Do You Like What You Do?

When you ask your employees what matters to them, what do they tell you? Besides compensation, what else are they looking for? What else matters to them? Do they like what they do?

Survey Results

In researching one of my upcoming presentations at the ENGAGE Conference 2023, I am struck by something that has developed over the past decade that cannot be ignored. Survey after study all reveal the same thing: employees are specific about what they want from their job, more than a paycheck.

Compensation will always be a high priority for workers. But a competitive, substantial salary and benefits are only one consideration for what is important to them. Three other factors are just as weighty as the dollars—even more so in some instances.

Three Satisfaction Factors

The evidence continues to reveal three factors that employees look for in their careers. The absence of these components leads to minimal effort, disengagement and attrition. Today’s workers say these are important, so firm leaders need to pay attention to what they want.

Meaningful Work. One factor that rises to the top is the desire for purposeful work. Employees want to know that their efforts and results matter. They want to experience the joy of investing themselves in something greater than themselves that benefits others. Boring, routine work is a barrier to this important factor.

Growth & Development. The programs and opportunities that firms offer have almost become a requirement. The natural desire to learn, progress and grow has always been there, but the consistency and magnitude of these initiatives have only increased in what employees expect.

Work Allows for Life. As a result Covid, McKinsey studies have found that over 60% of employees are thinking about their purpose in life. Just getting a good job isn’t enough. It has to accommodate their other interests and relationships as well. It’s less about balancing work and life and more about integrating the two so they work in tandem, not in opposition.

Leader Response

Firm leaders who are aware of the emerging needs of workers today will examine their programs, practices and policies to make sure they are attractive to the best and brightest. Some long-held perceptions and procedures will have to give way to the emerging profession and the workforce—very unlike the previous generations of firm life.

In the end, leaders must shape work to jobs that people want. Are you listening? What they want is a job that matters.