You only need to research for five minutes to see the link between employee satisfaction and a business’ productivity. An engaged workforce leads to higher productivity (Gallup), increased customer loyalty (Quantum Workplace), and 21% more profit (Report). So the question for many employers becomes: what does talent want? And how can we provide it?

We would love to provide a simple answer, something businesses can rapidly implement and use in a new era of employee engagement. But the reality is that employee expectations are constantly evolving, and there is no one-size-fits-all solution. 

So instead, let’s examine the spectrum of needs that most workers look to their employers to meet. If you keep reading, you’ll discover the steps you can take to attract and retain talented team members. 

Achieving a healthy work-life balance is a top priority for many employees, and at least 53% of workers consider it priority number one when choosing a job (Deloitte). In some ways, remote and hybrid roles have moved employees closer to this goal by allowing flexible work arrangements. 

Offering remote work options or the opportunity to be flexible with hours gives people better control of their work life balance.

But anyone who works from home will tell you that it's not enough to simply cut out commute time and make your bed or kitchen closer to your workspace.

Here are some ideas on how you can empower your employees to get a greater work-life balance:

Encourage employees to set realistic goals

Offer family-friendly policies like parental leave or school run flexibility

Encourage time off during school holidays

Provide training and education on time management

Work life balance is more than just a buzzword. It's become a crucial factor in the modern workplace.

Job security is an essential factor for employees, especially during difficult times like rising cost of living crisis or massive industry uncertainty. Businesses that prioritize providing job security and stability can create a sense of trust and loyalty among their employees. 

Studies have shown that employees who feel safe in their jobs perform better (Forbes), and it’s not hard to see why. When you’re not worried about finding a new job or maintaining a side gig to keep a stable income, you can focus better on the job and, more importantly, maintain good mental health.

Your company could consider launching proactive measures like:

Outlining growth opportunities within the company

Offering training and development programs 

These can reassure employees about their position and future in the company.

Everybody wants to be given credit for their hard work, whether they are a C-level executive or a customer service representative. The good news is that most businesses have a ton of opportunities to give employees the recognition they deserve.

One option we highly recommend is an employee recognition board. These are dedicated spaces where you can display employee and team achievements. You can use digital signage and convert one of your screens to a dynamic recognition space or go old school and install a bulletin board.

Employee recognition boards are a must-have for any business looking to maintain a motivated workforce that's satisfied and engaged. Learn more about how to create an employee recognition wall here.

Other employee recognition options include:

One thing we’ve established in this post is that many factors determine employee satisfaction. However, a fair and competitive compensation package is critical; who doesn’t want to be paid well? Organizations that prioritize paying their employees what they're worth signal their commitment to valuing and retaining skilled team members. 

You may be familiar with the fact that some of the biggest companies in the world actually pay employees less than smaller companies in the same space. For example, Databricks, a 5,000-person company that analyzes and manages data, is the best-paying tech company for early-stage engineers, beating out giants like Meta and Google (Business Insider).

But, these organizations often offer other forms of compensation like benefits packages, performance-based bonuses, and more.

Regularly reviewing compensation structures, benchmarking salaries against industry standards, and providing performance-based bonuses can help keep employees well motivated.

According to Harvard Business Review, the more vacation time employees receive, the higher their engagement. Unlike weekend time off, vacation allows employees to take their minds off work completely and recharge. That’s why it’s so high on the list of priorities. 

This obviously doesn't mean employees should get two 6-month leaves a year. But, providing structures that allow employees more time away from work can drastically lower burnout rates and increase overall job satisfaction.

Since businesses can’t function if employees aren’t working, your company will need a strategic approach that both gives employees time to look after their personal well-being but also maximizes their productivity while on the job. 

Flexible work schedules that allow employees to choose when they work

Emphasize results and productivity over strict time-tracking

Job sharing, where employees split the responsibilities of a full-time position

Planning vacations during slower periods to minimize disruption

Reinvent the employee value proposition to include more time off

Using technology to enable better communication and collaboration

Employees tend to stay in a workplace longer when the culture is conducive, with 8 out of 10 workers agreeing that a positive work culture is crucial to their happiness at work (LinkedIn). 

Cultivating an inclusive and supportive culture that values collaboration, independent thinking, and diverse perspectives and offers continuous learning opportunities can foster employee engagement and loyalty. Plus, a healthy culture can lead to better personal well-being for employees.

Every workplace culture is different, but we’ve found that the healthiest cultures have:

These are great places to start when trying to build a healthy culture in your workplace.

According to Booqed, more than a full day of work is wasted every month due to unnecessary or canceled meetings. Pointless meetings are bad for productivity, and employees hate them very much.

If you’re looking for ways to give employees what they want, start by reducing the number of meetings. How? Ensuring that each meeting has a clear agenda and concise objectives and only involves essential participants is a great place to start. 

You also want to promote effective office communication systems outside of meetings, like emails, instant messaging, or collaborative project management tools. Streamlining communication can help minimize wasted time and keep your employees happy.

We’ve already covered how communication can help employees improve their work-life balance, feel secure in their jobs, and even improve their sense of belonging. But employees don’t just want open communication as a means to an end. 

In fact, in our study Disconnected and Disengaged: The Economic Cost of Frontline Friction, we found that 31% of workers would move to a business with a better digital workplace. According to the same study, the average worker also spends 33 minutes per shift re-doing work due to lack of clear communication.

So, whether your organization has a top-down or democratic leadership style, boosting communication can help to:

Improve the organization's ability to adapt

But beyond all that, employees want better communication because it’s nice to know what’s going on in the business you spend most of your waking hours building.

Employees thrive when they have solid and actionable information about their roles, responsibilities, and performance expectations; they know what their job is, what’s expected of them, and everything they need to do to deliver.

One of the best things a company can do for its employees is to help them understand how their job contributes to the company's success. 

Some helpful strategies for making this happen include regular check-ins, performance evaluations, and 360-degree feedback.

Employees also want opportunities to grow and advance their careers within the company. Without growth potential in an organization, 86% of workers are prepared to switch jobs in a heartbeat (Harvard Business Review.)

It’s clear that providing career development opportunities will more than just motivate employees, it will also enhance retention rates. Some of the strategies your organization can look into include:

One way to keep employee engagement up and give them what they want is by offering more involvement opportunities. This includes everything from including employees in decision-making to seeking their input on company-wide changes.

Some great strategies to keep in mind include suggestion boxes, town hall meetings, and cross-functional team projects. All of these can help create a great company culture of inclusivity, empower teams to contribute their ideas and yield an overall positive employee experience.

Why employers need to react to employees needs

Businesses often have to go out of their way to make most of the items on this list happen. One great example is more vacation time which may require a complete overhaul of the current work schedule.

But doing this is not without benefit. Here are some of the reasons employers should be more concerned about giving employees what they want. 

We’ve already covered all the benefits to existing employees, so instead, let’s look outside the organization. A strong employer brand based on employee-centric values will help attract top talent in the industry. 

Most job seekers actively look for organizations that are committed to their employees' well-being and overall work-life balance. According to Glassdoor, 77% of job seekers research a company's values before applying for a job, and prioritizing employee satisfaction and engagement will help build a positive reputation and attract top talent.

Another major reason to give employees what they want is that a culture centered around valuing employees spurs innovation. Statistics show that organizations with inclusive cultures are 2.3 times more likely to be innovative (Source). 

Employees who feel supported and empowered are more likely to contribute their unique perspectives and expertise, trust their instincts on complex problems, and bring a greater commitment to the organization's growth. In short, supported employees help build forward-thinking companies.

The modern workplace has changed and understanding what employees want from employers is key to improving performance, retention and much more.

What Do Employees Want From Their Employers?

How it works:

What Do Employees Want From Their Employers?

What Do Employees Want From Their Employers?

Contents