The silly season is over and we can now begin to slowly get back into our work routines. It’s time to start planning our next twelve months with hope and optimism, and gearing ourselves up for a new year with inspiring leadership strategies and stretch goals. We all have ideas as to how we’ll grow our businesses to the next level, but every plan is only as good as the person who executes it.
This raises a question for leaders: “What do my employees want in 2019?”
Besides having secure jobs that provide them with satisfaction, here are six things that employees want from their organisations because they provide fulfilment for them.
1. Meaning and Purpose
Research has shown that employees are yearning for work that provides them with meaning. This translates to them understanding whose life they enrich through their work. For them, it’s about establishing a personal connection to the work, and understanding how it contributes to others or society. Also, meaningful work means giving employees work challenges that are not mundane or routine based. These are projects that stretch and grow them but don’t set them up for failure.
2. Communication
Communication is such a vast topic and can span from listening to receiving feedback and managing conflict. Although these may all be applicable, what employees want the most is to engage in dialogue in a kind, respectful and fair manner. They want to know that their ideas are heard and seriously considered. It’s important to them to receive regular feedback on their work as well as suggestions on what they’re doing well and where there is room for improvement.
3. Recognition
Conveying appreciation for work done is the foundation to motivate and stimulate engagement. Employees want to know that you, the leader, have seen their work and taken the time to praise them for it. They want to be recognised for their strengths, skills and the effort they applied to a task, which will result in them repeating the positive behaviour. This will in turn raise service quality, performance standards and customer satisfaction.
4. Job crafting
This is giving employees the choice as to how to complete a task. It may be scary for some leaders because they feel they’re giving away control, but employees want the freedom to decide how they perform a certain task. It’s important for leaders to give them the autonomy to bring in their creativity, personality and unique strengths. Leaders can set the boundaries of when they want something is done which will ensure that it’s within the organisation’s policies and standards, but thereafter it’s good to give your employees free reign.
5. Work-life balance
The traditional 9 to 5 working days may look good on paper, but in reality, we often commit more time to work than that. Employees want the agility to combine their lives with work, and vice versa, which will give them the flexibility to decide when they want to play and when they need to work. Again, stipulate the boundaries of the 40- hour workweek, the need to complete tasks on time, and to come to the office at least
once a week or whatever applies to your organisation and industry. Be mindful that people are productive at different times of the day, in different environments, and in various circumstances. As much as many organisations are doing their best to hold onto the traditional working hours, flexi-time will become the accepted norm.
6. Connections
We know that relationships are a key factor in our happiness, and having healthy, trusting relationships at work matters to us. Employees want good camaraderie and friendships with their co-workers because that reduces stress, enhances trust, and opens up communication. Make it easy for employees to have a social area where they can connect and exchange work experiences with their colleagues.
Employees aren’t demanding the impossible from their organisations, and with some effort and changes, every organisation can meet these six needs. Let’s be honest; we all want positive, fulfilling and happy work environments, and it doesn’t take much to make it happen.
About the Author: Kerstin Jatho
Kerstin is the senior transformational coach and team development facilitator for 4Seeds Consulting. She is also the author of Growing Butterfly Wings, a book on applying positive psychology principles during a lengthy recovery. Her passion is to develop people-centred organisations where people thrive and achieve their potential in the workplace. You can find Kerstin on LinkedIn, Soundcloud, YouTube and Facebook.
