It is a truth universally acknowledged that job satisfaction = employee retention. Everybody knows that – it’s an easy equation. The harder part is: x = job satisfaction, find x. Job satisfaction doesn’t mean the same thing to everyone. In fact, it’s pretty subjective and depends very much on the individual’s lifestyle and priorities. So ‘x’ becomes variable, so to speak, and that’s where things get complicated, right? Well, not necessarily, because although everyone has different priorities, there are general guidelines that the company can employ which will lead to the elusive ‘x’.
Listen and understand
There are universal factors that an employer can consider which will contribute to and increase job satisfaction all around. If the employee feels that their needs are being acknowledged and that its not all just about taking what you can from them whilst giving little back in return, then ultimately the reward for the employer will be a more productive, loyal, happy employee. And there you have it, HR can (almost) have peace of mind knowing that they have minimised staff turnover.
So what are the perks that add true value? Ultimately, these would be perks that impact quality of life.
Any perk that allows the employee to manage their family life better is a perk of enormous value. This could be an allowance for working flexibly or onsite day care; it could also be a designated nursing room or parental leave that goes beyond what is allocated by the government.
If the company you work for is looking out for your health, you know that it is a company that cares. And this needn’t only be related to physical health but also mental wellbeing. Burnout is real and, worryingly, also on the rise, according to an McKinsey & Company survey of April 2021. Health insurance is a fantastic perk, but so are gym memberships, (you could give a small incentive to ensure it gets used!), and healthy cafeteria options. A green space within the office where employees can take some time out is another good idea and so are regular yoga or meditation sessions during break.
Neuroscience shows that human nature is always seeking to improve, and the seeking in itself is as rewarding as reaching the goal. Giving employees the opportunity for growth is a huge incentive for them to remain loyal to your company. Employees are a company’s greatest asset so of course it is only natural to invest in them, provide them with encouragement and ultimately make them feel that they are an integral part of the company’s mission. So encourage them to attend courses and conferences without taking the time off from their leave; reimburse, (partially or fully), their tuition and guide them to reach their goals.
For many of us, time at the office takes up a big part of our lives, so any perks related to this will definitely add value. AS much as we may love what we do, work can get tedious. Changing up the environment with some fun or unexpected activities every now and then will ensure that employees remain enthusiastic about coming into work. Not only, but changing the environment or routine also helps to change the mindset – definitely a bonus. You can do this by organising happy hours, encouraging employees to have a chat and create a bond; bringing pets to work on certain days; casual attire…it really depends on your company culture and the environment you would like to promote.
It’s true that a list of perks looks great and makes a job description very attractive but be strategic in what you offer, so that you can cultivate a culture that supports employees’ needs and creates an environment that helps them be their happiest and most productive – and isn’t that what job satisfaction is mostly about?
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