Key Factors in a Dream Job Workplace
Workplace – Key Factors.
Here at Dream Job Hub, we expend all of our effort and expertise in ensuring that our collaboration partners can land their dream job in life.
But, of course, in order to make that happen, it is vital to understand what constitutes a “dream job” in the first place.
JobPloy Solutions is all about “creating job relationships that matter” — and therefore it is of crucial importance to determine what that working relationship should look like.
At the outset of this initiative, therefore, let’s take a deep dive into the key factors that make up a dream job workplace.
Herein lies 5 (but non-exhaustive) considerations for ensuring that an employer can become ‘JobPloy Solutions ✅ Certified’
Workplace
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(1.) FAIR REMUNERATION:
Of course, it is not about bankrupting the company — and businesses do an excellent service to society in providing mass employment opportunities.
But it is about ensuring that enterprises are rewarding their hard working and value-adding staff in the correct manner.
It is crucial to understand that different employees create a different level of value. We are not asking for a company to provide £30/hour to someone who can only add £10/hour of productive potential.
But naturally, remuneration should increase with value-adding capacity (in accordance with skills and experience).
Too often, top-notch employees have to resort to finding another rival place of potential employment to extract a pay rise out of their current company.
This is poor practice on the part of employers who should be looking to reward their talent in the first place (without having their arm forced into such).
[Source: Peshkova (Canva Pro)]
(2.) MENTAL HEALTH PROVISION:
Whilst we do not expect that an employer can mitigate against all mental health problems that might accrue amongst staff members — not least because of external factors — it is important to see practical/concrete steps in the direction of corporate mental health provision.
Unfortunately, because this has become one of those “on trend” and pertinent CSR topics, it is liable to become a tick-box approach — without any genuine meaning and teeth behind such. On the other hand, there are companies out there who not only understand the moral case, but also the economic imperative emanating from increased motivation and productivity of healthy staff members.
[Source: Simarik (Canva Pro)]
(3.) ANTI-BULLYING STANCE:
It should be clear that those who are subject to bullying are often left with a lot of trauma and pain from such — and it goes without saying that, in that kind of context, the chance to make a productive contribution is drastically reduced.
The “blind-eye” pretence is no longer going to wash — and we want to see companies that are prepared to take real action in this arena. Of course, false, malicious, and defamatory accusations should not be countenanced — but nor should predatory, malevolent, and intimidating behaviour either. It must be stamped out (with real disciplinary and dismissal powers in cases that are upheld).
Unfortunately, time and time again we see HR Departments who decide to close ranks — and fall in behind a senior staff member/manager (preferring instead to let the “small fish” walk out of the company in pain and financial distress). The re-establishment of genuinely “neutral” HR Departments must be a key factor in spotting a responsible employer.
[Source: Katarzyna Bialasiewicz (Canva Pro)]
(4.) FEEDBACK OPPORTUNITIES:
Another poor philosophy that must be stamped out in the workplace is the “do what you are paid to do and be quiet” mindset. Of course, we are not advocating for disobedient employees — but rather in favour of empowered ones (who are able to dispense with their duties; whilst also being offered the chance to contribute ideas around future growth and development).
Employees need to feel like there is the proper mechanism for the articulation of their thoughts and concerns — however painful upper management might find them to hear and take on board. If companies treat staff members like robots, then robotic outcomes are the natural consequence from such. On the other hand, a respect for the individual (and all that they have to offer in the workplace) is the foundation of wisdom when it comes to business growth.
[Source: Tumsas Edgars (Canva Pro)]
(5.) CAREER PROGRESSION:
Finally, and related to the last point, what creates a dynamic working environment is not only the chance to contribute ideas, but actually to also advance into further positions of responsibility and fulfilment. Naturally, the increased remuneration might be an appetizing part of this — but it is not the sole factor.
Employees also need to feel as autonomous as possible (and that definitely means no micromanagement/tracking keyboard strokes) — and able to go as far as their individual talents and skills can take them. There is no motivation that can possibly come from believing that there is a predetermined and stifling ceiling on personal development and growth in their career.
In that sense, any selfish and self-serving attempt from (so-called) “leaders” — to hold people down in order to protect their own interests and sense of insecurity — must stop. Talent should be allowed to flourish and grow across time.
[Source: Elnur (Canva Pro)]
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Taken altogether, whilst this is not an exhaustive list of factors, we have nevertheless been able to establish 5 of the key principles underpinning whether an employer can be labelled as “JobPloy Solutions ✅Certified”.
We are not simply in the business of creating jobs — but also “creating job relationships that matter”. For this, a holistic and determined approach is needed on the part of the employer — and therefore we are here to reward those who actually foster such.
[Source: W Britten (Canva Pro)]
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Author: Mathew Warboys
Co-Founder at Dream Job Hub
CEO at The CEO Hub
Top 10 LinkedIn Coach (Yahoo! Finance)
Shortlisted for the “Junior Nobel Prize” (2014, 2015, 2019)
Mathew Warboys
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