What do employees value – Part 1



Employees are motivated more by bosses who let their staff members know when they’re doing a good job and who advocate on their employees’ behalf. This appreciation is more important to employees than the prospect of getting a promotion or a cash bonus.

As per a recent survey, many workers said that when they’re analyzing a job offer, the most important factor is knowing whether management appreciates employees, while only a minor percentage  were most concerned with knowing how often employees were evaluated for raises.



Employee inclusion makes employees proud to be part of the organisation and want them to drive its success. If the organisation values are aligned with theirs, they feel motivated and enthusiastic and also want to tell everyone good things about the organisation.



Cultivating a high-trust culture is not a “soft” skill — it’s a hard necessity and a foundational element of high-performing organizations’ employee engagement levels. Trust is necessary for building elite performance. With trust, all things are possible – most importantly: continuous improvement and sustainable, measurable, tangible results in the marketplace.



Employee development is needed for employees to undergo various training programs to enhance his/her skills and acquire new knowledge and skills.

Adding increased challenge or responsibility is a proven way to improve job satisfaction.  In turn, worker productivity increases while turnover and absenteeism decreases.  An ambitious employee will feel much better knowing that he or she is steadily working toward a better position within the company.




The more autonomy employees had at work, the more satisfied they were with their jobs and the less likely they were to transfer or leave their positions. Personal autonomy at work correlates to lower turnover, higher engagement at work, and increased job satisfaction


Employee empowerment offers some significant advantages, such as employee productivity, responsiveness, and commitment.



Employee connection is important to reap the benefit of a dedicated, long-term team. Employees like leaders who relate to them, go out of the way to help them,   care about their personal life, show interest in their significant others, back them up with clients, be real and transparent with them, make time for them, create opportunities for new experience.



Employees respond to appreciation at work, especially when it’s expressed through recognition of their efforts because it confirms their work is valued. Rewards and recognition goes a long way and will not only make your employees feel good, but will actually benefit your business in the process with increased:  Productivity, Job satisfaction, Employee happiness, Retention, Loyalty & Team culture



Employees like successful leaders and managers who are willing to exercise their leadership in such a way that their people are empowered to make decisions, share information, and try new things. Most employees (future leaders) see the value in finding empowerment and are willing to take on the responsibilities that come with it.



Mentoring in the workplace can have long-term benefits as employees become more self-directed and develop stronger communication and problem-solving skills.  Mentored employees value collaboration and sharing of information, which can lead to a stronger organization.



Promoting from within can force an organization to develop core competencies for a specific role or group of jobs. This benefits the employee, who has a clear understanding of expectations, but it also benefits the organization, which has a good standard by which to measure staff performance.



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