Competitive salary and financial stability are a great motivation and a valid reason for a large number of quality employees to stay in the company for years. However, today, a high salary is not a prerequisite for a productive and inspiring work environment since employees also take into account some additional benefits as well.
Priorities vary from person to person, but the universal truth is that employees give preference to companies where they can grow and where their knowledge, time and effort that they invest in a particular project is valued and appreciated. For someone who really wants to progress and learn new skills, stagnation and a monotonous atmosphere in the workplace will certainly not be a stimulating reason to stay in the company.
Millennials (people born between 1981 and 1996) are increasingly gaining leadership positions, starting their own businesses and are career-oriented, while Generation Z (people born between 1997 and 2015) is expected to set some new standards regarding workplace dynamics in the future. This could include much more online communication, education on the use of various applications that make it easier to perform tasks, and focus on strengthening team communication where increasing employee autonomy will become a priority.
A survey of 540 respondents employed in various companies published on the Clutch platform shows that people today want to work in progressive companies that care about their employees as well as the environment.
Competitive salary and equal treatment for all stood out as the 2 most important values for permanent employees. 55% preferred a realistic salary in accordance with the standards, which tends to increase over time, while 54% stated that it is very important to them that all employees are equal in the workplace, without favoritism toward other employees. They also pointed out that it is important for the company to respect ethical principles and codes (38%), to be profitable and to grow (29%), as well as to make the world a better place. (24%) The largest number of respondents (72%) said that they believe that the company they currently work for has a positive impact on the world.
A quality team means to cultivate a good relationship with both colleagues and superiors. In a team where a workspace is shared or several people work on one project at the same time, it is inevitable that friendships will be made and that people will be united by creative processes in which they participate together. People will opt for a collective that functions as a whole, rather than a collective in which they are constantly evaluated and where there are many competitive people. Many friendships that have been strengthened due to the productive atmosphere at work have continued outside of the workplace. Enthusiastic, energetic people are an additional reason why a person decides not to leave the job even if he is not satisfied with the salary.
It is becoming more and more common to cultivate a professional-friendly relationship with superiors, where he has the opportunity to meet employees, organize 1-on-1 meetings more often and ask for feedback from employees on how satisfied they are with the company and whether there is anything to change when it comes to the scope of work, the types of tasks they receive and the relationship with other colleagues in the company.
In addition to a collective vacation or gift for holidays or birthdays, some original gestures can also strengthen the bond between colleagues and superiors:
- If you notice that your employee goes to the gym regularly or does a certain sport, you can offer to pay their membership fee a few months in advance
- If you hear they want to learn new skills, pay for an online course or a course at one of the schools
- If you know that he drinks a certain type of coffee every day, make sure he always has it in the kitchen or treat them to their favorite lunch from time to time
- Invest in their equipment and softwares they need to work
- If you notice that they would like a day to relax, you can pay for cosmetic treatments for women, while you can make appointments for massages or saunas for men
- Provide babysitting for employees who find this approach more practical
People make assumptions about the company according to the culture that the company nurtures and the values it stands for. If what the company promotes is in line with the personal views of the employee, it is more likely that he will remain interested in the company and the position it offers. It is clear that over time, interest in a company decreases if it has a bad reputation in relation to working conditions or business policy.
Corporate culture influences the perspective of employees who have the feeling to contribute with their work and commitment to some greater and common good. A company that is environmentally responsible, does not test its products on animals, donates to humanitarian purposes and encourages employees to do so and uses renewable energy sources is a company that most company policies match what modern employees support today which is in most cases a humane attitude towards humans and animals and environmental protection.
Improving the working atmosphere and the effects of work does not only refer to putting a table tennis into the room and introducing a mandatory dress code. A preferred company is one that provides work on interesting projects where employees can learn new skills, networking with other experts and colleagues at conferences, seminars or team building, as well as additional benefits such as private health insurance, significant discounts on purchases or a great mentor who will dedicate himself to them individually if they are beginners who want to progress.
Balance between life and work
Working hours in most of today’s companies are reduced to eight hours of work, so it is unacceptable for most employees to work on weekends or to stay at work even after the end of the shift. An employer who respects working hours must encourage people to perform their tasks efficiently, but also provide them with enough space to work without stress and freely on the tasks scheduled for that day.
In 2015, an experiment was conducted in Sweden, where working hours in the medical sector were shortened from 8 to 6 hours. The nurses who worked in the nursing home were divided into 2 groups, where the first group worked 8 hours and the second 6 hours a day for the next 23 months.
This test phase found that the nurses from the first group were more active, energetic and much less stressed. This experiment also had a positive effect on their health, so the nurses from the first group had fewer problems with back pain, they took less sick leave and days off compared to the nurses who worked in eight-hour shifts. One way to achieve higher employee productivity is flexible working hours. Viewed through the prism of an average working day, there are several ways to explain working time flexibility:
- The employee has a certain working time, usually from 8 am to 4 pm, but there is a deadline for the project that must be met, however he can work on several projects at the same time and determine the order of importance of the project
- The employee does not have strict working hours, he can organize the time as he wants, to work from home or from the office
- Employees must work certain hours during the year, but those hours vary from week to week
- Flexible working hours shared by two or more employees, working together as needed or separately, on the same task
Employees appreciate when they are not under pressure that they have to show up for work at a specific time, or stay up late in the afternoon with a lunch break. If the employer notices that employees are running out of psychic strength, lack motivation and productivity is declining day by day, they should be given the opportunity to leave work earlier when they have to complete some private obligations or to change workspaces when they feel the need. then. Research has shown that flexibility can easily result in increased productivity.
Defined position and path of progress
In order for an employee to be motivated to work and maintain a high level of creativity, it must be clear to him what his tasks are, how he can perform them most efficiently and in which direction his progress is going. A company that organizes training and seminars for its employees to make it easier for them to achieve their professional and personal goals is a company that invests in its employees and helps them feel like contributing members of a team that other people rely on.
Lack of motivation is directly related to fatigue and some kind of satiety that occurs when an employee falls into a routine. A company that puts too much focus on profit instead of happy and satisfied individuals in the company will have a problem attracting quality new staff. The company’s visions and goals don’t have to be the same as the employee’s goals and plans for the future. Education should be seen as a driving factor and not a time-consuming activity.
It is important to create a detailed plan for each employee individually and specify the items that must be followed in order for that plan to be considered fulfilled for a certain period of time, where they will be clearly informed that the current position is just a springboard. They are currently in a clearly defined position, they have a path they can take to advance in their career, and in the end it needs to be clarified what future position awaits them in the company if they use the skills, knowledge and acquaintances they will gain on the way to business progress.
A sense of self-affirmation
Employees who move from one company to another usually want to move to a company that suits their needs, where the effort and work of employees is recognized and adequately rewarded. A study published on TINYpulse.com found that 39% decided to leave their jobs because they felt that current employers underestimated them. If they have many options for work, this is a factor that can be crucial in making a decision. The best recommendation is word of mouth marketing from people who don’t work any more in a certain company for some personal or business reasons, and they do not have negative experiences about work and the relationship with the management and employees in the company.
People who are constantly dissatisfied with the results they achieve can become toxic and negatively affect the work environment and team efficiency. Dissatisfaction stems from the fact that they feel that their work does not contribute enough to the success of the entire project, or that they think that they are not up to the task due to a lack of skills or competencies. Performing work tasks with pleasure is a good indicator of how much the company appreciates the employees. They have to be able to clearly show employees what is the purpose and meaning of their work, to praise them when the task is done successfully and when the client is satisfied and to tell them exactly what are good things they did to create a benchmark for future projects.
Companies need to turn more to individual satisfaction and adjust visions, business norms and organizational culture to new, modern business. Showing interest in the little things that matter to employees, investing in education and building a positive image of a company that is humane, responsible and conscientious are just some of the things that people notice and talk about. A company that invests in its employees also invests in its future.