Decode Job Secrets: What Your Employees Really Want

Decode Job Secrets: What Your Employees Really Want

Whether they’ve just left their old job or are fresh out of college, employees will have certain expectations for their employers and what they hope to gain from their new position. As an employer, it’s important to understand these expectations to attract, and more importantly, retain top talent. Retention rates aren’t good—a Gartner case study of a IT workers has found that only 29 percent of them intend on remaining in their current jobs; that’s a very low number of engaged employees. We’re seeing companies losing their top talents left and right at a quick rate, and a lot of it is just missed opportunities to grip new employees’ attention and interest in the company right from the start.

Here are a basic few components for employers to keep in mind that their prospective employees might expect from them and their new job positions.

Fair compensation and benefits

One of the top things that employees expect from their new jobs is fair compensation and benefits. A study by Glassdoor found that around 60 percent of job seekers say that salary, benefits, and compensation are some of the most important factors when considering a new job. Additionally, a survey by Randstad even found that 61percent of employees would consider leaving their current job for better pay and benefits.

To meet this expectation, employers should ensure that their compensation and benefits packages are competitive with those of other companies in their industry. This includes offering health insurance, retirement plans, and other benefits that are valuable to employees. Employees will want to be looking for perks and benefits that you’ll be giving them that they won’t ever receive (or hard to come by) elsewhere.

Opportunities for growth and development

Employees also expect their employers to provide opportunities for growth and development, and promotions and raises isn’t what they’re necessarily after. Check this: LinkedIn’s 2023 Workplace Learning Report says that people who aren’t learning or developing new skills, will certainly leave. Employees want to feel like you’re putting effort and attention into their career and developmental growth. To further emphasize this point, an article by Gallup found that a growing number of millennials say that professional and career development is very important to them in a job.

One way to navigate this is to provide training and development opportunities to help employees grow in their roles and advance their careers. This could include offering mentorship programs, leadership training, or tuition reimbursement for continuing education. Show employees, especially new ones, that their growth matters to you, and besides, engaged employees who grow and learn are a great asset for any company wanting to accelerate their growth. A large majority of L&D professionals agree that investing in employee skill development can truly help company growth in the long run.

A positive work culture

All many employees really crave is a positive, healthy work culture and environment,  and certainly not one they find themselves dreading every morning. According to a survey by Deloitte, 94 percent of executives and 88 percent of employees believe that a distinct workplace culture is important to business success. A research by Glassdoor surprisingly found that well over half the working adults surveyed said that they value a positive workplace culture more than salary, and 77 percent surveyed said workplace culture is something they seriously consider before choosing a job.

Fostering open communication, encouraging collaboration, and promoting work-life balance are some of the ways employers can make their new (and old!) employees feel welcomed at their workplace. Employers should also ensure that their workplace policies and practices align with their company values and goals, and that those company values and goals are made clear and precise that everyone at the company understands them fully well.

Flexibility and work-life balance

With the rise of remote work and flexible schedules, employees are increasingly expecting flexibility and work-life balance from their employers. A survey by FlexJobs found that 60 percent workers have left or considered leaving their jobs because their jobs don’t offer that sort of flexibility. In fact, it is so important that a survey by Robert Half found that 77 percent of employees said that they would even consider a job with a lower salary if it offered flexible work arrangements, and even the LinkedIn Workplace Learning Report even supports this and says most respondents of their survey listed flexibility is number two on their list of important factors when considering a new job.

Employers, consider offering flexible work arrangements, such as remote work options or flexible scheduling. Employers should also promote work-life balance by encouraging employees to take time off and providing resources for stress management and wellness, because burnout isn’t a phenomenon that only occurred to the pandemic.

Clear expectations and communication

Finally, employees expect clear expectations and communication from their employers. A recent research by Gallup says that employee engagement is completely halted when there are no clear expectations or communication channels between team members and their team leaders. And yes, employees are very much likely to quit their jobs because of poor communication.

When hiring, provide clear job descriptions, performance expectations, and feedback to prospective employees from the get-go. Employers should also prioritize open communication by regularly checking in with employees, providing opportunities for feedback, and addressing any concerns or issues that arise.