The job market today can be tough to navigate and uncertain. Which means many people are resorting to picking up freelance work in the short-term to keep themselves employed – and it’s clear there’s a massive mismatch between skills employers are looking for and skills that are currently available in the labor market. This results in more gig-based work to fill the gap.

Briefly, this question from the interview process might elicit a range of responses from a candidate. This is precisely what a business needs to find out.

What Is Important For Employees?

Simply put, employees value feeling valued and appreciated. That extends to being treated as an expert and being respected for what they do. If you want to retain and motivate employees, it’s important to see as an essential part of the overall employee experience.

When it comes to workers’ experience of their organization, their top-of-mind responses were:

Treat us as the experts, not as employees – This was the top response among both men and women, and well ahead of anything else (e.g., opportunities for career growth and development, the culture, the quality of the workplace).

– This was the top response among both men and women, and well ahead of anything else (e.g.

Why employers want to know how long you’ll stay

This question, and many like it, are designed to elicit the honest and sincere response that says:

I’m here for the long haul.

2. I want to feel valued for who I am, not what I can do for them

Employers want to feel confident that their employees are committed to the company because they know you’re committed to the company.

One way to determine if the answer to this question is genuine is by asking yourself, “If you were to leave your job tomorrow, would this question worry you at all?”

Let’s say you answered “yes”. Now ask yourself “Do you really want to stay if you don’t feel valued for who you are, not what you can do for them?”

3. The employer wants to feel confident that they’re on the right track

As an employer, this is one of the most vital questions to ask.

Why employees should care about return on investment

If employees do not have a strong connection with their employer, they will often complain about the amount of time spent at work, stating they’re not really needed or want to work long hours.

They might make use of their skillsets and talents, but a lack of engagement and loyalty will result in a high turnover of staff.

Employees must stay connected with the company or else be unappreciated, both inside and outside of the workplace.

How to find out where your return on investment is-

So what should you look out for when evaluating your return on investment? It’s not enough to just ask “How long have you been working at this company?” and think you’re done.

Smart Ways to Establish Your Value Early

Being successful in the interview process requires you to be prepared.

The good news is that there’s no limit on the amount of information you can get from Google.

For example, the site ‘Knowing Employee Value’ provides an extensive list of employee-related questions you can ask during an interview.

Find out what is important to the organisation.

Tips for Employers

Here are some tips to help you as you seek out new employees:

• Onboarding – This is a stage where new staff can get a feel for their new roles, get advice from managers and get a feel for what your company is about and how it operates.

Over time, you’ll establish a great on boarding process and train staff effectively.

It’s the first step in employee retention.

• Provide multiple avenues for feedback. Many employees say that feedback is crucial to their development.
• Time is valuable and employees don’t like feeling like they’re wasting their time. There is no better way to judge whether feedback is useful to a staff member than by asking them for feedback.

Four Pillars of Employee Engagement

Engagement doesn’t happen by accident. It takes planning, time, and a dedication to a company’s employees. Not surprisingly, there are four pillars to building a strong employee engagement strategy.

The first three are key leadership responsibilities. The CEO and executives have to have employee engagement in mind and have set clear goals and expectations.

The managers and supervisors at every level of an organization need to be committed to a culture that supports the growth and development of employees. And finally, employees must demonstrate a willingness to invest in their own development to help their company grow.

Define strategic objectives and goals to achieve them

How do you achieve your mission? What are the key metrics of success that drive the business forward? Measure the effectiveness of your business strategies by:

• Measuring your customer satisfaction rates
• Identifying
• Targeting
• Compliance with compliance rules
• Investigating

Getting it right isn’t as easy as it sounds. You’ll want to make sure you’re spending time and effort on activities that not only have the ability to enhance the productivity of your employees, but also are also what will allow you to meet all of your KPIs in a timely manner and continue to be successful for many years to come.

Manage employees as assets not as expenses

• Personality Types Can Be the Key to Success

Personality is not fixed, it can change over time and it’s what makes us unique. As your company is creating new products, hiring new people and designing new services, it can be difficult to identify the different personalities and personalities they need to avoid the types of problems that can cause issues for your company.

The first step to this is understanding what kind of personalities your employees have. This can be the best business investment you make as you get to know each employee better. While most managers will find their employees easily based on the initial interactions, it’s what you find out later that can tell you who’s who and what type of impact they have on the team.