Imagine for a second you were transposed into the karmic driven world of Earl. What motivates you to work in such an environment? Employees who are forced to work in such organizations hate their employer. Conversely, when employees are appreciated for performing specific tasks (or completing projects), they feel they are a valuable part of a large collection. Value is a purely mental and personal concept. We are all unique creatures with different beliefs, aspirations, values and expectations. The best way to understand employees’ values is to ask them the same question and get to know them personally. However, some factors create a common sense among all employees, and organizations can make all their employees feel valued by prioritizing these strategies. Rewards and benefits Different reports show very different results regarding the effect of rewards and benefits on employee satisfaction. Some surveys say that the “rewards and benefits” factor is the second most important factor that makes employees happy. On the other hand, other detailed studies show that employees do not consider the role of rewards and benefits in their job satisfaction to be very important. Even when we look at organizations like Netflix, we see that they offer interesting benefits and even tremendous rewards to employees. The fact is that if employees think they are not getting the pay they deserve, other value-added factors will not help them. Thus, incentive benefits after ensuring that employees receive adequate pay can increase their satisfaction with an organization (or workplace). Let the voice of the staff be heard The structure of most organizations is a pyramid in which information, decision-making, and power flow from top to bottom. It is true that most companies today are trying to reduce the hierarchy as much as possible; But implementing these changes will take time. When it comes to employee voice, organizations fall into one of four categories: 1. Organizations that do not seek the ideas of their employees Unfortunately, there are still organizations that do not ask for feedback from their employees at all and do not seek their opinions and ideas. Often, when employees of such companies want to make a statement, they are confronted with bureaucracy and organizational rules and policies. Organizations that do not value the opinions of their employees often have problems in their executive and financial affairs and, consequently, do not rank well in online rankings. 2. Organizations that ask their employees for advice but do not take action Some organizations encourage their employees to share their feedback by conducting numerous surveys; But in practice they do not take any action. From the employees’ point of view, it does not make much difference whether these polls are available or not. If you are not ready or willing to act on your employees’ ideas, it is best not to ask them at all. 3- Organizations that ask and acknowledge The third group are organizations that seek feedback from employees and then acknowledge the need for change. However, they still do not pay attention to the information they receive. All that happens is that employees receive a simple thank you email; Like the emails you send to customers after placing an order. Of course, it is great to thank your employees for their feedback; But you value their idea when you really implement the feedback you receive. 4. Organizations that ask, acknowledge, and take action Unfortunately, very few companies fall into this category; That is, organizations that interview their employees acknowledge the importance of feedback and take the necessary action. At the same time, these actions will be valuable when done on a transparent schedule. Identify employees depending on the tasks they perform Employee identification and appreciation program should become a regular part of the organization. There are many ways to run this program; But unfortunately, most organizations spend a lot of time developing detailed formulas and processes for appreciating employees. How the job of the employees of an organization becomes meaningful and strengthened Just because an organization has a formal program to recognize and appreciate hardworking employees does not mean that employees really feel that their great work is being recognized. Again, this does not mean that all employee performance appraisals and programs are useless and ineffective. But instead of focusing on bureaucratic processes, organizations need to focus on the value of their employees’ work. For example, a personal note from the manager, the assignment of a valuable project to hard-working and successful employees, or the appreciation of employees in private meetings indicate the fact that the organization knows and values its good employees. It is important to remember to pay attention not only to the financial perspective, but also to the feelings of your employees. Your employees are human, not worker robots.