It's no secret that times are changing, and with it, the expectations of today's professionals. Back in the day, a fancy job title, a decent paycheck, and the potential for upward mobility were enough to retain top talent. But in 2020, the pandemic-driven shift to remote work flipped the script on traditional employment models. Fast forward to today, and we're seeing a workforce transformed in ways we never thought possible.
So, what exactly are modern working professionals after these days? Well, it's no surprise that flexibility and the ability to work remotely rank high on the list. But it's essential to dig a little deeper and understand the driving forces behind these priorities. After all, finding the right fit for your next career move is crucial to your happiness and success.
In this post-COVID era, there are a few key motivators that truly keep people happy at work. Let's explore these drivers together and learn what you should be looking for in your next role.
Feeling empowered and trusted at work can directly impact how much effort people are willing to put in? It's true! In today's world of hybrid and remote work, people are looking for greater flexibility and autonomy, and micro-management just won't cut it anymore. That's where empowerment and trust come into play.
When a company gives its employees the freedom to control their own workday and have a say in important decisions, it can do wonders for their sense of purpose and motivation. And let's face it, who doesn't want to feel empowered and like they're making a difference in their job? In fact, according to Gartner, 65% of professionals are rethinking their work-life balance after the pandemic, and over half want to contribute more to society.
Empowering employees not only leads to higher job satisfaction, but it can also boost productivity and results. It's a win-win situation! So, if companies want to succeed in today's competitive job market, they need to prioritize empowering and trusting their people. It's the key to unlocking their full potential and achieving organizational success.
According to Gallup, salary and benefits have become the top priority for today's professionals when looking for a new job? In fact, 64% of workers say that it's a critical factor in their decision-making process. It's no surprise given the current competitive job market, where job seekers have the upper hand and can make bold demands, even during economic uncertainty.
But what exactly are people looking for in their benefits packages these days? Well, it's a mix of both traditional and innovative benefits that demonstrate a company's commitment to the wellbeing of their employees. Here are some of the most sought-after benefits:
- A competitive salary with retirement benefits
- A generous vacation package
- Wellness programs, including gym memberships
- On-site health and medical care, including mental health programs
- Flexible work schedules, including the option to work from anywhere
- Parental leave for both primary caregivers
- Equity or stock options
Of course, not all companies can provide all of these benefits right away. But even introducing a few of them can go a long way in showing your employees that you care about their wellbeing and are invested in their success. Plus, offering great benefits can also motivate employees to stay with your company and offset the high costs of recruitment. So, it's a win-win situation for everyone involved.
Development and Growth Opportunities
At the end of the day, it's not just about finding a company to work for but also finding a place where you can grow and thrive. People want to know that there's a clear path for their personal and professional development within a company, and that's a big factor in their decision to stick around for the long haul.
Having a clear growth trajectory is essential for personal fulfillment and a sense of accomplishment. It also boosts retention and employee satisfaction when people can see their long-term place within the organization. But how can companies nurture this sense of personal growth and purpose?
The key is to create opportunities for learning and development. This can come in the form of lectures, mentorship programs with more experienced colleagues, and online or in-person courses. Providing an annual learning and development budget that employees can use to purchase their own development programs is also an excellent way to empower and invest in your people.
By prioritizing personal growth and development, companies can create a sense of purpose and motivation that keeps employees engaged and committed for the long term. So, if you want to attract and retain top talent, make sure you're providing ample opportunities for learning and development.
Personal Life vs. Work Life Balance
It's not just about balancing work and life, but rather prioritizing life first. After all, work should support your life, not the other way around.
The post-COVID world has shown us that working from an office five days a week isn't necessary for quality work. And working remotely doesn't necessarily mean a decrease in productivity; in fact, it can boost it! Giving people the flexibility to work from home or anywhere they want in the world is essential for today's workforce.
But life-work balance is about more than just flexible working hours. It's about creating a culture that supports the needs of your people. By listening to them and understanding their needs, you can build a work environment that promotes wellness, reduces burnout, and fosters trust.
To make your people happy and productive, it's crucial to give them what they want and need.
Understanding the desires of modern professionals is the key to building a successful and inviting work culture that people want to stick with for the long haul. By providing progressive benefits, flexibility, and trust, you can keep your employees satisfied, productive, and competitive in today's job market.
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