It’s a common assumption that pay increases are what employees value most. However, there are a whole host of other incentives that people might consider to be of even higher importance. Let’s look beyond the pay packet and establish what workers really want from their employers.
1. Good Working Conditions
A good working environment is hugely important to a lot of employees, and it should be one of your priorities as a manager. The health and wellbeing of your workforce is paramount, so it’s essential to ensure the area they perform their duties in is in tiptop condition. For example, in a typical office environment, factors such as lighting and air quality are important and you will need to ensure you have an effective temperature control system. As office furniture experts Furniture At Work™ point out, for those who spend hours at their computer, a comfortable chair and spacious desk are crucial. More generally, any workspace should be kept clean, tidy and uncluttered and your staff should be protected from any potential dangers.
2. Flexible Working Hours
Managers often see flexible working hours as a perk rather than standard procedure. However, for some employees being able to adapt their work pattern to suit them is a major benefit. Working from home, freelancing and flexible schedules are becoming increasingly popular and some forward-thinking business owners have been embracing this way of working for a while. Allowing this type of flexibility could prove beneficial to your business. You may increase productivity and attract better candidates when recruiting if you’re seen to be offering flexible work options.
3. Help with Personal Problems
Some people consider it inappropriate for employees to bring their personal problems to work. However, if a member of your staff is struggling with a private issue, this could potentially have an effect on their productivity and performance at work. At any given time, a member of staff could be dealing with anything from a health concern to financial difficulties or the loss of a family member or loved one. Sometimes sympathy and understanding could be just what your workforce needs and a good manager should have the emotional intelligence to recognise this. You could implement policies and procedures that staff can follow should they need to discuss matters privately and in confidence.
By taking these three factors into consideration, you should succeed in understanding what it is your workers really want from you as an employer.