The Perfect Employer: Meeting the True Aspirations of Today’s Workforce

“When it comes to the best employers, the public space often emphasizes the image, external awareness or the opinion of people who have not worked in a particular organization themselves.

On the one hand, it is part of the brand image, but the inside of the organization will not necessarily be the same as the outside. Sometimes, a person who gets a job based solely on the criteria of the organization’s reputation can discover a completely different internal culture than he might have expected, be disappointed and not stay long. So, it is possible to attract such a specialist, but not to keep it”, says Almanta Jakštaitė-Vinkuvienė, partner of business management consultancy, research and training company OVC Consulting, manager of engagement solutions.

A balance between productivity and employee well-being

The expert points out that today, when it is becoming more and more difficult for employers to attract and retain the most talented specialists, the indicator of employee engagement in the organization becomes especially important strategically. It helps to recognize how resistant the organization is to the challenges of the labor market and whether its management is of high quality.

“By measuring employee engagement, you can find out whether employees have a positive opinion of their employer, whether they want to work for him, whether they would recommend him to friends, etc. All these questions are important, because they show whether organizations take care of people’s well-being and whether they work efficiently”, says A. Jakštaitė-Vinkuvienė.

According to her, high employee engagement is noticeable in those companies that are characterized by quality management, high productivity and favorable evaluation of employees. True, there should be a balance between the last two parts, one should not overshadow the other:

“When organizations are more focused on productivity and results, people can’t handle the workload anymore.” On the other hand, it can be the other way around – a community is created, people are cared for a lot, but the expected result is not achieved or not as much as could be done,” says the expert.

Personal archive photo/Almanta Jakštaitė-Vinkuvienė

Today, the consultant boldly calls the organizations with the highest engagement rates as the organizations of the future. But what lies beneath this title?

“The management of the organization of the future is strategically wise. It is good for people to work there for both emotional and pragmatic reasons – they feel that they are engaged in meaningful activities, grow, earn money, are proud of the company they work for and sincerely strive for it. Employees who respond positively to their employers improve the employer’s image, and such organizations are better able to retain the most talented specialists. In the organizations of the future, changes will occur faster and more flexibly, and customer expectations will be better met,” the expert emphasizes.

Distinguished the features of a good employer

Over the past year (September 2023-August 2024), OVC Consulting specialists have conducted employee engagement surveys for more than 60 organizations. While the winners of the Organizations of the Future titles will be announced at the awards on 19 September. at the “HR Week 2024” conference, A. Jakštaitė-Vinkuvienė is already saying that during the research, she saw some very interesting trends – several clear features of good employers emerged, which were evaluated exceptionally positively by the employees themselves in the research.

“We have noticed that the employees of the organizations of the future have greater confidence in their workplace – managers’ decisions, various promises, agreements, they believe in the success of the organization. Also, the employees of such organizations more often feel that the spirit of mobilizing leadership prevails in their environment, in their teams”, assures A. Jakštaitė-Vinkuvienė.

Another feature highlighted by the expert is that people feel the meaning of working in that company: they consider meaningful not only the work itself and the goals set in it, but also the opportunity to use their skills.

“In the organizations of the future, recognition for the work done is also valued more positively than elsewhere, and the sum of all aspects of recognition is important here – satisfactory salary, opportunities to grow and feel that I am appreciated and respected for who I am and what I do.”

In the study, even 80 percent employees of the future organization stated that they feel good working in this workplace, then the average of the remaining organizations was 62 percent. Although, on average, about 50% would recommend their company to a friend or acquaintance. employees, in the organizations of the future this number reaches even 75 percent”, – the manager of engagement solutions cites examples.

Leaders don’t happen overnight

According to the expert, if the company is characterized by average engagement indicators, it usually does not take a year to become the organization of the future – striving to occupy leadership positions is a long and systematic work.

“In our practice, we notice that there is an illusion among companies that changes can happen very quickly. However, growth from moderate to high engagement rates can take anywhere from 5 to 7 years. If you are not working in the right direction, you are working with small changes, for example, fruit is brought to the office, employees are given free lunch, and the big problem is managers not listening to employees, micromanagement and other aspects of work organization, you can not move from the average indicators even longer”, – she warns.

When asked what takes the longest time for employers when they decide to achieve high employee involvement in the organization, leading to the title of the organization of the future, the expert assures that it is a change in mindset: after all, the attitude towards the employee, and management methods, and the entire culture of the organization often have to change.

“There also needs to be more respect, listening, feedback to people about what and why is happening in the workplace, etc. in organizations. Modern people are looking for opportunities, they don’t want to feel like they are just a tool or a tool to achieve a result. They want to have opportunities and work meaningfully, to feel pride in what they do, to earn and not overwork. So you feel that you are not only working and giving of yourself, but also getting a valuable return in various forms. These expectations of employees should encourage organizations to change”, says A. Jakštaitė-Vinkuvienė.

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What happens to productivity when employee well-being is prioritized?

Here is a comprehensive ​and SEO-optimized ⁣article on the topic of “The Importance of Employee Engagement in the Modern Workplace”:

The‍ Importance of Employee Engagement in the Modern ​Workplace

When it comes to the best employers, the public space often⁣ emphasizes ‍the image, external awareness, or the opinion of⁢ people who ‌have not worked in ​a particular organization themselves. However, the inside ‍of the organization may ​not⁣ necessarily be the same⁢ as the outside. Sometimes, ​a person who gets⁣ a job based solely on⁣ the criteria ‍of the organization’s reputation can discover a ⁣completely different internal culture than​ they might ⁣have expected, be disappointed, and ‌not stay⁣ long.

A Balance between Productivity and Employee Well-being

Almanta Jakštaitė-Vinkuvienė, a partner of business management consultancy, research, and training company OVC Consulting, and manager of​ engagement‍ solutions, emphasizes the importance of finding⁣ a balance between productivity and employee well-being. According to her, high employee engagement is noticeable in those‍ companies⁣ that are ‍characterized⁤ by quality management, high productivity,‌ and ​favorable evaluation of employees.

“When organizations are more ⁤focused on productivity and results, people can’t handle the‍ workload anymore. ⁣On the other hand, ⁢it can be the other way around –

Various organizations, revealing that those with a strong focus on employee well-being experience a higher rate of retention and overall job satisfaction. Organizations that prioritize the mental and emotional health of their employees often see an enhancement in workplace culture, leading to increased loyalty and performance.

The Key to Attracting and Retaining Top Talent: A Balance between Productivity and Employee Well-being

When it comes to identifying the best employers, the public often focuses on the organization’s image, external awareness, or the opinions of people who have not worked within the organization. However, this external perception does not always translate to the internal culture. A person who gets a job based solely on the organization’s reputation can discover a completely different internal culture than expected, leading to disappointment and a short tenure.

According to Almanta Jakštaitė-Vinkuvienė, partner of business management consultancy, research, and training company OVC Consulting, and manager of engagement solutions, it is possible to attract top talent, but not retain them if the organization’s internal culture does not align with its external image.

A Balance between Productivity and Employee Well-being

In today’s competitive job market, attracting and retaining top talent is crucial for organizational success. One key indicator of an organization’s ability to do so is employee engagement. By measuring employee engagement, organizations can determine whether employees have a positive opinion of their employer, whether they want to work for them, and whether they would recommend the organization to friends.

Jakštaitė-Vinkuvienė emphasizes that high employee engagement is noticeable in companies characterized by quality management, high productivity, and favorable employee evaluations. However, there needs to be a balance between productivity and employee well-being, as an overemphasis on one aspect can lead to negative consequences.

Distinguished Features of a Good Employer

So, what distinguishes a good employer from the rest? According to Jakštaitė-Vinkuvienė, the management of the organization of the future is strategically wise, providing employees with emotional and pragmatic reasons to stay. Employees feel engaged in meaningful activities, grow professionally, earn a good income, are proud of the company they work for, and sincerely strive for its success.

In the organizations of the future, changes will occur faster and more flexibly, and customer expectations will be better met. The management of these organizations is characterized by quality, high productivity, and favorable employee evaluations.

Leaders Don’t Happen Overnight

Developing leaders who can create and sustain a positive internal culture takes time and effort. It requires a strategic approach to management, focusing on employee engagement, well-being, and development.

What Happens to Productivity When Employee Well-being is Prioritized?

When organizations prioritize employee well-being, productivity does not necessarily suffer. In fact, a positive and supportive work environment can lead to increased productivity, as employees feel motivated, engaged, and committed to the organization.

The Organizations of the Future

OVC Consulting has conducted employee engagement surveys for