Live to work or work to live? The answer to this maxim has been changing with the arrival of new generations in the labor market, generations that have made companies think about benefits that provide better quality of life for employees.
At previous generations (like baby boomers and X) were looking for professional stability, so we can say that for them, the answer would probably be “live to work”.
As for the modern workforce (millennials or Y), who are looking for motivating challenges and professional development, the possible answer would be “working for a living”.
In other words, given this new profile of professionals, companies will need to adjust some measures, especially those linked to the choice of organizational benefits, to keep their work team motivated.
Precisely to facilitate this process, we will explore in this post:
- who are the millennials;
- the importance of investing in quality of life at work;
- how to offer better quality of life to its employees.
To clarify these adaptations required by millennials, keep following this post. We separate 9 benefits to offer more quality of life to your employees. Check out!
Who are the millennials?
Before we explore how to improve the quality of life offer to your employees, let's understand what the professionals of this new generation that dominates the current job market, the millennials, are like.
people of the generation millennials or Y, roughly, born between 1982 and 1995, grew up in a period of history with great sociocultural transformations. That's because this was the time of the first insertions of the digital context in the world.
In other words, they are young people who carry both the expressive heritages of an industry and computer context as well as the unknown possibilities of a new universe technological.
Some of its most common features are:
- stay in the parents' house even during adulthood;
- career prioritization to the constitution of a family;
- high academic degree;
- preference for recognition and professional appreciation for stability;
- desire for quality of life (personal and professional);
- constant job change;
- high regard for individual values;
- sociopolitical awareness.
Bringing them to the professional scene, the challenge is pioneering. In addition to needing to keep up with the evolution imposed by unprecedented digital advents, they also deal with the desire for the evolution of a new generation, the Z or the digital natives, who will soon be disputing the same job market as well.
If you want to better understand the differences between generations and how companies should act on them in the market, we recommend reading this other material.
As the profile of millennials is unprecedented, companies need to pay attention to creating adequate conditions that allow them to develop all of their potential. Therefore, some adaptations and investments will be necessary to optimize the satisfaction of these collaborators.
How important is it to invest in quality of life at work?
The success of any business is directly linked to the virtue of its human capital. After all, it is the workforce that plays a leading role in an organization's entire production process.
Virtue here is technical, but also affective. The healthy development of a business depends not only on skilled and profitable professionals, but also on loyal, motivated, committed, productive professionals., among others.
As we saw earlier, Generation Y has some peculiarities that deserve the market's attention. The compatibility of personal values with organizational values, for example, has never been more required to retain a talent.
In other words, the demands of this generation need to be heard by companies to ensure the achievement of this special virtue.
Organizations that place the interests of their people as a strategic priority are able to offer quality of life for your employees and encourage a set of benefits to the business.
Some of the advantages of investing in quality of life at work are:
- profile/personality affinity;
- compatibility of expectations;
- improvement in the organizational climate;
- improvement in individual job satisfaction;
- optimization of teamwork;
- professional loyalty;
- improvement in the company's overall performance;
- optimization of interpersonal relationships.
For this, there are many initiatives that companies can take to offer quality of life to their employees. Next we'll explore 9 of them!
How to offer more quality of life to your employees?
Understanding who millennials are and the importance of investing in improvements in the work environment, let's now see 9 benefits that companies can adopt to extend the quality of life of their employees.
1. Emotional salary
The first initiative that we will cover in this post is emotional salary. In short, this salary refers to any benefit offered to employees that is not directly linked to financial values, but rather to personal values.
Some examples are:
- healthy work environment;
- harmonious organizational climate;
- intelligent internal communication;
- mental well-being;
- incentive to break;
- time management;
- cultural and educational stimuli.
Millennials tend to prefer recognition and appreciation, so the emotional salary is a strong motivator.
2. Cultural Fit
Another of the 9 initiatives to offer better quality of life to its employees is to create a test Cultural Fit.
This test assesses an employee's alignment with the business in addition to their soft skills, such as personality, personal values, goals, among others.
This set of characteristics is analyzed and compared to the ideal profile of the vacancy, considering the mission, vision and values of the organizational culture from the company.
In other words, the Fit Cultural test is a way for the company to ensure that the employee is compatible and, with that, to ensure their quality of life during their entire journey in the business.
3. Payment on demand
One way to offer quality of life to its employees is to facilitate the management of their financial lives, adopting a system of payment on demand.
It is common sense that uncertain factors can arise and compromise the individual's ability to honor financial commitments, so having the salary available according to the real demand of your life is a great differential.
In other words, in addition to facilitating the administration of expenses and expenses of its workforce, including avoiding the acquisition of loans, this initiative is a competitive advantage for the organization.
4. Remote work
In view of the current pandemic context, allowing remote action, even after the situation is normalized, is an initiative that optimizes the offer of quality of life to its employees.
In addition to this work policy having become a preference for a significant part of the workers, the home office it also stimulates professional productivity, improving business results.
Furthermore, when having an order accepted, especially if it is linked to personal needs, the employee feels valued and the tendency to pay is significant.
5. Reconsideration of free time
As one of the characteristics of Generation Y is the appreciation of personal life, offering the team more free time is a way to preserve their quality of life.
In addition to preventing burnout, creating these days off is a way to encourage employee sympathy for the company.
Whether by extending a holiday, create a policy of day off, make the time management of the weekly working day more flexible, offer “extracurricular” activities to improve the use of free time; the possibilities are endless.
6. Leadership by example
Quality of life at work is also about relationships, especially with superiors. Therefore, it is essential that the company's managers and leaders understand the importance of their role internally.
If the company is to offer benefits that optimize the well-being of its workforce, commanders need to set the first examples. Whether it's leaving the office on time, taking breaks appropriately, avoiding sending emails outside office hours, and so on.
The transparent example conveys an image of equality, horizontality, accessibility, making the employee's routine lighter.
7. Feedback Culture
Another of the 9 initiatives to offer better quality of life to its employees is to structure a Feedback culture.
Whatever the profile of the business, listening to your employees' opinions and letting them know yours about their own work is essential.
Not only to optimize production throughput, but also to invest more accurately in changes and strategies.
8. Care plans
Quality of life also has to do with health, which is why companies that offer conditions to take care of this good are more popular in the professional market.
Organizations can act by offering benefits such as health insurance, dental plan, gympass, yoga and meditation, psychological care, vaccination campaigns, self-care campaigns, and so on.
In addition to demonstrating that they care about the well-being of the team and their families, this investment is a way to maximize their market value.
This is because talents may be looking for a company with this profile, which makes this initiative a strategy for attracting and retaining differentiated professionals.
9. Personalized experiences
Finally, the last of the 9 benefits that we will explore in this post to help your company extend more quality of life to your employees is the personalization of experiences.
By identifying, through feedback, the real demands, preferences, desires, among others, of employees, the company gains more ownership to take any decision that influences their well-being.
That is, knowing your own professional team in depth is essential to promoting the right benefits!
Offer quality of life to its employees, valuing the balance between personal and professional life, it is essential not only to optimize the working relationship with the millennial generation, but also to reinforce the value of your company in the market.
Therefore, it all comes down to understanding that your company is made up of people with important requirements and that they are the main business value instrument.
To preserve your satisfaction with the company and optimize overall results, adopting some of the 9 initiatives discussed in this post can be decisive.
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