The View From Taft
By Zyrine Joy Rosales
I do believe that the organization’s success is highly dependent on its people. Even high tech companies need their employees to be able to competitive. Employers should devise strategies so good employees will stay and grow with the organization.
So, what will it take for valuable assets to stay? A good salary package can be tempting but money is not everything. I am sure that contentment and loving what you do is on the list. I remember when our strategic human resource professor asked who among us applied to our current company because it offers a good compensation package and surprisingly, less than 25% of the class raised their hands. I did not. I believe that the salary is fair, but it was not the only factor. At that time, I needed a fresh start in a new environment. It may sound absurd, but that’s how I felt then. Three years later and I am still in the same job. So why and I still here and what makes me and other employees stay?
In my opinion, there are several factors why employees stay in their jobs. Here are the common reasons based on my reflections and interviews:
BRAND
For me, the way we choose a clothing brand is similar to the way we choose the company we would like to work for. Personally, I want to work for a company known for its brand for various reasons — not only these companies are popular but they are also stable and can give you “bragging rights.” They are also known for their high caliber employees.
This was my main consideration why I applied for my first job and stayed for two years. I was so proud then that I was working for the top firm in the industry because I know there were several opportunities waiting for me including the chance to work with the best people in the field.
GOOD COMPENSATION PACKAGE
For obvious reasons, who doesn’t want good compensation? I would say that I applied and stayed in my second job because of the pay. I felt that the money I was receiving was a fair compensation for all my hard work. If you love what you do, then the good pay is a bonus!
COMPANY CULTURE
It is vital that employees and employer’s culture are aligned. The high employee-organization value equates to “organizational identification.” The employee mirrors the company’s values and vice versa. Unfortunately, I can’t say yet that I have found the one that fits me.
TRAINING AND DEVELOPMENT PROGRAM
Yes, it is costly for companies to establish a good training and development program, but it is highly important to keep employees up-to-date and competitive. Workers are looking for opportunities to improve themselves and will stay with a company that invests in their development. One of the reasons I left my previous work was due to lack of training. I felt that I could do more but was constrained by the lack of opportunities to grow.
BOSS (AND COLLEAGUES)
I often hear this advice, “choose your boss, not your job.” In a perfect world, we would have a great job and a good boss at the same time. Personally, I prefer a great boss over a great job, coupled with great colleagues. One thing I can brag about my current organization is having a great mentor and teammates. Our job is tough, but we can get through due to the support of my colleagues. We share our knowledge and experiences so that everyone in the team will accomplish the assigned tasks. I cannot deny that there were times when I contemplates on looking for a new job and there are several reasons why I want go, but having a great team is the major factor why I am choosing to stay. I know I can always find a better job but I am unsure if I can find a better team than what I have now. The support I get from my teammates and boss makes the load lighter.
Indeed, staying in a company is a tough decision if your priorities are not met. Therefore, organizations should consider these factors in their mix of monetary and non-monetary incentives so good people stay. After all, these are the people who will probably get good offers from other companies and it may be a battle to keep them. Often, the winning combination is the one that keeps workers happy (money and work-wise) and makes them feel that they truly belong in their current job.
This article was part of the requirements of the course, Strategic Human Resource Management.
Zyrine Joy Rosales is an MBA student of the De La Salle University Ramon V. del Rosario College of Business.
