Employee Satisfaction: Looking Beyond the Dollar Sign

Employers have different ideas on employee satisfaction. It can be taking team building to the next level, also thinking of creative ways of decorating (or renovating) the office. It should ensure productivity, yet employees might see it differently.

The question of how much you would get paid could get many Americans uncomfortable. Blame it on the economy. It should come down to decent pay. After all, an employer couldn't be considered a good one if employers won't be rewarded (or paid well) Pfizer reviews its salary packages on an annual basis while CGI would give its employees a chance of becoming stockholders. It comes down to a sound base salary, which seems attractive to a potential staff. Or isn't it?

If you ask the same question to employees on the other side of the Atlantic, then the responses may surprise you. It seems unthinkable to implement a four-day working week. There are some professionals who plan to quit the rat race, but not to prepare for early retirement. Remote work is becoming a reality while some would take it a bit too far. (News about young professionals leaving the corporate world for a nomadic lifestyle would be false news to you.) There's no substitute for hard work, which your parents (and grandparents) have taught you, yet technology would change working habits. You don't want to cite isolation, yet this could be the case for some people. (There's more to life than being a couch potato on weekends, yet you wouldn't dare to plan your summer getaway. You're thinking of retirement.) More employers see the long-term benefits of allowing a little flexibility in the workplace, which should keep employees from burnout. What else?

More employees are looking at the demographics of the company. It should be foolish to assume that the benefits would be the same for everyone. Gym membership, dining cards, and cycling schemes would remain unchanged. Is there more to it?

5 Things That Catches the Deal

What is the right culture and environment for you? There's nothing wrong about being selective about the people you want to work with. You must make sure that you're more than a perfect fit, though. It's not too different from asking for a higher base salary, as your resume must show that you can handle all the tasks that come with a higher salary. You may or may not figure it out during the interview, yet you should have a first impression during your first visit to the company. If it's a phone (or Skype) interview, then you may visit the office (before deciding on the job offer).

Freedom to drive your career. This is rather a balance act, as you would learn what would become of you. It should be natural to strive for what you want, but this is about collaboration. There are people behind you, if not working alongside with you, who would be responsible for your success (or the lack of). Some would argue that this could be the only thing that would determine employee satisfaction, and there's truth behind it.

Benefit package must cover security. You don't want anything less, yet some companies would make it up for the security. It would be insurance that should cover critical illness (or accident from any kind of circumstance). You might be thinking of pension, which can be given to you. The air must be cleared out before you accept the job offer. You're not naive to assume that you can ask anything without a return. Employer's expectation must be cleared before signing up.

How about inflation? Your salary may (or may not) be affected by inflation. The economy would be a factor, which you should be clarified during the job offer. If you don't have a clue, if not vague about the details, then you must do a research on it. Don't be shy to ask anyone from your network. It must not be a soon-to-be ex-colleague, though.

Is there a childcare voucher? If you happen to be an employee who is expecting a child (or a family sooner or later), if not someone with a young family, then you don't want to worry about childcare. But you would. Some employers have empathy, such that they would be the first one to ask you about childcare. You wouldn't too foolish not to admit (that you need help), but you're aware of one thing. It shouldn't get in the way of delivering the goods when it matters.

Individual Circumstances to Talk About

You might be coy to talk about individual circumstances during the interview, but it’s all about timing. There’s nothing written about it in a guide book, so you would know your cue during the interview itself. Pay attention to what the recruiter is saying, if not anticipate what the recruiter would ask in a few minutes or more.

This subject matter could be brought up during the job offer, which might be the perfect time to do it. Disability would be obvious, but it shouldn’t be taken lightly at all. Employers wouldn’t insist their way, yet you must be prepared for a compromise. Make the most out of your network if you want to know more. Best of luck to you.