According to Microsoft's latest Work Trend Index, more than 40% of employees are thinking about quitting their jobs. At the same time, well skilled workers are scarce. Companies should make their employees satisfied and happy to retain them.
How can they do that? Above all, it's crucial that they can realize their potential and that they find their jobs meaningful. After all, for more than three-quarters of all employees, their job must have a meaning that is relevant to them. Employees want to identify with their company's goals and grow as a result. At the same time, these should be comprehensible and measurable to achieve milestones in a structured manner.
Almost 70% of the more than 30,000 people surveyed from over 30 countries (including Germany) would like their company to pay them based on their working hours and influence on achieving goals. These numbers show: Employees have an intrinsic interest in developing themselves and the company. They feel more closely connected to the company and personally empowered when they can make a difference by contributing to its success.
What can companies learn from this? Suppose companies succeed in aligning their strategic planning for process optimization and efficiency enhancement with the goals of their employees and in inspiring them. In that case, success is no longer just the company's success. It is a shared success that connects and motivates. In other words, you benefit when employees understand your company's goals and see them as challenges of their own that they want to master.
The processes required to achieve this are ongoing and consistent. Employee feedback and criticism are essential in setting company goals - just like dynamic adaptation to constantly changing conditions.