An interesting survey carried out by market research firm
Ipsos in 2022 found that around 76% of employees were satisfied with their
current jobs. However, the same survey found that 58% were either actively
looking for new positions or were open to new opportunities.
What this shows is that many people are actively looking
for improvements and meaningful changes in their current working situations.
As managers, what does this mean for us? What can we do to
ensure our teams are fulfilled and willing to contribute their best efforts to
the roles they are playing? Here are five tips:
1) Put quality of life as a priority for team
members
Yes, compensation is still important, but be aware that
employee well-being and other benefits play a vital role in the overall
satisfaction of people in the workplace. You want to ensure you understand what
team members value most in their jobs. Dan Pink wrote that, after the key issue
of compensation was dealt with, the three main drivers of motivation are a)
Autonomy (having the ability to do the job in the way they want to do it), b)
Mastery (the ability to get better at doing stuff), and c) Purpose (Working for
a company that has an inspiring reason for existing, so people feel they want
to be part of something bigger and better)
2) Agile working practices
People have emerged from the pandemic with different
priorities and a changed perspective on what ‘work’ is about. We need to assess
what these changes are for our business and its implications for future work.
Companies that have become more agile in their processes
will attract the talent needed to take them onto the next level of competition,
so think how you are embracing agile thinking in your areas of responsibility
3) Encourage autonomy and flexibility
Another way to keep your team engaged and satisfied at work
is to encourage autonomy and flexibility. You can do this by giving them the
freedom and responsibility to make decisions, manage their time, and choose
their work style and location. Autonomy and flexibility help your team members
feel empowered and trusted and allow them to work in a way that suits their
preferences and needs. They also help you promote innovation and creativity and
adapt to changing circumstances.
4) Build opportunities for career progression
The younger generations (generically speaking) have a much
greater emphasis on where their job is taking them, career-wise, than previous
generations. Think of this as ‘progression’ rather than just ‘promotion’. Being
able to assist team members in their development and growth will not only help
them, but also you as a department and company. The ‘power skills’ that will be
needed in the future include things like quality communication, leadership,
critical thinking, agile thinking and problem-solving. The more you immerse
your teams in these key future skills, the greater their propensity will be to
see their futures at your company, rather than having to move on to achieve
them.
5) Build relationships and culture
A fifth way to keep your team engaged and satisfied at work
is to build relationships and culture. You can do this by creating
opportunities for social interaction, collaboration, and fun, such as team
meetings, events, or activities. You can also foster a sense of belonging,
identity, and purpose, by sharing your vision, values, and stories, and by
involving your team in decision-making and problem-solving. Relationships and
culture help your team members feel connected and engaged and create a positive
and supportive work environment.
Managing teams is difficult work. It requires commitment to the team and being
both intuitive and a good listener. It
requires excellent communication skills, and a lot of patience. By focusing on
employee retention, organizations can achieve increased performance, higher
motivation and improved outcomes.
