Posts tagged ‘headhunter’

What do employees value – Part 2




Research demonstrates that employees’ perception of fairness and equitable treatment is a core driver of workplace attitudes and behaviours, retention, engagement and performance.

The idea of fairness also determines if an employee will make an extra effort to reach organizational goals or even the objectives of his or her own job thus affecting the organization’s bottom line both directly and indirectly. Using process fairness, companies could spend a lot less money and still have more satisfied employees.



Employees desire for their employer and co-workers to treat them as if they have dignity and with respect and recognize that they have rights, opinions, wishes, experience, and competence. Respect can be indicated by both nonverbal communication and verbal communication means and how they compensate, recognize and reward you.

Respect breeds profitability, knowledge transfer and avoids workplace conflict



It is important to give employees directed at their specific abilities, thus bringing in a change in their routine and mundane tasks. Giving employees challenges means you convey your trust in their ability to them and help them develop new skills and attitude.


Career opportunities

Career development is essential for an employee to remain with an employer.  Training programs and opportunities for advancement within the company help.


Being heard

The more included employees felt the more innovative they were in their roles, and the more likely they were to go above and beyond the call of duty to ensure KPIs were being met.

Listening keeps communication open, builds rapport and trust, and enables all parties involved to move toward a common underlying interest.



Several employees consider benefits and job security as the two most important factors that contribute to their overall job satisfaction.


Flexibility of working hours

Flexible working arrangements are part of a modern workplace. Flexible work offers the potential for productivity gains and greater levels of employee engagement providing a deliberate and careful work-life balance.  Inflexible hours, especially combined with low wages, place demands on employees that leave them starved for time, both for themselves and for their families.

Simply put, strict hours are bad for business because they are bad for employees.


Clear goals and expectations

Even if employees feel energized and motivated, those who lack clear expectations and spend too much time working on the wrong things can’t advance key initiatives to create value for an organization. Employees want clear expectations and lack of clear expectations can cause anxiety and confusion in workers. When employees are focused on tasks that best suit their strengths, sales, profit, employee engagement and customer engagement increase, and turnover decreases.



Employees will always perform at their best when the environment is conducive to growth.” Growth includes financial growth, Career growth, Professional growth and Personal growth.  When growth opportunities are abundant and organizational doors open, employees work with considerably more vigour.  The most successful employers will offer continued growth and learning opportunities.



Delegating responsibility means you trust your employees with autonomy. Studies reveal this autonomy can result in a higher commitment to doing their best work first and benefiting your organization. So employers must empower their team.


How to retain top talent?

Recruiting top talent is not easy but retention is an even bigger process. After you put in the time, effort and investment to hire the best employees possible, you need to retain that talent. Employees want to feel valued. They want to be compensated well; they want to be challenged; they want to contribute to something meaningful; and they want to have a good work-life balance.


Let’s watch this video by peoplematters to see what top talent look for when they start working for an organization and to continue working there.