Employees Want New Challenges, Not A New Company

Retaining employee satisfaction and morale is constantly on the minds of leadership. And while providing perks like healthy snacks, generous vacation time, and fair sick leave is indeed beneficial to the overall well-being of employees, recent studies find that it may not be enough, at least for the most passionate driven amongst your team.

A recent survey found that a stagnant and complacent work environment is the leading factor behind a failed lack of employee retention. Believe it or not, many employees want a difficult and challenging career. Challenges refine an individual and provide the meaning in life that fulfills them—your employees are no different. If you’ve been struggling with how to keep your favorite employees, or are merely interested in acting proactively in keeping your employees satisfied, it’s important to give them a challenge.

To Challenge Means to Trust

Companies constantly searching for ways to improve their business must learn to delegate more challenging work into the hands of their employees. Your most passionate and hard-working employees are well-deserving of your trust and, quite frankly, your demand. One error I see a lot of leadership fall into is in their hesitancy to ask more of someone. The truth is, you know which employees can handle and are up for a more challenging workload and which ones aren’t. Learning to incorporate the opinions of passionate employees into your business plans and upcoming projects is a great way to get them involved.

This isn’t simply beneficial when it comes to employee retention, though. Your best employees have something valuable to say, and management that refuses to listen or to take into consideration their employees’ suggestions are doomed for an unhappy office environment, as well as a rough road of business ahead.

Ways to Challenge

Differentiating between challenging and over-stimulating is essential. Below are a few guidelines for helping your employees find more satisfaction without the risk of burnout:

  • Learn to expand the work they’re doing instead of piling extra work on the individual.
  • Invite them to work on something new and unfamiliar. Understanding how to guide an employee through unchartered territory while letting them develop their method is extremely important.
  • Show that you trust them with a new and challenging opportunity and instill the truth that there’s no difference between more responsibility and more opportunity.

For many in leadership, it’s comforting to know that the solution to employee dissatisfaction isn’t some sort of absurd methodology that requires more spending and more work. If you present your employees with the ability to express themselves and challenge themselves with work that will cause them to grow, it’s unlikely they will leave your for another business anytime soon.

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