{"id":53173,"date":"2022-03-11T09:41:09","date_gmt":"2022-03-11T14:41:09","guid":{"rendered":"https:\/\/www.sogolytics.com\/blog\/?p=53173"},"modified":"2022-03-11T22:44:31","modified_gmt":"2022-03-12T03:44:31","slug":"how-to-give-employees-interesting-challenging-work","status":"publish","type":"post","link":"https:\/\/www.sogolytics.com\/blog\/how-to-give-employees-interesting-challenging-work\/","title":{"rendered":"How to Ensure Your Employees Have Interesting & Challenging Work"},"content":{"rendered":"

Children often complain that they\u2019re bored. However, employees are less likely to announce their dissatisfaction at work. This, in turn, could lead to employee turnover. Individuals want to grow in their jobs, and in order to offer that to them you\u2019ll need to make sure you give employees interesting and challenging tasks.<\/p>\n

<\/div>\n

There is much greater awareness in 2022 of the importance of mental wellness at work. As discussed previously<\/a>, addressing the human need for challenge and growth ties into employee wellbeing and their engagement with your company culture.<\/p>\n

<\/div>\n

\"bored<\/p>\n

<\/div>\n

Avoiding boredom is especially important for the next generation of workers, both Millennials and Gen Z. So, if you want to appeal to the top young talent, you\u2019ll want to prioritize opportunities to think critically and solve problems.<\/p>\n

<\/div>\n

Knowing all that, the obvious question is: what can your organization do to give employees interesting and challenging work? Here, we\u2019ll share 10 strategies that can help employers and managers make an important difference in this area of employee retention.<\/p>\n

<\/div>\n

#1 Embrace challenge<\/h2>\n

The first thing managers can do is model a positive perspective when encountering challenges. Leaders will set an example. So, you want to exemplify a willingness to stick with a project and not give up when it gets difficult.<\/p>\n

<\/div>\n

#2 Share what interests you<\/h2>\n

Developing relationships is key to employee retention efforts. By sharing what interests you about the work that you do, you can give employees a glimpse of the opportunities ahead in their career. This open communication also gives individuals a chance to ask and proactively take on a more challenging role at work.<\/p>\n

<\/div>\n

#3 Welcome suggestions<\/h2>\n

This might also be stated as having an “open-door policy.\u201d Managers and other leaders need to make it obvious that they are willing to hear from their employees. This gives individuals room to ask for growth opportunities. They are unlikely to come in and whine, \u201cI\u2019m bored.\u201d Still, if you are open to feedback, you\u2019re more likely to be approached with an, \u201cI feel like I have more to offer the company.\u201d<\/p>\n

<\/div>\n

#4 Set goals<\/h2>\n

Managers can help energize employees with goal setting<\/a>. Have individuals identify the areas where they want to be challenged and then help them set attainable goals. You don\u2019t want the goals to be too challenging. That can cause frustration and may lead the employee to question their own abilities.<\/p>\n

<\/div>\n

\"employee<\/p>\n

<\/div>\n

#5 Encourage employees to take risks<\/h2>\n

Strong managers recognize when their employees are getting into a rut. It\u2019s the leader\u2019s job to push employees out of their comfort zones. An individual that avoids new challenges or taking risks is less likely to:<\/p>\n

<\/div>\n