What Employees Want From Their Employers

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Employee and employer relationships are changing substantially. If you’re an employer, you have to be aware of those changes! Does that mean you should provide standing desks, onsite gyms, flexible working hours, and paid tropical vacations to all your workers? Or are your employees simply looking for improved employee-employer relationships? Keep reading to find out what employees want from their employers!

A Job With Clear Expectations and Goals

From the get-go, employees want a clear and coherent understanding of your expectations. When considering what employees want, employers must provide candidates, new hires, and long-term employees with the right information relating to their on-the-job responsibilities.

Too many employers believe that they can squeeze in a few extra responsibilities while hiring someone. That way, they can get more work out of their employees for less money. This tactic is an incredibly common one. It demonstrates a poor commitment to employees. When you start a new employer-employee relationship, it’s vital to be clear with your team members. Try to do this on a one-on-one basis and also through meetings with your entire team.

Furthermore, many employers believe that this should be a one-time thing. However, while you shouldn’t micromanage your employees and direct their responsibilities all the time, you have to inform them about your expectations frequently. You’ll see the most successful results if you try this in the form of monthly or quarterly meetings.

Rewards and Recognitions

Modern employers need to accept the fact that employees need praise on a frequent basis. Refusing to reward or compliment your employees because you think it will make them lenient is definitely the wrong approach.

Actually, if you make people feel good about their work, you’ll give them a sense of purpose. They will want to work more and will strive to outperform themselves. One way to do this is through frequent communication in your working environment. This can be done during group or one-on-one meetings, text messages, or emails. You can recognize the effort of your employees and congratulate them on doing a good job. You can encourage your employees’ creativity, working abilities, and behavior.

However, employers will need to learn the proper ways of providing recognition to the individual employees and their entire team. Finding the most effective approach will minimize office jealousy and will reduce favoritism.

Transparency About Things That Concern Them

Aside from objectives and responsibilities, you and your managers will also need to be transparent with your team. This may sound simple, but it’s actually not so easy to keep a team of multiple individuals informed.

To improve office dynamics, you will need to find the most effective method to communicate. That applies to your team as well as your individual employees. You can schedule daily or weekly meetings or even phone conferences to make employees feel better. When it comes to one-on-ones, you can meet your employee in person or have a conversation with them through emails or texts. Still, try to remember that distance can lead to poor communication. In most cases, communicating negative news should be done in person.

What’s more, most studies show that leadership communication is the poorest across the board. This fact is another reason why you should work on your communication approach. In fact, leadership and employee communication are essential because it puts your employees on the right track. That applies to both positive and negative communication. Without it, your employees may not know if their work is sufficient, if it over-performs, or if it doesn’t satisfy your requirements. Keeping your employees in the dark about this, along with many other office-related matters, is definitely not encouraged.

Clear Career Path and Growth Plans

When it comes to what employees want from their jobs, growth plans are incredibly important. Regardless of your employee’s position and occupation, you have to provide room for growth. Most highly engaged employees are not interested in jobs that do not allow them to advance.

For one, most people do not want to be stuck in only one job for multiple years. Also, your employees will be more likely to move on and find better work. If you don’t provide growth plans, you will also create confusion among your entire team. Moreover, the productivity of your team and your individual employees will drop substantially.

So does this mean that you should give your employees big raises and promotions every few months? Unfortunately, you can’t allow your employees to advance indefinitely. The top talent can only advance so far until there’s no more room for growth in your company aside from the CEO’s chair. You have to find the balance between money and career growth that your company can offer. You’ll also need to recognize which of your employees have chosen you for a steady job. How should you reward those who are just trailing along and using your business as a temporary fix to earn some money or get ahead?

To further complicate things, this is a sensitive subject as all employees should be treated equally. However, there’s no clear-cut policy on growth plans. You will need to determine your company’s growth opportunities on your own or with your HR department.

Set Employees to Succeed, Not to Fail

Let’s face it, getting a new job can put a strain on most people’s mental health. While we’ve seen many changes in employee-employer relationships, most people are still terrified of their new or existing bosses. Candidates are still scared of job interviews, and employees are afraid of failure. The reason? Well, most businesses are still strict towards their employees. They do not provide fair treatment. A lot of higher-ups, bosses, and managers still take a negative approach with their employees and set them to fail.

For example, employers may not recognize that hardworking employees take pride in their work. They could accidentally or purposefully ruin an employee’s motivation by not believing in their success. Another example relates to office changes. Most employees appreciate an earlier heads-up in case of any work changes. Also, proper training that sets employees up for success is vital. Ignoring all of those examples will set your workers up for failure. It will create mistrust and poor performance.

Plus, it will ultimately lead to unsuccessful employee retention. Your employees will grow tired of their work or the way you treat them. Then, they’ll move on to something better. This final tip is perhaps the most important. It creates a better working atmosphere and healthy, nurturing dynamics within your team. Also, it improves your relationship with your employees and ultimately provides your business with a team of dedicated workers.


As you’ve seen, employees want more than a fancy game room or a funny boss who cracks jokes all the time. So use our tips, and you will see some incredible changes in your office! Good luck!