What Employees Want From Their Employers

Gone are the days of employees devoting their entire careers to one job at one company. Motivating and retaining great employees is one of the biggest challenges facing today’s managers. Turnover is a significant expense, and finding good employees can be difficult.  There are significant benefits to retaining good employees. Employers must do their part to determine what it is that today’s employees want from their jobs.

Managers who believe that employees should simply be grateful to get paid every month can find themselves at a loss when it comes to dealing with today’s workforce.  According to Peggie Pelosi, author of Corporate Karma: How Business Can Move Forward by Giving Back (Orenda, 2007), “today’s employees are looking for meaning in their work.  They want to come to work for more than a steady income.

Money Matters

Just because people want more than a steady income doesn’t mean that the pay isn’t important.  Most people work primarily because they need to earn a living.  However, in today’s economy simply earning a living isn’t enough to make a good employee stay in the same job.  Money is an important factor in employee retention, but it certainly is not the only factor. Today’s workers have choices, and the best ones choose to work for organisations that fulfill more than just their monetary needs. Employees who view work as a career expect fair compensation, but also want more from their employers.

Management Expectations

Conventional wisdom about employee retention tells us that employees who choose to leave jobs usually leave because of their managers, not because of their company or their job duties.  If people frequently leave their jobs because of what they perceive as poor management, it stands to reason that people who stay at their jobs to do so because of what they perceive as good management.

When considering what employees want from their employers, it is important to take a look at what constitutes an effective manager.  Effective communication between managers and employees is a key component in employee retention.  Employees prefer working with managers who have open communication styles, and they like working in organisations where two-way communication is the norm.

Additionally, respect between employees and their managers is of the prime importance.  Employees expect to be treated with respect in the workplace.  Employees also interact and relate better to managers whom they respect and trust.  Managers who do not conduct themselves with integrity are very likely to find themselves continually interviewing to fill open positions.

Employee Recognition

Part of a manager’s job is to make sure that employees receive recognition for their accomplishments.  Recognising employee achievements is one of the most important things managers can do to improve employee retention.  Workers who know their contributions are valued by their employer and are much more likely to become loyal, long-term employees.

Steve Harrison, chairman of Lee Hecht Harrison and author of The Manager's Book of Decencies: How Small Gestures Build Great Companies (McGraw-Hill, 2007), asserts “there are right and wrong ways to offer recognition and reward to employees, or to show them appreciation.”   According to Harrison, managers should offer sincere praise to employees for a job well done.  He asserts that managers should recognise employee accomplishments in person, and should avoid combining criticism with praise.

As managers, take careful note to each individual employee. Avoid making the mistake of assuming you can reward or recognise all employees in the same manner.  Harrison’s theory maintains that what is rewarding to some people may be viewed as punishment by others. As managers, it’s essential to reward employees with things they actually want, says Harrison. This recognition of individuality builds a mutual respect between the employee and his/her manager. It shows the employee that his/her manager took the time to find an appropriate recognition gift that fits the employees needs, wants and individual tastes. 

Career Advancement

Many employees want the reassurance that they have a future with their employer.   When employees feel there is no room for advancement in the company, they begin their job search and entertain other employment opportunities.  According to Gayle Lantz, organisational consultant and president of WorkMatters, Inc., “employees crave growth opportunities and want employers to partner with them in the process.”

Employees want to know that their employers recognise and support their long-term goals. Workforce statistics show us that employees are more likely to stay with companies who are willing to help them accomplish their goals – both personally and professionally. As Lantz explains, “Many employees simply want to open conversation about their goals and aspirations.  They want to know that the employer cares and is prepared to assist them in achieving their goals”.

Benefits of Keeping Your Employees Happy

When you are able to structure your work environment so that your employees are satisfied and productive, you will very likely enjoy high employee retention.  As an added bonus, when your employees are happy, they are likely to tell other people great things about the company.  Not only might this help you attract more quality applicants, it can also help you build your business.  People like to do business with organisations that take care of their employees.  Keeping your employees happy can positively impact your bottom line in many ways.

Sources:
workmatters.com
orenda.com
allbusiness.com