Beyond small talk: How well do you know your employees’ real needs?

What do we mean by motivation? The first rule in formulating motivation is that there are no set rules. It could be monetary, like a raise, performance-based bonuses, extra paid time off, or it could be something intangible: extra trust, responsibility, a “seat at the table.” However, the essence remains the same: it varies for every employee.

"Yellow Fellows" comic book caption, with worker dinosaurs drawn underneath.

Why is it important to know your employees?

Looking at corporate goals, it’s worth discussing how a motivated employee is loyal, creative, productive, adept at overcoming obstacles, supportive of colleagues, and contributes to a positive atmosphere. Conversely, those who don’t feel valued can quickly tarnish a company’s reputation both online and offline, lack enthusiasm in completing tasks, and don’t put in the effort. Of course, there are statistics to support this: according to a study, 69% of employees would work harder if they felt their efforts were recognized at work. When this recognition is present, it helps them see the impact of their work, the bigger picture, and feel that they truly contribute value, making their presence indispensable for the company’s long-term success.

Comic strip: if a manager does not know his employees well enough, the way he recognises them can be a major headache. Why is this a problem? Not only does it lead to demotivation, but disgruntled reviews can spread quickly, ultimately damaging the company's reputation.
Without a deep understanding of your employees, identifying appropriate ways to recognize their good work becomes challenging. Why is this problematic? Not only does it result in demotivation, but also discontented opinions can swiftly spread, ultimately tarnishing the company’s reputation. When Max encountered this scenario at the year-end company celebration, he promptly reached out to Chill to avert the potential cascade of negative consequences.

How can we help?

Often it is difficult to see from within the system how employees perceive the company, how they could be helped, motivated, and what needs arise for them. By involving an agency, we can obtain an objective, precise, and in-depth evaluation based on surveys and experiences, which can then serve as a solid foundation for building an employer branding strategy. Furthermore, a team consisting of psychologists, communication experts, and employer branding specialists, based on the evaluations of employees, can comprehensively point out the true face of the company, helping to exploit the opportunities inherent in it.