What Employees Really Want in A Job Today
(and how you can leverage)
Work has taken on a new meaning since the advent of the digital age. Today’s workforce, free from the confines of the traditional office space, can work from virtually anywhere in the world. This changing face of work has shaped job expectations in ways never before imagined. Employees, particularly the Millennials, have a set of criteria they look for in a job that differs vastly from those of their Gen-X and Baby Boomer predecessors. Some of these wants don’t change—an attractive salary package will always be high on the priority list, but more than ever, employers are noticing their staff going after what are known as the ‘intangible rewards’ of a job.
Empowerment
Gone are the days when hierarchy ruled the workplace. Bosses of the past held power squarely in their hands, commanding absolute authority based solely on level of seniority. This age-old institution is slowly being eroded. No longer content to be passive participants in the corporate food chain, employees today want to be active players in their organisation’s decision-making process. This means that managers who are adept at empowering their staff will be deemed more ‘enlightened’. The truth is, turning some power over to your staff helps to cultivate their leadership and problem-solving skills, which would translate to less work for you in the long run. So, the next time you hold an interview with a prospective employee, try including a line or two on the value that you place on employee input.
Autonomy
Let’s face it, no one likes working for a manager who constantly wields a red pen to correct real (and imagined) mistakes made by their staff. According to a survey conducted in the US, fifty-nine percent of employees said they have worked for a micro-manager at some point in their career. An overbearing boss is said to be bad for business—the vast majority of employees surveyed said micromanaging lowers their productivity, and up to two thirds of the respondents said having a micromanaging supervisor is a dampener to their work morale. Truly effective managers trust their staff—they know there is no need to put their personal stamp on every item that passes their desk. Employees who are given more free rein are also more likely to think on their feet, a point you can make when meeting candidates for the first time.
Flexibility
Power is changing hands on a global scale—as more and more Baby Boomers enter retirement age, Gen X-ers are now being put in charge to manage an entire generation of Millennials, most notable for the weight they place on work-life balance. Companies that don’t yet have some sort of flexible workplace arrangement in place (think telecommuting, job-sharing and compressed workweeks) would already be lagging behind in the global competition for the best and brightest minds. A recent survey by global recruitment firm Hays found that work-life balance is the number one reason employees in Singapore choose to remain at their jobs. By now, you would likely have met at least a handful of candidates asking if the company supports alternative work arrangements. Don’t hesitate to answer in the affirmative if your firm is open to exploring that option.
Development
Another ‘intangible’ that figures highly on the list is career development. Although it is true that employees today no longer adhere to the ‘first job, last job’ motto with the kind of conviction seen in their predecessors, they will be more inclined to remain in an organisation if they see room for growth and development. New employees would also be more likely to thrive if there is some form of formal, or informal, mentorship programme in place. It would thus be helpful during an interview to highlight your organisation’s training plan so prospective employees can see that the company values its human capital.
