(07) 4944 0449

5 Ways to Make Employees Fall In Love With Their Job

Feb 12, 2019 | Business

Every person wants a job that they are passionate about. But once they’ve entered the workforce, most employees become disillusioned and stop believing that they could love what they do for a living. So what are the 5 ways to make employees fall in love with their job?

People like to believe in greener pastures on the other side – that the constant job hopping will one day bring them to a place where happiness and meaning lie in wait for them in the form of the perfect job. They may find that job one day, but they could easily have found it with their current employer, if only employers did a better job of engaging their workforce.

Here is a 5 point checklist for employers to make sense of where they may be going wrong:


1. Healthy Employee-Manager Relationships

When employees leave, it is often associated with stereotypical reasons such as lack of interest in the job and expectations of higher pay. The subtle root cause that pushes employees away is neglected — which is a lack of engagement with their manager.

Employees look to their manager to be a guide and supporter, someone who listens and offers feedback. Employee-manager engagement should extend beyond monthly performance appraisals where employees are left in the dark about their role in the big picture. Constant interactions with employees and building an approachable relationship with them is imperative to make employees feel significant in their roles.


2. The Right Workplace Fit

Finding the right workplace fit for employees is essential to making them comfortable in their roles. If you’ve thrust an introverted employee straight into sales or have your extroverted employee crunching numbers in a cubicle all day long, needless to say, employee productivity will not be at a high. Employers are increasingly using personality tests to assess, behavioural traits and employee competency for roles.

Assigning employees to roles that offer the best fit for their personality and then gradually shifting them to more varied roles gives them a chance to get comfortable with tasks that fall outside their comfort zone. Three popular tests used by employers are:

  • Myer Briggs Test
  • The Caliper Profile
  • Gallup Strengths Finder

You can also download this employee development framework that matches personal values with company values, to ensure a good cultural fit.


3. Keeping it Interesting

Workplace productivity suffers when the pay-check is the only thing keeping your employees coming to work. These employees tend view their day as a sequence of rote tasks with zero potential to be interesting.

So how do you make the job interesting:

Stop Micromanaging

Managers need to overcome the tendency to micromanage, and leave their appraisals for the weekly review meeting. Having a weekly group meeting as well as a one-on-one with members of your team helps to make sure that employees remain on top of assigned tasks and can take pride in their work. Micromanaging employees multiple times across the week can cause employees to view themselves as less responsible, for their tasks as well as the credit that goes with a job well done.


Challenging tasks

When employees become fluent in a work process or a new strategy, they will have more time on their hands to dedicate to new processes. Unless you find something new and interesting to keep them engaged in their free time, tasks will get repetitive and boring. It could be anything that makes employees feel productive while giving them a chance to learn. You could ask employees to analyse a new marketing strategy or an untapped market, research new arenas for growth — anything that facilitates business growth while cementing the employer-employee relationship.


4. Feedback and Growth

Feedback and growth are the two links in a tight circle that makes everyday a learning experience for your employees. Unless your workforce receives constructive feedback for their work and ideas, they will stagnate in their roles. The responsibility falls upon management to make employee journey a learning process with room to make mistakes, learn from them, modify their ideas and grow into something better.


How do you do it?


Make Everything a Discussion

Every new idea or task that an employee submits should lead to a healthy discussion about its merits and demerits. A good idea should lead to more than just praise. A bad idea should lead to more than criticism. If an employee did something well, managers should take time to discuss why the idea is good, the practical benefits, its implementation etc; whereas a bad idea deserves to be responded with practical reasons why it will not work. Knee-jerk responses should be avoided at all costs.


5. Transparent work culture

The easiest way to alienate employees from management is to have them blindly follow instructions. By making room for constructive criticism, a transparent work culture nurtures trust and camaraderie between colleagues. A lot of business owners still prefer the old way with a strict line drawn between the boss and employee. But this antiquated notion makes employees feel left out of the organisation and to view their personal success as untethered to the success of the company. A transparent work culture encourages a symbiotic relationship where employees see their personal growth as one with the company.


Final Thoughts

A job is more than just daily statistics of employee performance. It is about relationships, challenges, learning, transparency, growth – all coming together to represent the quintessence of why employees choose one job over another – finding meaning in what they do. The earlier employers realise this, the earlier they can start creating an environment that compliments these values.

Article source:

The material and contents provided in this publication are informative in nature only. It is not intended to be advice and you should not act specifically on the basis of this information alone. If expert assistance is required, professional advice should be obtained.