Slowly but surely, everything is returning to normalcy at workplaces.
Yes, we need to make adjustments for the new norms practiced. Of course, times are challenging. But the reality that you and I must accept, is that we have to redouble our efforts to get our teams together, concentrate on creating value for everyone, and make certain that our businesses or endeavours yield results.
For this, I reckon we need to re-visit some basics of what employers and employees want from each other.
So, what do employers want?
The National Association of Colleges and Employers (NACE) in the United States, in a survey some years ago asked employers to identify the most important attributes that they are looking for in new hires.
I looked at the analysis, and the traits are totally applicable in Malaysia too.
The biggest quality that your employer is looking for is problem-solving skills. In the survey, 82.9% importance was given to this.
This means that if you want to be valuable to your employer now, make learning this skill a priority. Neuroscientists have proven that your brain cannot find solutions if you focus on the problem. Therefore, you need to be solution oriented.
This is the biggest need for every employer.
Equally, you have to be competent to work in teams. Employers need orchestral musicians, not solo artists. No matter how skilled you are, you need be apt at being part of a team that creates beautiful collaborative music.
Next, good written communication skills are valued at 80.3%. In modern businesses, you will spend time writing emails, reports, and all manner of communiqués. Hone your writing skills because your employer really needs this.
Leadership comes in at fourth place. Don't be intimidated by this over-used term. It is simply a practical proficiency that shows your ability to guide yourself, others, teams or the entire organisation, towards meeting agreed goals. Read and learn about how to augment your personal leadership capacity.
And finally, employers covet team members with a strong work ethic. A work ethic is a set of moral principles that you use in executing your job. Have a solid code, and be grounded on this.
Now, what do employees want?
For the employers reading this, it is no secret that you have to get creative in recruiting, and retaining strong talent in current times. If you cognise these ideas below, you will be able to do both.
Multiple studies indicate that while salaries are not the biggest motivator for an employee, everyone wants to be paid what they are worth. You need to match expectations.
My recommendation is that you must know market rates. Then, list out your priorities, and be transparent with your entire team on what you will pay, in return for them fulfilling your expectations.
Aspirational earning is a motivating tool, so declare what everyone is earning. And, if there is a wage disparity, you better be clear why you choose to pay someone, more. The only acceptable justification is if you can demonstrate unambiguously that the people you pay more, actually do more.
Proper health insurance is next on the list. The worldwide Harris Polls organisation did research for Glassdoor, a website where workers anonymously review companies, and their management. It revealed that employees ranked this as the highest benefit they need. It's an investment worth making to incentivise your team.
Third, is for you to help your staff with their work-life balance. Deloitte's global survey on employee needs placed this almost on par with their salary. This is the reason why Amazon offers a 30-hour work-week for their team, and Airbnb gives employees an annual stipend, just to travel.
Maybe, things are different now in a post-pandemic world, but this principle of work-life balance has been thrust to the forefront now, hasn't it?
Next is the opportunity for advancement. Your employees need to know where they are heading. If you do not offer a clear growth pathway, they will not stay. The millennial generation is especially keen on this. Create a development plan for each of them. This will keep your team motivated.
And finally, you need infuse your employees with a sense of purpose. While they will see their salary as being vital, you need to understand that without a strong purpose drive, people don't perform at optimal levels. Your task is to inspire and engage your team to find their purpose.
Definitive research by the Centre for Workforce Development at Rutgers University show that 50% of millennials would take a pay cut for work that matches their own values. This generation seeks to work for companies that are socially responsible, and place great emphasis on having a positive impact on society.
Both employers and employees have had nearly 2-years to seriously think about what is most important for them in their businesses or careers. Before you go diving back to work, think deeply if you want the "same-old-same-old" or if you can recalibrate and come back with greater clarity and purpose.
Understand what is important for you and what adds the most value for each other!
Shankar R. Santhiram is managing consultant and executive leadership coach at EQTD Consulting. He is also the author of the national bestseller "So, You Want To Get Promoted?
The views expressed in this article are the author's own and do not necessarily reflect those of the New Straits Times
