Let me paint a scenario
Two people, same job, same pay and relatively similar expenses. One person is excited to go to work while the other one loathes Monday mornings. How does this difference come about? Let’s dissect.
People don’t work out of compulsion but rather out of conviction. Yes! I know you have bills to pay, a family to take care of and a future to worry about. But, even that’s not enough to tie you to a job or an organisation. There are many different ways to make money and many more employers in each industry. So, what makes a person choose a certain career path over another and stick to it?
More often than not, when you apply for a job, you do so in the hope that you and the hiring organisation are a good fit. Seems obvious right? You apply in the hope that the organisation will equip you to achieve your career goals and that you’ll make a positive and lasting contribution to the organisation. The internet is full of stories of people who started out as sales reps in big corporations ending up as CEOs or Executive Partners. I’m certain you’ve heard of Howard Schultz. So, what drives people to make this impressive career progress? Well, quick answer: CONVICTION. It’s the conviction that the job they are doing and the organisation they are working for are RIGHT for them.
Unfortunately, this conviction is not always present. Let’s talk about the various job satisfaction factors, how important job satisfaction is and how jobs with the highest satisfaction keep their employees happy.
Let’s dive in shall we?
Understandably, we all need to make a living. However, it seems as though some people are enjoying the process more than others. What are the variables?
Satisfaction Guaranteed.
Disrespect me.Said no one ever.
Surveys have found respect to be one of the top factors that influence job satisfaction. No one wants to feel disrespected in their workplace, regardless of rank. Let’s face it, humans are a difficult species. Conflicts and drama are bound to arise in an interactive workplace. However, employees should have sufficient respect for each other to amicably solve conflicts without holding grudges. This level of respect can even foster closer ties. Here at OSL, respect is one of our core values, and it’s one of the reasons why we have a family-like culture.
Props to whoever coined the phrase “trust is a two-way street”. Employees invest valuable time and energy into making sure that the business achieves its set objectives. The employer, on the other hand, invests a lot of money and effort in making sure that the employees are fairly compensated, trained and given enough opportunities to grow. The understanding is that each party trusts the other to whole heartedly commit to their role. If there’s even a hint of doubt from either side, the organisation is doomed to fail. Progressive organizations practice open communication, moderately supervised delegation and institute honest feedback loops. At OSL, we believe that trust is earned through honest communication, which is also one of our core values.
It’s all about trust.
Let’s dive in shall we?
Satisfaction Guaranteed.
Understandably, we all need to make a living. However, it seems as though some people are enjoying the process more than others. What are the variables?
Disrespect me.Said no one ever.
Surveys have found respect to be one of the top factors that influence job satisfaction. No one wants to feel disrespected in their workplace, regardless of rank. Let’s face it, humans are a difficult species. Conflicts and drama are bound to arise in an interactive workplace. However, employees should have sufficient respect for each other to amicably solve conflicts without holding grudges. This level of respect can even foster closer ties. Here at OSL, respect is one of our core values, and it’s one of the reasons why we have a family-like culture.
It’s all about trust.
Props to whoever coined the phrase “trust is a two-way street”. Employees invest valuable time and energy into making sure that the business achieves its set objectives. The employer, on the other hand, invests a lot of money and effort in making sure that the employees are fairly compensated, trained and given enough opportunities to grow. The understanding is that each party trusts the other to whole heartedly commit to their role. If there’s even a hint of doubt from either side, the organisation is doomed to fail. Progressive organizations practice open communication, moderately supervised delegation and institute honest feedback loops. At OSL, we believe that trust is earned through honest communication, which is also one of our core values.