What Employees Are Looking for in a Job

"Oh, you hate your job? Why didn't you say so? There's a support group for that. It's called EVERYBODY, and they meet at the bar," quipped comedian Drew Carey. Given that employees spend at least 8 hours at work every day, hating their job can take a toll. It doesn't bode well for a company's productivity growth and innovation capabilities. But it doesn't have to be that way. Regardless of the size of a firm, sound investment in human resources will ensure that the best and brightest in the field work for you. Like all relationships, this is a two-way street. You give some and take some.

A Positive Workplace

People want to wake up in the morning and head to a place with functioning teams, supportive bosses, well-defined projects, access to vital information concerning the company, and synergy between various levels of the organization. They expect conducive working conditions such as good lighting, ventilation and furniture. Employees perform at their best in an environment of trust, open communication channels, effective conflict-resolution strategies, and well-defined metrics, expectations and accountability structure. To put it succinctly, employees stay healthier and perform better at a job that offers them a positive work environment.

Fair Compensation for Work Performed

Employees expect to be adequately compensated for their contributions to the company. Firms that pay below industry-level salaries--information on average salaries is available at the U.S. Labor Department, and staffing firms like Robert Half International and Hewitt Associates--not only have unhappy employees, but overworked and exhausted employees who put in overtime or take on a second job to earn extra money. This could be dangerous not only to the employee, but to customers and colleagues as well. Examples include airline pilots, air traffic controllers, and machine operators.
Given the increasingly global dimension of businesses, it is a mammoth task to standardize compensation structures around the world. According to Hewitt Associates, it is very difficult to coordinate benefits for employees who frequently move from one location to another. However, employees expect to be compensated above the minimum requirements stipulated by law. It's time-tested and true--you get what you pay for.

Clear Expectations and Reward System

People hate to go around the company playing Blind Man's Bluff. They want clear expectations and consistency from their bosses--by how much they can go over budget, what processes they should follow when solving a problem, what the exact reporting structure is, who is held accountable for projects and decisions, and how much freedom is allowed. Knowing what is expected reduces stress and needless guesswork.
Employees expect a fair reward (and penalty) system. Imagine the morale of a person who has contributed to business growth year after year but was overlooked for pay increases and a promotion.

Opportunities for Growth

Career growth and personal development, including opportunities to develop leadership skills, are indispensable in maintaining a low attrition rate and high productivity. Sponsoring academic programs will ensure the continued education of a workforce--a prerequisite for innovation and creative problem solving. Employees value a job that offers them avenues to improve upon their hard and soft skills. People thrive in a dynamic environment that is both challenging and nurturing.

Work-Life Balance

Employees seek jobs that promote a healthy work-life balance. Reasonable vacation time and work hours, sick leave, child care facilities at the workplace, a fair maternity and paternity leave package, flexibility for caregivers, the option to telecommute and access to a gym at work are just some of the perks people hope to have in their dream job.

Feeling Valued

Employees want to feel valued by their company. Abraham Maslow's hierarchy of needs lists self-esteem just one step below the need for self-actualization. This would translate into a need for freedom--being able to make independent decisions that impact the business, to solve problems in a creative manner, and to voice one's opinion to peers and bosses who actually listen.

References

• Hewitt Associates
• Maslow's Hierarchy of Needs