Foster better employee motivation by recruiting the right people
The solutions to the problems posed by job motivation vary according to the employer. In less severe cases, the passage of time can be sufficient for situation to resolve itself. Unfortunately, the risks inherent to a lack of staff engagement often force employers to intervene. There are a number of possible approaches to the problem, from methods aimed at improving the emotional climate and team spirit in the workplace, to social activities and team building, to more targeted support plans designed to help employees be more fulfilled in their work.
These solutions can be an effective way to boost the motivation of existing staff, but they usually don’t address more intrinsic problems that could have been detected right from the outset of the hiring process. This is where ComparJobs can provide an effective solution to the problems of work motivation.
When creating ComparJobs, we examined the reasons that lead employees to either keep or leave a job. We wanted to understand the elements that influence workplace satisfaction, and 9 criteria emerged as a result our research:
- Vacation and benefits:
- Distance and travel time:
- Values of the immediate supervisor:
- Affinities with coworkers:
- Work environment:
- Types of tasks:
- Professional challenges:
Although it is not the only important element to consider, the financial aspect remains central in job satisfaction. What are the employee’s salary expectations? Do they believe they deserve more than you are offering? Will they try to negotiate for a raise? Is there a chance they will look for more money with another employer?
This is an oft-overlooked factor in job motivation. How many weeks of vacation time does the employee want? What kind of benefits do they expect to get? Will they be satisfied by the conditions you offer?
Everyone wants to find a balance between their professional and personal lives. What are your employees’ ideal availabilities? Will your scheduling suit their needs? Will scheduling become a source of conflict and absenteeism?
The employee’s perception of the amount of time spent at work is not limited to scheduled hours. Travel time must also be considered. Does the employee have a tolerance for traffic? Is he or she willing to travel by public transport? The daily commute can cause many delays and become a source of frustration and discontent.
This is one of the most important measures of job satisfaction. In many cases workers do not leave their jobs - they leave their boss. Does the employee share the employer’s professional values? Is there good chemistry between the employee and his immediate supervisor?
With all the time spent at work, employees often see their colleagues more than their family and friends. Our research shows that the relationship with colleagues is one of the most important factors in job satisfaction. Employees often create lasting friendships with colleagues. It is important that they fit in with their team and that they share common interests.
Whether on a conscious or unconscious level, the physical work space has a direct influence on employees’ motivation and satisfaction levels. This includes not only the actual indoor work environment, but also the neighborhood where it is located. The work space is also a living space that has a direct influence on mood and productivity.
Although a job may seem very interesting on paper, in practice, work is often broken down into a multitude of tasks repeated daily. Are your employees motivated by their daily tasks? What is the distinction between being capable of doing the work and truly wanting to do so?
Often identified as one of the most important factors when it comes time to change jobs, the level of professional challenge is central to employee motivation. Are you taking full advantage of the skills, training and experience of your employees? Do they sincerely care about your mission and field of endeavor?
On the basis of these nine measures of job satisfaction, ComparJobs has developed a tool to evaluate the expectations and requirements of each candidate as compared to what is offered by the employer. This test is simple and easy to fill out, and quickly identifies potential sources of satisfaction and dissatisfaction for each candidate. This makes it easier for employers to select candidates with the right profile for the available position. This safeguard allows recruiters to select employees who will:
- be better integrated into their new team,
- be satisfied by the conditions, tasks and work environment,
- have less reason to look for another job and keep their position longer as a result.
In short, by building a team of people who will be happy to work in your organization, you will increase your chances of having loyal, motivated employees.