Written by Beatriz Santos
on 25 April 2019
T
here are many articles and blogs covering motivations of millennials in the workplace, what they enjoy and dislike, what makes them be loyal to their employers and why the look for another job somewhere else.
What happens with those young professionals that are not millennials? With those who were not born with tablets and phones but started using them when they were teenagers? These are the young professionals in their 30s and 40s who are currently shaping the workforce. Think about your company for a moment, how old was the last person that you have promoted? How old are the people sitting in roles with responsibility or building a career within your office? The employee probable falls into this age category, then it makes sense to analyse the people who are growing your company.
Employee’s expectations
The young professional now looks for more personalised support from their superiors or employers. Long gone are the days when employees were treated as nothing more than a cog in the chain, not being supported and just getting a salary in return. Employees now are multifaceted and looking for that positive culture in the workplace as well as career growth, mentoring and meaningful work.
The little things
Frequent communication between staff and top management; taking on board employees’ ideas; health benefits; good work-life balance and event taking short breaks help your employees to feel better in their work environment. It might seem petty, but these changes have proved to put up the engagement of employees with their company. This might need a little bit more of strategic thinking, but it is true that a happy worker will have a positive impact in both the culture and the productivity of the business.
Money is not king
Whilst it’s true that raising wages and bonuses make people happy, this is a quick fix that does not last for long. Many studies have shown that salary is not the most effective tool to motivate employees, but this doesn’t justify poor salaries or companies taking advantage of that to pay less.
Workers need to have a fair wage; freedom to be creative and to be proud of what they do and who they work for. Other factors that align with salary are staff should fee respected and secure.
Positive reinforcement
Creating positive reasons for engagement (employees building skills that interest them, working on new projects, etc.) instead of negative ones (employees threatened with layoffs, working harder and longer hours for a promotion, etc.), can not only boost productivity and improve retention, but it can also help to mould a solid company culture and employer brand for years to come.
But how to measure that employee engagement?
The easiest way to monitor employee engagement is through an appraisal application that gives a full picture of your staff and their capabilities. With the help of HR software, the questions asked can be tailored made to meet the employer’s requirements. With a comprehensive appraisal application, your entire company is kept engaged, informed, and always improving.
Studies have shown that happy employees are more committed, productive and innovative. By making sure you pay the necessary attention to your employees and treat them as they expect to be treated, it will be more difficult for them to change companies when the opportunity arises.
