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How important is workplace culture to your success and satisfaction
at work? People need to be just as discerning about an organisation they
choose to work for as companies are selective about who they employ, says
Sue Simons, National Manager of Jobseek.
Let's say you've been offered jobs by two different organisations. Both
jobs offer appealing future prospects and great working conditions. While
the salary packages are similar, the first job provides health insurance
as part of the salary package, while the other only promises health insurance
after the first six months.
Which do you take? The tendency by new entrants into the workforce would
be to snap up the job that offered the largest benefits, but beware. Decisions
based purely on financial considerations are not necessarily the wisest.
Many a candidate has discovered this to their detriment.
In fact, the key reason for employees leaving organisations has little
to do with salary dissatisfaction and is more about an incompatibility
of goals, indicating a huge shift in the reasons behind people changing
jobs. Money is no longer the key determinant. Issues such as a motivational
work environment, a compatible work culture and an appropriate work/life
balance are more important than money.
If the 90s was the decade of the customer, the next 10 years will see
a growing focus on employees. Leading companies, both in Australia and
overseas, are recognising that their business goals and the personal needs
of their employees need to coincide and that jobs must deliver value to
employees beyond pay and benefits.
In today's talent-strapped work environment, being an employer of choice
has become a key imperative for organisations!
Choosing the right employer
Before making your final choice, consider the "Employer of Choice"
checklist. Research the answers to the following questions, and you will
be able to form an idea about the compatibility of an organisation to
your own preferences and needs in a workplace. Don't be daunted, the checklist
is just that - a checklist - not a detailed and exhaustive examination!
Does the organisation know where it's going?
It's essential that you find out where the organisation is heading. What
are its goals and aspirations? What sets it apart from its competitors?
Joining an organisation that has no viable growth strategy is a "death
sentence". Unfortunately, these organisations are awful places to
work for - morale is low, direction changes by the minute, and meanness
and tightness replace prudent cost management.
What is the quality of leadership?
Quality leaders not only have the strength of character to make the tough
decisions but they also inspire their staff. They are prepared to "walk
the talk" and win the hearts of employees. At the end of the day,
they make others want to follow them.
Are employees genuinely committed to the organisation and its goals?
Employee commitment is often the yardstick to a healthy organisation.
Happy and committed staff usually means a strong and viable organisation.
Does the organisation have the capability to satisfy customer requirements?
There is a direct link between customer satisfaction and employee commitment.
Does the organisation in question understand and implement the things
important to their employees?
As we spend most of our waking hours in the office, our work environment
needs to be physically and motivationally attractive. It needs to reflect
the fact that organisations value their employees.
Does the organisation have the work culture you're comfortable with?
While this may seem an odd prerequisite, it is amazing how often people
leave organisations because of incompatible cultures.
For example, in a company that has a sales culture, people with a research
and development focus can expect to be frustrated in that sales culture's
focus on short-term efforts, rather than longer-term solutions.
Is talent genuinely identified, utilised and developed and are employees
provided with some sort of career-path?
One of the most frustrating experiences any employee can have is feeling
under-utilised and directionless. This can be the major cause of resignations
and of staff being snapped up by the competition.
Is there a direct link between business success and personal success?
All employees like to feel they financially have a share in the success
of the organisation - usually through incentive schemes such as "bonus"
payments and share plans.
Is the need to balance work, life and family recognised by the employer
and are these policies implemented and practiced?
Busy demanding jobs need to be compensated by flexibility to ensure healthy
recreation and personal growth, including family and relationship commitments.
However, the nature of what is important in the work/life balance varies
in the stages of employment. For example, for younger employees getting
some leave to travel overseas may be important; for people with family
responsibilities, having flexibility to attend to family needs may be
paramount. For older employees, a flexible working week to fit in a golf
game may be important!
Ultimately, is your resume going to be significantly enhanced by
working for the organisation in question?
Studies have shown that employees now recognise that "cradle to grave"
employment with one employer is very unlikely. Therefore, the modern resume
is a more complex document than its predecessor. Most employers like to
be able to see some kind of career path or pattern, however lateral, in
the diverse roles that you may have undertaken in the duration of your
career.
Finding the answers
In finding the answers to the employer of choice checklist, you should
make a list of people who are either directly or indirectly connected
with the company in question. When making enquiries, remember to be discreet
and not to jeopardise any confidentiality associated with the appointment
and selection process.
It would also be worth your while to tap into your potential employer's
website or access company information via the Internet. Services such
as Reuters could also be handy in obtaining useful company data. Seek
out literature and publications and read these and assess the messages
they are sending.
Utilise the interview process effectively. Remember that an interview
is a two way process and prepare thoughtful questions that expand on your
research to date and fill in any gaps. Remember also, that the person
interviewing you is also an employee, someone who must function in the
organisation on a day-to-day basis. This is your chance to gain their
insight into the workplace culture.
Finally, don't hurry your decision and do your homework properly before
making that all-important choice.
by Sue Simons, National Manager,
Jobseek, a division of Drake International.
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