By Anna Burke, Vice President of Marketing & Communications for HighGround
More than 80 percent of Americans believe there is an ideal job for each person, and it can ultimately lead to career happiness and satisfaction. Yet what constitutes a dream job? And what makes a dream company? Whether you’re an employee or an employer, the answer may surprise you.
Trendy office perks like foosball and beer Friday are great bonuses, but they aren’t creating long-term satisfaction for employees. According to a recent study, a dream company has three qualities:
- It cares about employees’ well-being
- It provides opportunities for employees to learn and grow in their careers
- It promotes work life balance
Ninety percent of employees report that an organization’s overall commitment to professional development is important, including opportunities for growth and learning.
Companies like Starbucks and PwC are committing to just that. The Seattle-based coffee giant offers a job-specific training program for new hires called 70/20/10. As part of their professional development, new hires will receive 70 percent on-the-job training, 20 percent through mentorship and peer-based feedback, and 10 percent from an online curriculum. Meanwhile, PwC provides education subsidizing with $1200 for student loan reimbursement.
Why should your organization strive to be a dream company? Studies show that your employees will typically have higher job satisfaction, more confidence, lower stress levels, greater engagement at work and less odds of resigning. In fact, 25 percent of employees not at the dream company consider resigning in the first year.
According to the National Career Service, a dream job typically matches the following criteria:
- It's something you truly enjoy doing
- It allows you to achieve a goal or ambition
- It's a role you’re confident in doing
So what if your company culture doesn’t currently fit the criteria for a dream company or dream job? The good news is that research shows that people who grow into a position end up just as happy on the job—or happier—as those who felt it was the perfect fit from the outset. Things like self-management, work/life balance, cultural fit and great benefits can better engage employees.
As you’re pursuing candidates, remember what shapes a happy, satisfied employee. That foosball table in your break room might look pretty cool, but it’s just not going to cut it. Investing in professional development and education will make employees more engaged and ultimately, better contributors to your business.
Anne Burke is the Vice President of Marketing & Communications for HighGround. Ann has nearly 20 years of B2B technology marketing experience.