Most of the times there is a difference between what employers perceive as employee satisfaction and what the employees actually want. While you can factor and say that matters also depend on generational factors, gender, old against new economic preferences, cultural dynamics and managerial versus implementation roles. Staff management involves knowing that employees wants generally depends to a large extent on the stage their careers are in.
For employees in an early stage in their careers, in the age group of thirty years and under, job security does not have a positive effect on either retention or commitment. In this stage career advancement is very significant. The ability of such employees to influence the organisation and their satisfaction with their professional work environment help them build their sense of commitment to the company.
For mid-career employees, those between the age of thirty one and fifty years, commitment to company increases if they are able to manage their own careers. Employee satisfaction results in greater retention for as compared to either their younger or older colleagues.
For the late-career employees, those above fifty years old, professional satisfaction relates to neither retention nor commitment. This is the only group for whom job security drives retention.
A company’s organisational values, its core values, cultures, and mutual expectations, and implementation of employee recognition ideas are a company’s best recruiting and retention tool. Employees want to be appreciated. A sincere thank you or a short note can mean a lot.
Respect; that is something which always plays out in letting people know that their work is appreciated, in treating them like adults, and in being fair in your dealings with them. This place a huge role in employee motivation. Trust; people need guidance, but they need to know that their superiors have faith in their capabilities and trust them to be able to do the job assigned to them. Today’s workers belonging to the new generation want training, want to take on new challenges and want to advance based on their new abilities. They want individual growth.
The way an employee is treated largely determines whether they stay with the company or choose to leave it. Managers may be excellent administrators but they may, at the same time, be cold, insensitive and task driven individuals. Employees most certainly abhor that. This becomes an important determinant of happiness at work.
Majority of employees would often rate working with a good manager as one the most important aspects of the work environment. Employees want responsiveness from their bosses. They want a boss to be someone who they can respect and from whom they can learn many professional things. They want honesty and integrity, they want to be able to depend on their managers, they want to be heard, understood and then responded to.
Fairness and accountability are two attributes that employees value. They expect impartiality from their superiors. If they have committed a mistake they do not mind being corrected. But public insult is a complete no-no! They want their superiors to be fair and to hold everyone accountable to the same degree.
Co-worker compatibility is another thing which most employees rate as being an essential aspect of the workplace. Employees want a work environment that fits their needs. It could be flexibility, significant attention, a work life balance or initiatives to increase employee motivation.
People always feel good to know that they are contributing to something worthwhile. This is where employee recognition ideas come into play. Employees want to know how their job role fits into the whole working of the organisation. They want to feel connected. They would always feel good to know that their work has helped their company earn some success. They want to be part of a team and be asked to contribute ideas and solutions.
Understanding what people want is a vital characteristic of being a good manager. Subordinates want to be treated like human beings and not merely human resource. Try to feel the pulse of the people working with you. In order to become a good manager and keep the employees happy, you should be able to empathize with them first. Try it. Your office will be a much better place to be in.