Corporate Culture, Leadership Training

Why you should care about your employees' expectations

Why you should care about your employees' expectations

Today’s war for employee talent is beyond fierce. Employees today are more powerful than they’ve ever been. With a quick search on Google, not only can your employees instantly see what job opportunities are open out there, but they can also get a true glimpse into what it’s like to work for your competitor, how much money they could be making elsewhere, and much more. This information gives your employees the luxury of choice when it comes to the organization they spend their time working for.

So what? Well, the folks in your organization that are most confident exercising their “choice” in the matter are your best performers—those people that are crucial to your organization’s continued success. If you’re not seen as their employer of choice, your people will quickly find another place that meets their needs and expectations and your organization will lose its most valuable opportunity for competitive advantage.

So what do you do to attract and retain the talent you need? The workplace of the future focuses on the overall experience they provide their employees. From the big picture to the minute details, these organizations think of their employees in the same way they’ve traditionally thought of their customers—as their number one priority for success. As you begin to shift your focus on your employees, assess these three factors in your workplace:

1. Take a look at the entirety of your employees’ job expectations.

Go beyond traditional things like compensation, perks, and benefits and dig deeper into your employees’ holistic needs and goals. Is a flexible schedule more important to someone than pay? Does an employee want impactful and meaningful work more than work relationships and connectedness with their teammates? As you conduct an inventory of your employees, build a plan to address where your organization can meet and exceed their expectations. Notice trends across groups to determine what can be addressed at an individual level and what can be applied more broadly.

2. Be honest with yourself about what your organization can and cannot deliver.

Your business cannot be all things to all people, but it does have a unique identity that your employees find value in. Understand your Employee Value Proposition, or EVP, and use it throughout your employee experience—hiring, employee development, performance management, awards and recognition, and more.

3. Determine how equipped your leaders are to enable your optimal workplace experience.

70% of your organization’s engagement relies on your leaders, according to the State of the American Manager: Analytics and Advice for Leaders. Survey your employees to understand how the leaders in your organization are engaging their employees. Ask your leaders what they need to activate the company’s EVP on a daily basis. Fill gaps with training, coaching, and mentoring to build a strong cadre of leaders that look at their employees as people, not just resources.

What separates success from failure is how an organization invests in its most precious resource—its people. Successful organizations treat their people like people, actively pursuing their employees’ well being by crafting a positive, completely tailored employee experience that enhances life, even beyond the job. This is where the magic happens for the workplace of the future, and even better…it’s something you can begin to shift to right now.