How Good at Anticipating Employee Needs Are Employers?
How Good at Anticipating Employee Needs Are Employers?
Recruiting and retaining top talent is a huge challenge for modern businesses and their owners. While they may seem like little tasks, any employer worth their salt will tell you that they really eat up the majority of your time and significantly affect your company's bottom line. Once you've found good individuals, how do you keep them around?
It seems like a reasonable first step to find out what your workers desire from their workplace. In the end, it all comes down to knowing what your employees want and then giving it to them. This is a fantastic idea in theory, but in practice, companies often fail to meet their workers' needs. Actually, there's a huge gap between what workers claim are vital and how seriously employers take those same claims.
Foreman Facts, published by the Labor Relations Institute of New York in 1946, and Personnel magazine, edited by Lawrence Lindahl in 1949, were the original publishers of this survey. Later on, researchers Bob Nelson (1991), Valerie Wilson (1988), Ken Kovach (1980), and Sheryl and Don Grimme (1997-2001) from Blanchard Training & Development, as well as GHR Training Solutions, reproduced this study with comparable outcomes.
Employees and managers/owners gave drastically different rankings to a set of ten criteria:
What Workers Desire Things That Managers Believe Their Workers Desire
1. Recognized and really appreciated the work done Paying job
2 Experiencing a sense of belonging Reliability in Hiring
3. Compassionate assistance with possibilities for advancement
individual concerns
4 Continued Employment Optimal operating circumstances
5 Well-paying jobs Engaging projects Individual devotion to employees
7 Vacancies for advancement Skillful control
8. Devotion to one's coworkers Much obliged for the efforts put in
9. A pleasant place to work Compassionate support for individual struggles
10 Delicate self-control Sensation of being "a part" of
For modern-day company managers and employers, what does this imply?
A great approach to boost morale in the office is to give employees frequent kudos. Thankfully, money isn't everything.
Items requested by workers in the following sequence:
1. Acknowledgment for all efforts 2. A sense of belonging 3. Compassionate support at difficult times
4. A stable employment position 5. Competitive pay 6. Meaningful job 7. Possibilities for advancement
Loyalty to employees on an individual level 8. Pleasant working circumstances 9.
10. Discipline with finesse
WHAT SUPERVISORS BELIEVE EMPLOYEES NEED (in proposed sequence)
1. Adequate salary
3. Possibilities for advancement and success in one's career
4. Comfortable workplace
4. Engaging tasks 5. Genuine dedication to employees 6. Skillful management
8. Acknowledgement of all efforts 9. Compassionate support for individual problems
10. Being a "part" of something
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