For the sixth year running Google are ranked as the best place to work in 2015, how cool is that?!
However, I want to look beyond the name, is it really all about the kudos of working for one of the most well-known organisations of all time. In fact you may be surprised to hear there are just four things employees want the most, and those four things cost nothing! So let’s take a closer look at what exactly makes an employee tick.
So we know that attracting, training and retaining top talent isn’t easy, especially in today’s digital age when immediate feedback and an over-stimulation (in the electronic sense) lead the way. Convincing a new candidate requires not only charm, charisma, and influence but also tangible and intangible rewards that people can expect to receive upon joining the workforce.
But more than that, here are the four components that employees want from their company. How does your firm stack up?
- Opportunity to grow.
We all have a fundamental need to grow, we’re like lobsters, (at times in our lives we out grow our shell so we grow a new one). The more your company offers people the chance to improve themselves, the better. Would you really choose a job that leads to nowhere? Of course not. With opportunity comes autonomy because the more freedom you have, the greater meaning your decisions will have for yourself and for the company. That means the motivation to perform well increases, too.
Employers want to be heard. The quickest way to demoralise employees is to ignore what they have to say. Nothing screams “you’re not important” like turning your head during a conversation or, even worse, to just ignore them.
To have people believe in your idea, or project they need to be heard. That means listening to them express their concerns. Whether their comments are deemed useful or simply jargon, it’s irrelevant at this stage. Simply being heard is what’s important because it sends the message that their contribution is valued. It’s amazing what listening to someone does for productivity.
- A clear and compelling purpose.
Simon Sinek’s famous TED talk explains why it’s important to understand the reasoning that drives decision making. “When you explain to people what you’re trying to do, as opposed to just making demands or delegating tasks,” he explains, “you can build instant trust, even if it’s just for that short time you’re on the phone.”
However, clarity isn’t enough to instil happiness or compel action. A purpose needs to resonate emotionally to satisfy a personal need that aligns with people’s values and vision for how they seem themselves in the future.
Create a sense of “we” as opposed to a sense of “me”! It will wield much greater employee engagement than those who reward individual achievement. However, it’s not just working together on a team that’s the driver here, but rather the environment created that facilitates togetherness. To accommodate the different personalities, companies should offer both open and enclosed work spaces that allow people to choose their own working environment so they can maximise their output.
All of these factors are free and if not in place already they need to be implemented, so for Owners, Directors, Managers, there is no better time than the end of a calendar year to review how your organisation is structured. My message is simple, keep hold of the staff you value, as they will value you and everything you stand for in return.
#Small adjustments make HUGE improvements. #Lifechangers www.requireconsultancy.com