But there are other things that we need to look & check for in an organization before we agree to join. These ‘other’ things might seem insignificant while joining discussions, and we may not even consider them as factors that influence our decision.
We are so disengaged, with our current job and company, that the sheer fact that someone is willing to employ us for a higher pay, is lucrative enough to blind us from making a right decision about the next.
However, once we work for a few weeks, once the ‘honeymoon’ is over, these factors take higher prominence and influence our quality of work on a daily basis. Salary is not one of it. Our daily work effectiveness is influenced by these “other” factors and play a significant part in our engagement levels. Here are a few I can think of.
59% of employees in a recent survey by the US department of human resources rated this as their primary concern. When hiring someone, the talent acquisition team, presents their best image, to attract talent. The real culture of the organization is not in its policies and scripted answers by the hiring team.
Today’s technology allows us to understand what really goes on inside. Glassdoor, or facebook pages, give us insights and information about the company, and sentiment among its people. It is better to check them before you sign the dotted line. If you have some friend you trust who already works in the company, it is an added bonus.
Look for trends on how people working in the organization are growing on LinkedIn. They are sure to update their profiles on LinkedIn every time they are promoted. The speed at which people get promoted or change jobs, will give us insights into growth opportunities. We can also find out the level at which people are moving away from the company. This will tell us the maximum, limit of designations people get promoted.
Does the company, promote learning, and up-skilling? Is there a company sponsored Industry certification program? Does the company participate in industry conferences? Publish white papers? All these can be answered from the company’s web page, or its digital footprint
An organization that invests in its people promotes learning, is trying to establish itself as a subject matter expert, is usually well toned and will have a better scope to grow.
Today’s employees need to juggle between, work, personal life and social presence. At the same time in the same 24 hours, we had during the industrial revolution. Unless our job requires us be at the desk for the time, we should have the flexibility to choose, when we work best and are most productive. Being flexible to employee’s time demands, is a key indicator of the company to show how serious it is about employee engagement & well-being.
Check and double check the wellness benefits like insurance. Most organizations have standard Insurance plans. Apart from insurance, professional counselling services, membership to gyms or sports clubs, are perks we should not side step. They add a critical component to your social status and can help you significantly with networking opportunities.
As young and aspiring employees, we get carried away with the salary number. However, our career and engagement with the organization is dependent on these other factors. While it is important that organizations take the required steps, it is equally our responsibility to verify and validate these aspects.
In today’s talent management ecosystem, employees look for payroll packages customized to their needs. Organizations recognize this need for an individualized experience, instead of a one size fits all approach.
What according to you are other factors that need to be considered before signing the dotted line?