Lindsay Olson

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It Loves Me, It Loves Me Not: The Truth About How Companies Treat Employees

While most relationships are reciprocal in their affection for one another, that’s not always the case for the employee/employer relationship. In a recent survey by Virgin Pulse, nearly 75% of employees said they loved their companies, while only 25% felt their companies loved them back.

Why We Love Where We Work

The reason for adoration of an employer vary, but some of the reasons in the survey include:

  • They felt they had interesting and challenging work
  • They liked their company’s mission and what it stands for
  • They love their co-workers
  • They have a flexible work schedule
  • They get great perks and benefits
  • They get paid well

The Feeling Isn’t Mutual

Despite many employees enjoying what they do and where they work, many don’t think their employers feel the same. But exactly how does a company show that it cares about employees?

The survey revealed many obvious answers, like managers showing more praise or offering better work/life balance. Surprisingly, money isn’t the only way employees feel appreciated, though it certainly helps. Great benefits like life insurance, maternity leave, and 401k plans also make employees feel more cared for.

And it seems like some employers try but somehow miss the mark. While a company might think that nap time and weekly massage are what employees really want, the survey showed that most care more about services and benefits that help them maximize their quality of life, such as an on-site gym or healthier cafeteria options.

How to Get What You Want from Your Employer

If you’re one of those workers who feels underappreciated at your job, don’t assume your only option is to jump ship. It is highly possible that your employer simply doesn’t know what you look for in terms of feeling acknowledged. A little dialogue about it can go a long way.

  • Talk to your colleagues. Are others feeling walked over, or are you alone in this? If you band together, you’ll be able to present a more solid case for what you all want from your company.
  • Brainstorm. In an ideal world, what would your company look like? What perks would it offer? Now, in a realistic world (read: small budget), what would you be satisfied with? Maybe you’d love a dream gym where you can work out in your building on your lunch break, but you’d settle for a free pass to the gym down the street.
  • Make your case. Make a list of accomplishments you and your colleagues have made over the past year to show that you’re dedicated to the success of the company. It’s easier to ask for something when you’ve proven that you’ve given in return.
  • Schedule a meeting. Bring a few of your co-workers (not so many that your manager feels bamboozled) and give a well-prepared presentation that explains how you’re collectively feeling about the company, as well as your ideas about how to improve morale. Realize your manager may not have final approval on your ideas, and that you may have to be flexible in what results you get (that company sauna might not be a reality). Being open to conversation is what you really want.
  • Follow up. You don’t want a meeting that results in a lot of empty promises that never amount to anything. Ask for dates that you can expect the ideas to be turned into reality. Obviously it would take longer to build that inter-office gym than it would to snag employee passes to a local gym.

Remember: you can’t always leave your workplace happiness in the hands of your employer. Don’t be afraid to take measures into your own hands to get the results you want.

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