The importance of employee needs in critical positions at a Dutch financial institution

By: Alex Hellemons

In today's dynamic and competitive world, some functions within organizations are critical to overall business operations. At a Dutch financial institution, these critical job functions have been carefully defined, because they play an essential role in achieving the organizational goals. To ensure that these employees can perform optimally and remain motivated, it is very important to understand their specific needs. AnalitiQs has conducted several analyzes on open employee survey data (Peakon) to understand the needs of employees in these critical groups and to determine whether specific policies need to be developed.

Dynamische Anpassung
Regionale Verlage

Important factors for Employees

AnalitiQs analyzes show that employees in this organization attach great importance to three important things: self-development, work pressure and cooperation with their manager. These factors play a crucial role in creating a positive work environment, promoting engagement and boosting employee performance.

The importance of self-development illustrates the need for employees to grow, acquire new skills and continue to challenge themselves in their position. Workload, on the other hand, has a significant impact on employee well-being and performance. A balanced workload is essential to reduce stress and prevent burnout. Finally, the emphasis on collaboration with their manager emphasizes the importance of good leadership skills and supportive relationships between employees and their immediate supervisors.

No difference in needs between critical and non-critical functions

An interesting finding from the analyzes is that there is no significant difference between the needs of employees in critical job functions and those in non-critical functions. This means that the key aspects that motivate and satisfy employees do not depend on the nature of their position, but rather are universal within this organization. It follows that the same policies can be applied to promote the engagement and performance of all employees, in both critical and non-critical roles.

Company-wide policy for optimal employee satisfaction

Based on these insights, this company has decided not to set up a separate policy for critical and non-critical functions. Instead, a company-wide approach has been chosen, focusing on the important aspects that are important to all employees.

The company-wide policy focuses on three pillars:

  1. Self-development: Promoting employee growth and development through training, coaching and opportunities to learn new skills. This can help employees to continue to develop and realize their potential within the organization.
  2. Reducing work pressure: Identifying sources of work pressure and implementing measures to promote a healthy work-life balance. By reducing workload, employees can better focus on their tasks and perform at their best.
  3. Building and maintaining manager capabilities: Investing in leadership development to ensure that managers are effective leaders who can support and motivate their teams. Good leadership skills can improve collaboration between employees and their managers and promote a positive work culture.

Conclusion: A holistic approach to employee satisfaction

Understanding employee needs is critical for any organization that strives to have an engaged and motivated workforce. At this organization, it has been found that the key factors that motivate employees, such as self-development, workload and collaboration with their manager, are universal for both critical and non-critical functions. There is therefore no need to segment the approach, which saves time and costs.

Investing in the needs of their workforce can foster a culture of engagement, satisfaction and effectiveness, which will ultimately contribute to long-term success.

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