Job Satisfaction Looks Different in 2023 – Here’s Why
Go to school, get a good job, and secure a pension. It was only a generation or two ago that those things represented the pinnacle of career achievement. Job satisfaction was a luxury or an afterthought. When millennials entered the job market and faced different economic conditions from their parents, the idea of job satisfaction started to evolve. And now that the pandemic has disrupted the way we work forever, it has taken on a whole new meaning.
Cinnamon Clark and LynnAnn Brewer, HR experts at McLean & Company, one of the world’s leading HR research and advisory firms, have a few enlightening insights about why that is – and what to keep in mind as a professional and leader.
Job satisfaction in the modern workplace
According to Brewer, job satisfaction has climbed to the top of professionals’ priorities in 2023. “This process has been accelerated by impactful world events and technological developments that changed both peoples’ perspectives and purpose. As a result, job satisfaction has risen in priority now more than ever – people want to work within a meaningful relationship with their organizations, beyond merely being satisfied or content with minimum performance expectations,” she says.
Brewer adds that people are becoming more purposeful and intentional about the organizations with which they associate: “Organizations and their leaders need to look to their values, missions, and goals to include global and community cognizance and contributions beyond profits. People want to be part of an irresistible organization with high engagement standards and an evident social conscience.”
What irresistible organizations do differently
Irresistible organizations…now that’s an interesting concept. Wondering what it means in practice? It’s about looking beyond typical markers of satisfaction, such as meeting employees’ basic needs to achieve desired organizational outcomes, says Brewer. “Employees’ minimum expectations are providing a safe environment, the tools and the resources to do one’s job well, and treating employees fairly,” she says.
According to her, for an organization to be truly irresistible to both current and potential employees and thrive instead of just survive, employers and leaders need to offer the three following things in the company’s processes and culture:
- Allow employees autonomy on the job
- Provide learning and growth opportunities on an ongoing basis
- Demonstrate how each employee’s work impacts the larger organizational goals
“When employees have a strong sentiment of being engaged, it spills over and creates a greater sense of being purposeful, intentional, and inspired. McLean & Company’s 2023 HR Trends Report showcases the value of enhancing employee experience and empowering employees to reskill and grow to help them be more engaged,” says Brewer. Additionally, leaders should address employee burnout in 2023 to further engage and retain talent.
The link between DEI and job satisfaction
Job satisfaction also looks different nowadays because DEI has become a business priority and is only going to continue being at the forefront of organizational changes – in the organizations that care about employee experience and social impact, that is.
“DEI and job satisfaction are closely linked. DEI is not just a program or a policy, but rather three separate components that span the entire employee lifecycle,” says Clark. “Without embedded inclusive practices and accountabilities to said embedded inclusive practices in the organizational culture, employees will not have the same level of job satisfaction as they would if DEI work was prioritized and intentional.
Here is how DEI and job satisfaction are interconnected.
1. Diversity
“Being represented in an organization has powerful benefits. When employees can visualize themselves in leadership positions and see themselves represented, they are more inclined to be engaged in their roles, teams, and with the organization itself, leading to improved job satisfaction,” according to Clark.
2. Equity
When it comes to equity, employees must feel and believe that they are being treated equitably in terms of pay, access to resources, and other aspects of the employee lifecycle, she adds: “When employees feel this way, they are more likely to be engaged, feel connected to the organization and its values and goals, and stay at the organization.”
3. Inclusion
Creating an inclusive workplace is also a crucial piece of the job satisfaction puzzle. “When an employee feels as though they can be who they truly are at work, be accepted for it, and are invited to the table regardless of their dimensions of diversity, they are more likely to be engaged and remain with the organization,” says Clark.
The bottom line for leaders
As a leader, being aware of the evolving HR landscape is crucial. But you don’t need to be an expert to understand that fostering an environment where people are treated like human beings is important. At the end of the day, if you’re going to remember and practice one thing about job satisfaction in 2023 and beyond, that should be it.
As Brewer puts it, “leaders can specifically address job satisfaction by bringing well-being to the forefront with their team, openly talking about, acknowledging, and owning the organizations’ responsibility to mitigate and prevent burnout, and connecting with their employees beyond tasks and deadlines.” In other words, treat people like people first and employees second and your team will thrive as a result.
Additionally, don’t forget that investing in DEI is a business move that will pay off in the long run, even if it takes consistent efforts and patience to reap the rewards of doing so. “Clearly, as a continuing trend, the importance of DEI in the context of job satisfaction cannot be understated,” says Clark.
