See All Blog Posts

7 Meaningful Ways to Help Employees Love Their Jobs

Posted On02/07/2020

ContributorSheri Pepper

By Catherine Tansey

In recognition of Valentine’s Day, let’s explore what motivates employees to love their jobs. Some people are engaged and love their work because they gain a sense of professional fulfillment or enjoy performing and succeeding at challenging work. Others simply feel energized by being in the workplace or embrace the camaraderie of a strong team.

One thing’s for sure: It pays to retain engaged employees who love their jobs.

A Gallup report shows that highly engaged teams are good for business. According to Gallup, engaged employees show reduced absenteeism, greater retention, and increased production. Additionally, when employees love their work, companies experience improved customer ratings, increased sales, and greater profitability. Now what’s not to love about that?

Help Your Team Find the Love

Because managers directly impact employee engagement, here are seven ideas for helping your team stay enthused about and enamored with their work:

  1. Be Flexible When It Comes to Work Schedules

According to a report by Totaljobs, a vast majority of employees want more flexible work hours. If an employee’s role doesn’t require stringent start and end times, consider allowing the individual to come and go as they please. Coming in later so you can see your kids off to school on the bus or leaving at lunchtime for a workout are small measures that go far in helping your team stay engaged and perform better.

  1. Rethink Your Dress Code

A toned-down dress code is the new norm in many organizations. If your company still mandates formalwear or business casual, it’s time to reconsider the policy. Millennials and Gen Z see stuffy suits and stringent dress codes as a sign the company is stuck in the past. Instead, outline what clothing is suitable for different work situations and encourage employees to come to work in comfortable, appropriate attire.

  1. Consider Remote Work or Foreign-Based Work Options

If the image of trendy Instagram digital nomads working from the beach is keeping you from allowing remote work, don’t let it. Working from an exotic location is not the norm for most remote employees, who usually work from co-working spaces, cafes, or their homes. Technology makes geographical location a nonissue for many occupations, and MetLife found in a survey that 54% employees would like the opportunity to work from abroad. So you might ask yourself: If employees don’t have to be in the office, why make them? A flexible policy is a sure way to help you attract and retain top talent.

  1. Get Serious About Professional Development

Create a culture of professional training and development at your company. This may mean sponsoring eLearning tuition reimbursement, offering technical skill development training, or having a mentor program. Support workers in learning new skills, taking on different roles, and show them they have a future with the company.

  1. Personalize Work-Life Balance

We often talk about work-life balance in the absolute, but a balanced lifestyle means different things to different people. To get a sense of what resonates with your team, provide a forum that allows employees to articulate what work-life balance means for them. Does “balance” equate to more flexible working hours or not taking work home on the weekend? Consider doing a productivity audit to find ways to get more done at the office or respecting a “no-email” after 7 p.m. rule. Follow through by meeting with direct reports to find the best ways to support their particular needs.

  1. Focus on Collaboration

Turns out most humans love to work with other humans. A culture of collaboration improves workplace transparency and helps employees feel connected to co-workers. Technology offers many options for boosting a collaborative environment and is especially useful in pulling together teams with remote employees. Additionally, you can foster collaboration by using personality assessment tools such as Myers-Briggs, which help employees understand personality dynamics within their teams.

  1. Hire the Right People

Seek out new hires who embody and will add to the existing culture you’ve worked so hard to create. You want diverse teams that support your organization’s mission, challenge stale ways of thinking, and make the work environment enjoyable for everyone.

Not sure where to start? Nelson can help facilitate your next great hire so you can help your employees love their jobs.