Excitement, happiness, apprehension, anxiety, nervousness, confidence — we all go through these mixed emotions when we take up a new job. Whether it’s our first or third, it is perfectly understandable to feel this way. After all, a new job means new responsibilities and new challenges in your life.
Irrespective of the job, organisation, or social surroundings, every employee has certain expectations from their employer, peers, and the workplace. Needless to say, monetary benefits are important for attracting and retaining employees, but there are several non-monetary aspects that determine their job satisfaction and overall performance.
We all want to grow in our professional lives and take up challenging roles in the course of our careers. Employees look for growth opportunities in the company, not just in terms of their designation but also individual learning and skill development. They want a well-deserved and natural progression from regular execution tasks to long-term strategic planning. Nobody sticks around in a job where there is no career growth, and employees will quit if they don’t see a bright future.
The motivation to perform well in a job is the recognition that follows. People want to work in an environment where their efforts and hard work bear some fruit. Appreciation from senior management, respect of subordinates, and encouragement from fellow workers positively boost the morale of employees and drive them to perform better. However, the zest to do well can get affected if there is no mechanism to recognise well-deserving employees.
Employees like it when their clients, superiors, subordinates, and fellow beings entrust them with responsibilities. It makes them feel wanted and gives them the feeling of belonging to one team, of working towards achieving a common objective. Tasks that are aligned with their skill sets and that challenge them to think differently are more attractive for employees than unrewarding job profiles.
Employees hope for a fulfilling two-way communication process with the management as well as their peers. Employees expect initiatives like open-door policies, informal team discussions, brainstorming sessions, feedback interviews, team outings and so on, as these facilitate better functioning and increase productivity of the employees.
Employees need to have clear, well-defined roles and responsibilities. They require themselves to be aligned with the goals of the company so that their performance is driven in that direction. Rather than keeping it as a one-off thing, periodic reviews and upgradation of goals and expectations are more beneficial for both the employees and the organisation.
It is encouraging for employees when their workplace offers them flexible working hours and conditions, especially in the case of would-be or new mothers, employees who suffer from medical ailments, or those whose dependents are ill. Every employee wants a harmonious balance between personal and professional lives and they appreciate if companies offer them flexibility in terms of work hours.
A dynamic, challenging environment is more likely to keep employees motivated. Efficient systems, HR practices, grievance redressal mechanisms, and hygienic working conditions make an employee feel confident and encouraged to work. The kind of colleagues and the ambience of the office also have an impact on their performance.
Employee expectations have moved beyond monetary rewards to more fulfilling job profiles. Organisations must embrace this change and attempt to meet these needs to ensure maximum employee retention.