Who's the boss?

By Pat P. W. Yeoh

In much the same way that companies are selective about who they employ, jobseekers need to be selective about the organization for which they choose to work.

Key reason employees leave organizations has little to do with salary dissatisfaction but more about an incompatibility of goals. Thus, this indicated a huge shift in the reasons behind people changing jobs. Money is no longer the key determinant. Issues such as motivational work environment, a compatible work culture and an appropriate work life balance are far more important to individuals than money.

While the 1990s focused on the customer, the next 10 years would see a growing focus on employees. In today's talent strapped work environment, being an employer of choice has become a key imperative to organizations.

To assist job seekers in making their final choice, we have developed an Employer of Choice checklist:

• It is essential that the jobseeker find out where the organization is heading; its goals and aspirations and what set it apart from its competitors.

It is also important to determine the quality of leadership in the organization. Quality leaders have strength of character to make the tough decisions and also inspire the staff. They are prepared to walk the talk? and win the hearts of employees. At the end of the day, they make others want to follow them.

• Ascertain whether or not the employees appear to be genuinely committed to the organization and its goals

Employee commitment is often the yardstick to a healthy organization, thus happy and committed staff usually means a strong and viable organization. There is a direct link between customer satisfaction and employee commitment so prospective employees should be sure that the organization has the capacity to satisfy customer requirements.

• The environment should be both pleasant and motivating

Because we spend most of our waking hours in the office, our work environment needs to be physically attractive and reflect the fact that the organization values their employees. It is also important to ensure that you are comfortable with the work culture and that you will feel comfortable working with the organization in question. While this may seem an odd pre-requisite, it is amazing how often people leave organizations because of incompatible cultures. It was important that talent within an organization was identified, utilized and developed and that employees were provided with some sort of career path.

• Is the need to balance work, life and family recognized by the employer and are these policies implemented and practiced?

Busy, demanding jobs needed to be compensated by flexibility to ensure healthy recreation and personal growth, including family and relationship commitments.

• Ultimately, one should consider whether or not working for the organization in question would enhance a resume or provide increased marketability or employability.