping employees find purpose is more than just a mission statement. As employers we can build a positive working environment where employees are given an opportunity to contribute to the mission. This way, they will be more aligned with your company’s goals.
In the Minds of Employees: 4 Things Employers Can Do for Them
The exit interview is an activity designed to help employers capture the feelings of their exiting employees as well as the reason they’re leaving. But why wait until then?
Before this day comes, there are things that you can do to ensure that you’re providing a suitable work environment where employees can thrive and achieve success, fostering company culture that employees will love and ultimately improving retention.
1. A simple “thank you” goes a long way.
Being grateful increases retention by boosting employee morale and loyalty. Employees appreciate acknowledgement for their efforts and contributions where they feel valued. Let them know that their work is a genuine contribution to the organization’s success.
2. Spend time listening to what your employees have to say.
Take time to listen to your employees. It doesn’t always have to be about company or process improvements. Your employees might be experiencing some difficulties.
- Do they have personal affairs they need to attend to?
- Are they receiving the right accommodation to help them perform well?
- Are they overloaded with tasks and responsibilities?
- Do they or their family experiencing health problems that they need to prioritize?
There are many things happening in an employee’s life, and it varies from person to person. Make sure to know these things and lend a hand whenever possible. This creates a work culture that prioritizes employees first and their well-being, fostering a motivated and engaged workforce.
3. Actionable plans that the company is making for further improvement.
Since employees are at the forefront of an organization, they are much more aware of things that can improve. As you create a psychologically safe environment, allow them to offer valuable insights on how to enhance the company. If there is anything you can do, create actionable plans for implementing these concerns—and not just being forgotten as a last conversation.
Genuinely work toward achieving these and draft how you can incorporate these in the company. It can be:
- Training programs that can help employees perform their tasks better.
- Leadership training to help employees transition to higher roles.
- Processes that can ease work such as the use of automation or AI.
- Workplace improvement and accommodation for people with disabilities.
4. Plans for conducting fun and extra-curricular activities.
Work doesn’t always have to be about performance. It’s also about having fun while you’re at it. However, if you’re not mindful, fun work events can feel uncomfortable or like just another task to complete.
Hear out to your employees for ideas that can be used for your next company event. Let them voice their opinions and let them opt out if they don’t want to engage in these activities. After all, having fun is only fun if you’re enjoying it.
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Peak Performers is committed to assisting businesses in finding the right people. Let us help you fill your positions with suitable candidates whether in tech, engineering, or management roles.
Let us help you build the perfect team that can sail you toward success. With 28 years of experience in business, we can help you build a diverse team that’s more likely to stick around . Reach out to us today and meet the candidate you’ve always been looking for!
1.De Smet, Aaron, et al. “The Great Resignation is Making Hiring Harder. Are You Searching the Right Talent Pools?” McKinsey & Company, 13 Jul. 2022, www.mckinsey.com/the-great-attrition-is-making-hiring-harder-are-you-searching-the-right-talent-pools.
2. Adkins, Amy. “What Millenials Want From Work and Life.” Gallup, 10 May 2016, www.gallup.com/millennials-work-life.