Why Traditional Perks Don’t Cut It Anymore for Job Satisfaction in 2023
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Employer of choice is a term that we hear a lot these days. Businesses are constantly striving to introduce initiatives and stay ahead of the curve, so they are deemed desirable by candidates and keep their employees happy.
Job Satisfaction in the Modern Workplace
In 2023, job satisfaction has become a paramount concern for professionals, with impactful world events and technological advancements accelerating this trend by altering people's perspectives and purpose. As a result, job satisfaction has surged in importance as individuals seek meaningful relationships with their organisations, aiming to move beyond mere satisfaction or compliance with minimum performance expectations.
Considering this factor, leaders must prioritise values, missions, and goals beyond profits to include global and community awareness and contributions. By fostering a workplace culture that promotes social responsibility, organisations can create a compelling environment that attracts and retains top talent.
What Employers of Choice Do Differently
The concept of an employer of choice is intriguing, but what does it mean in practice? Essentially, it requires leaders to look beyond the usual markers of employee satisfaction, such as meeting basic needs, to achieve the desired organisational outcomes. For employees, minimum expectations involve having a safe working environment, access to the tools and resources necessary to perform their jobs efficiently and being treated fairly.
For an organisation to be an employer of choice to both current and potential employees and thrive instead of just survive, employers and leaders need to offer the following three in their processes and culture:
Allow employees autonomy on the job.
Provide learning and growth opportunities on an ongoing basis.
Demonstrate how each employee’s work impacts on the larger organisational goals.
A robust sense of engagement among employees has a spillover effect that creates a greater sense of purpose, intentionality, and inspiration. As such, leaders should prioritise employee engagement to motivate and retain talent effectively.
The Link Between DEI & Job Satisfaction
Job satisfaction also looks different nowadays because Diversity, Equity, and Inclusion (DEI) have become crucial for businesses and will remain at the forefront of organisational changes.
The connection between DEI and job satisfaction is strong as DEI encompasses three distinct components that cover the entire employee lifecycle and is not just limited to being a program or policy. For employees to experience job satisfaction, it is crucial to have inclusive practices embedded in the organisational culture and have accountability for those practices. Without prioritising and intentionally working towards DEI, employees may not achieve the same level of job satisfaction.
Here is how DEI and job satisfaction are interconnected:
Diversity
The advantages of being represented in an organisation are significant. When employees can see themselves reflected in leadership positions, it fosters a greater sense of engagement with their roles, teams, and the organisation as a whole, ultimately resulting in enhanced job satisfaction.
Equity
Equity in the workplace requires employees to have a genuine sense of being treated fairly in terms of compensation, access to resources, and other areas of the employee lifecycle. When employees feel this way, they tend to be more engaged, and connected with the organisation's values and objectives, ultimately leading to higher job satisfaction.
Inclusion
Establishing an inclusive work environment is a vital component in achieving job satisfaction. When employees feel accepted for who they are, regardless of their dimensions of diversity, and are given a seat at the table, they are more likely to be engaged and committed to the organisation.
The Bottom Line for Leaders
Leaders need to stay up to date with the changing HR landscape. However, understanding the significance of creating a workplace culture that values treating people like human beings does not require expertise. Ultimately, if leaders prioritise and implement this approach, it can greatly impact job satisfaction in 2023 and beyond.