Visit Our US Site
In the highly competitive world of business where enterprises compete with each other to sustain and grow, it is the quality of their human resource pool that determines whether the company is thriving or just about trying to stay afloat. As per a survey by Omam Consultants, a human resources consulting firm, the attrition rate for 2021 stood at 19%. So, if on one side, we may find employment opportunities drying up and a glut of aspiring candidates, there are scores of employees leaving their employers for greener pastures as well. As the quality of employees ultimately decides the success of an enterprise, it is worth studying the factors that can lead employees to stay. No wonder, there is a rush for organizations to feature in the list of “best places to work” published by Forbes, Glassdoor, and others. Let us find out the top traits that make any organization a great place to work.
Top Traits for any organization to be called a “great place to work”
It is ultimately workplace satisfaction that drives any employee to stay and go the extra mile. The top traits that enable any organization to be in the good books of their employees are:
#1. An engaged leadership: Employees should feel that the leadership team understands their challenges and has the same standards of quality for them. Even statistics prove the same with 83 percent of employees working at the Fortune 500 companies stating their leadership team exhibited the same values that are expected of them. This develops trust among the employees when they are confident that the leadership team practices what it preaches. An engaged leadership should be passionate about their role, be responsive to feedback, and work towards fostering a positive work culture.
#2. Set a clear benchmark for success: The success metrics should be clearly defined for every employee and followed to the T during appraisals. It is only when a company sets up and reviews clear monthly, quarterly, or annual goals for every stakeholder and department that the right things are set in motion. As a result, complacency gives way to passion and innovation. Timely reviews ensure employees understand whether their priorities match expectations. If needed, employees should be allowed to undergo upskilling and/or reskilling through a well-defined skill development program. Encourage managers to build suitable on-job plans for the professional development of employees. When employees know the benchmarks of success and how to get there, they are likely to give their best every day.
#3. Clear communication: For ushering in any change in the organization, the leadership team must delineate a plan of action and communicate the same. Open and timely communication can help build transparency and trust and ensures the rank and file are on the same page as the leadership team. It is important that businesses should undertake employee engagement surveys to understand the things that irk employees or make them happy and motivated. The insights drawn from such surveys can be used to communicate with employees to understand their perspective. This helps to implement organizational decisions smoothly.
#4. Timely feedback: Employees need timely feedback on the work they have done or are doing. This validates the quality of their work and makes them confident about going about their job. Without feedback, employees can become rudderless and frustrated. The feedback may be positive or if needed, negative. However, negative feedback should be communicated in a way that does not break their confidence and zeal for work. Employees should be acknowledged and if possible, rewarded for any good work that has added value to the company. Managers should be upfront in recognizing any talent among employees to keep them motivated.
#5. Empowering employees: To enjoy working, employees should be able to maintain a healthy work-life balance. Managers should ensure employees are not subjected to consistent work pressure beyond a reasonable threshold. Remember, quality and quantity do not always go hand in hand. If employees are saddled with a reasonable quantum of work, they can work to the best of their ability, innovate, and deliver timely outcomes as expected. Also, to enable employees learn and grow, they should be offered opportunities for training in new skills. This will help to increase the organization’s talent pool, retain skilled employees, and attract new ones.
Conclusion
The way for organizations to remain competitive and grow is by having a set of skilled, dedicated, and motivated employees. So, create an enabling culture where employees can speak their minds, understand what is expected of them, provide them the opportunities to grow, and duly reward for better performance. The mission, vision, and values of any organization can guide the employees to give their best.
