Employee Expectations vs. Employer Needs: Finding Common Ground
The modern workplace is at a pivotal moment, as highlighted by ManpowerGroup’s Talent Barometer. The report underscores the widening gap between what employees expect—flexibility, purpose, and growth—and what employers need—productivity, collaboration, and results. These shifts demand organizations to rethink traditional approaches and find common ground to build a sustainable workforce that meets both needs. This alignment is necessary and will bring a competitive advantage in navigating today’s dynamic job market.
Becky Frankiewicz, our Chief Commercial Officer and President, North America, ManpowerGroup, said, "People expect work to offer them more. More balance. More development. More options. More flexibility. More humanity." ManpowerGroup’s Global Talent Barometer offers workers the opportunity to share how they are feeling about the world of work today and in the future. It also offers employers the ability to understand employee needs and identify best practices to stand out in a competitive global talent market. These data-driven insights will help companies navigate the evolving relationship between employee expectations and employer needs. Let’s explore how businesses can find common ground and create win-win outcomes.
Flexibility: Meeting Employees Where They Are
The Employee Expectation: Employees increasingly value flexibility in when, where, and how they work. The demand for hybrid and remote work options has become a standard in many industries, with workers prioritizing autonomy over rigid schedules. According to the Talent Barometer, flexibility ranks among the top three priorities for today’s workforce.
The Employer Need: While flexibility is desirable, businesses must ensure that productivity and collaboration remain intact. Teams need to stay connected, and deliverables must meet high standards regardless of location.
Finding Common Ground:
Flexible Policies with Clear Expectations: Employers can offer remote or hybrid work arrangements while setting clear performance metrics and accountability frameworks.
Technology Enablement: Invest in collaboration tools that facilitate seamless communication and project management.
Individualized Approaches: Recognize that flexibility means different things to different employees. For example, some may prefer flexible hours, while others prioritize location flexibility.
Example: A global IT company introduced a “Work Your Way” policy, allowing employees to choose between remote, hybrid, or in-office setups. Productivity remained steady because the company implemented outcome-based performance evaluations, ensuring employees met goals regardless of where they worked. In the report, IT workers report the highest daily stress levels, but also the highest work-life balance.
Purpose: Aligning Work with Values
The Employee Expectation: Today’s workforce wants to feel that their work contributes to the greater good. Employees are seeking roles with organizations whose values align with their own, especially in areas like sustainability, diversity, and community impact. More than 4 out of 5 Millennial and Gen X men said their work is purposeful, and 7 in 10 or more feel aligned to their company’s vision and values.
The Employer Need: Businesses require employees who are not only engaged but also aligned with the company’s mission and goals. Misalignment can lead to disengagement and high turnover.
Finding Common Ground:
Communicate Purpose Clearly: Ensure employees understand how their roles contribute to broader organizational objectives.
Invest in Corporate Social Responsibility (CSR): Highlight initiatives that reflect company values and involve employees in meaningful ways.
Foster a Culture of Recognition: Celebrate contributions that align with organizational purpose to strengthen employee connection.
Example: A retail giant launched a sustainability campaign to reduce waste across its supply chain. Employees were encouraged to participate in green initiatives, fostering a sense of pride and purpose while improving operational efficiency.
Growth: Fostering Continuous Development
The Employee Expectation: Employees want opportunities for career advancement and skill development. According to the Talent Barometer, globally, 34% of workers feel their current employer lacks sufficient career opportunities for their goals.
The Employer Need: Companies must offer opportunities to learn new skills to close skills gaps and to stay competitive in a rapidly changing market. Without upskilling programs, organizations risk falling behind in innovation and performance.
Finding Common Ground:
Create Career Pathways: Offer transparent career progression plans to help employees visualize their growth within the company.
Personalized Development Plans: Use workforce analytics to identify individual skill gaps and tailor training programs accordingly.
Reward Continuous Learning: Recognize employees who actively pursue development opportunities, reinforcing a culture of growth.
Example: A healthcare provider partnered with an online learning platform to offer employees access to certifications and courses in emerging medical technologies. The initiative not only filled critical skills gaps but also boosted employee engagement and retention.
Productivity and Results: The Ultimate Goal
While meeting employee expectations is essential, businesses cannot lose sight of their ultimate goal: delivering results. This requires striking a balance between supporting employees and maintaining operational efficiency.
Finding Common Ground:
Empower Managers: Equip leaders with tools and training to balance employee needs with performance objectives.
Measure Impact: Use data-driven insights to evaluate the effectiveness of flexibility, purpose-driven initiatives, and growth programs on business outcomes.
Iterate and Improve: Regularly assess employee satisfaction and productivity metrics, making adjustments as needed.
Example: A consulting firm implemented quarterly employee feedback surveys to monitor the impact of flexible work arrangements on productivity. Insights from these surveys allowed leadership to make data-informed adjustments, optimizing both employee satisfaction and business results.
Conclusion
The gap between employee expectations and employer needs is not an insurmountable challenge—it’s an opportunity for collaboration. By embracing flexibility, fostering purpose, and prioritizing growth, organizations can build a workforce that is not only engaged but also highly productive. The key lies in finding common ground where employees thrive and businesses succeed.
As the Talent Barometer suggests, adaptability is the cornerstone of success in today’s workplace. Employers who listen, innovate, and evolve will lead the way in shaping the future of work.
