#1 F*ck You Boss
People do want to work. The problem, according to sociologist Dr. Tracy Brower, is that many think of working conditions as primary drivers of wellbeing and engagement, but the work itself also matters.
In her opinion, employers should design positions so that the responsibilities would include more elements than the ones which detract from satisfaction.
"If working with customers or repetitive tasks are hallmarks of the work, consider how the responsibilities could be rotated with other employees so no job is overwhelmed by these characteristics," Brower explained. "In addition, ensure workloads are realistic, and ensure safety processes are followed without exception."
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In addition to the content of the work and what gets done, Brower highlighted that how work gets done is critical to wellbeing too.
"For decades, work-life research has demonstrated when people have more control over when and how they work, their satisfaction, engagement, retention, and effort are positively impacted."
"While it's not possible to provide flexibility or choices in work hours for many jobs, wise employers will provide as much control as possible for as many jobs as possible," the sociologist said.
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Indeed, a recent study from McKinsey & Company demonstrates that people value having more breaks (56%), the ability to take time off (88%), the choice to work specific days or hours (78% and 79% respectively), and the option to work remotely (51%).
Offering these kinds of choices may offer the greatest returns in employees' satisfaction and retention.
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Of course, solid pay and meaningful benefits also matter.
"It should go without saying, but especially with high inflation and increasing healthcare costs, [these two things] are high priorities for people, and they are associated with a sense of wellbeing with their work," Brower said.
A study from MyPerfectResume discovered the following would detract from employees’ satisfaction: lack of health insurance (21%), lack of paid time off, and lack of retirement plans (16% each).
In addition, the study found low earnings would detract from satisfaction for 42% of respondents, and in the McKinsey study, compensation ranked eighth as a reason people would leave their position.
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