The Drivers of Employee Satisfaction
The FT has just published its Best Workplaces 2004 study.
The findings show that the most admired companies consistently
do well in four areas:
Respect – People are shown respect by the organisation
and also on a peer-to-peer basis as well. With respect comes
trust, and feeling you are trusted counts significantly
towards your self esteem.
Work-Life Balance – This doesn’t mean employees are
looking to ‘only’ work their contracted hours. What they are
looking for is some give and take, whether that’s around
family crises, personal illness, or getting the washing
machine fixed. The feeling that the organisation can ‘flex’
its policies on a fair basis counts for a lot.
Pride – People want to feel proud of where they work.
That pride might be connected to some work in the community,
the way customers or employees are treated, or their work
environment.
Job and Skills Advancement – People want to feel that
as individuals they are developing and their organisation is
facilitating that development.
All these themes connect to one thing. An organisation that
has a sense of its own identity, what it stands for, and how
its people fit into their vision. At Predaptive we’ve
developed a ‘quick test’ that gets at the drivers of becoming
a great place to work. Organisations that demonstrate the
seven attributes outlined below tend to be places where
employees want to work.
- A coherent vision and a consistent approach to working towards it.
- Values based.
Personality based businesses tend only to build cohering
teams around the personalities, being values based means
the personalities are transcended.
- Customer Driven. A
genuine and verifiable approach to firstly meeting
customers needs and wants in a formalised way and then
empowering people to exceed those expectations as they
see fit.
- A functional, self
confident (never arrogant) management team
that demonstrates real leadership behaviours.
- A balanced scorecard
approach to measures and objectives that takes a medium
to long term view.
- A preparedness to take
the tough decisions, early and as fairly as
possible.
- An organisation which
wants to stay ahead of its sector’s learning curve.
Yes it makes mistakes, but it always tries to ‘fail
forwards’, taking something positive from the error and
making some new connection or testing another insight.
If you’d like to find out more about Predaptive’s work in
this area please contact:
Lynn Joy
t: +44 (0) 1789 734333
f: +44 (0) 1789 734401
e: lynnj@predaptive.com
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