One of the biggest lessons learned from the pandemic came from an unexpected place. In the wake of managing the public health crisis, hundreds of thousands of people either found themselves working from home or laid off with no clear timeline for when they would return to work.
Millions more work in conditions that risk their health without any form of hazard pay or benefits to support them in case of illness or emergency.
Thanks to the federal unemployment benefit booster, Americans who had been forced to make ends meet on the minimum wage of $7.25 an hour found out what life could be like earning $15 per hour (which is still not enough to rent a two-bedroom apartment in more than half the country).
At the same time, people who were spending nearly an hour every day commuting realized that much of their job can be performed from home, saving that precious time for their family, friends, and hobbies.
This shakeup in the working world led to a wave of dissatisfaction and anger.
On the heels of this realization came the latest wave in the labor movement, dubbed the Great Resignation. Simply put, people have had enough of inadequate worker protections, poor work-life balance, and precarious employment conditions and are moving on to greener pastures by the millions.
While the focus has remained primarily on the kinds of jobs people are not interested in and why they are resigning, understanding the kinds of workplace cultures that give people a sense of purpose and motivation is key to improving conditions for all workers. What do the workplaces that employ the 48% of Americans who report high job satisfaction do differently?
Empathy
While a study on workplace empathy showed that nearly all employees value this trait in a company, very few workplaces actually practice it.
According to its textbook definition, empathy is “the action of understanding, being aware of, being sensitive to, and vicariously experiencing the feelings, thoughts, and experience of another” (Merriam Webster).
Any workplace that aims to show empathy in a meaningful way must reflect this trait through its actions and policies. Far too often, employees are simply relegated as numbers or bodies on a shift.
Companies that fail to recognize employees as living, breathing human beings with an inner world and emotional needs are prone to the type of decision making that leads to dissatisfaction, burnout, and eventually turnover.
Employees need to feel like they can bring their whole selves, including their areas for improvement, into the workplace. Celebrating accomplishments and offering opportunities to give and receive feedback are all vital to understanding what each employee needs to thrive.
Autonomy and Flexibility
In the workplace, autonomy and flexibility go hand in hand. Employees who have decision making power over their own tasks and schedules can also arrange their workday in a way that best suits their strengths and needs.
Workplaces can grant more autonomy by leveraging technology. As businesses adapted to remote work setups, employees and managers used project management systems to keep in touch and track project progress. These systems enable employees to collaborate asynchronously, an indispensable trait for employees juggling multiple responsibilities at once, whether that includes managing chronic illness or supervising children who are also learning from home.
Autonomy has become a major sticking point for employees. A recent survey published in Harvard Business Review found that nearly 9 out 10 skilled employees prefer positions that are location-independent with flexible schedules. The ability to create a work/life balance is so enticing, that many workers would take a paycut to do so.
Fair Pay
Employees may take a paycut for more flexibility or a healthier work environment, but they still want to be paid. Ongoing financial stress is a productivity killer. How can someone do a good job in the workplace if they are up all night worried about bills, or unable to afford to pay even the most minimal unexpected expense?
Paying workers a fair wage sends a clear message that each individual’s contribution is respected and appreciated. Generous benefits, such as student loan assistance, comprehensive health insurance, and paid family leave also lessen an employee’s financial burdens.
So, how can companies create a workplace culture that loves people?
Listen:
Give employees the ability to shape policies and the direction of the company. Use this feedback meaningfully by making informed changes.
Trust:
Build a company culture based on mutual respect and trust. This is reflected through practices that encourage autonomy, decision-making, and flexibility.
Support:
Companies derive their value from their employees. Policies that return the favor through achievement recognition programs, professional development, and robust paid leave programs demonstrate clearly to employees that they are appreciated and valued.
