1 Today’s employees want to be seen and respected as individuals, each on their own journey, each facing different realities: single parents, college graduates still in debt, artists working to support their dream, and career-minded traditionalists. But many employers still see employees based on blanket demographics. Age, gender and job title don’t tell you about career motivations or personal passions. Classic demographic descriptions do little to reveal the needs of diverse individuals, each pursuing their own path.
Employers want engaged employees. They’re more productive, more effective and they create a less stressful work environment. And they have an impact on the overall success of the business.
2 But to engage today’s employees, employers have to see them as individuals. What drives and motivates each employee will help define how each employee will engage more deeply in their work.
Obviously, it’s impossible to curate an entire work experience for the individual needs of every single employee down to the last nuance. Yet, traditionally companies have grouped employees only by job title, seniority, and function in the organization. Those matter, but the most successful companies are employing a different way to drive more understanding and ultimately better relationships with employees. It’s a way to segment employees that considers who they are as individuals, factoring in their unique attitudes, passions and aspirations. Using a more nuanced approach to segmentation will enable employers to engage their workforce in ways traditional demographic breakdowns could never do alone.
3 Meeting employees where they are — in their hearts, minds and life stage — builds greater satisfaction, which in turn forms an environment that makes people want to go to work every day. And satisfaction is contagious, making the daily work life more rewarding and more productive. And a more rewarding job experience creates more impactful employer/employee relationships which in turn encourages retention.
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