Last week we celebrated 1 May, International Workers’ Day. What could be more natural than to stay in that spirit and explore what truly matters to people at work? Over the coming week I’ll publish three follow-up posts with hands-on tips for building an inclusive workplace, boosting productivity and strengthening well-being—without breaking the payroll budget.
Most of us spend a huge part of our lives at work, so it’s no surprise that employees have clear expectations. Research points to three factors that consistently show up at the top of the list—and, surprisingly, salary is rarely the whole story.
A word on pay (and why it isn’t everything)
Salary is important, but Herzberg’s two-factor theory classifies it as a hygiene factor: fair pay prevents dissatisfaction, yet seldom creates lasting motivation. When pay is good enough, leaders should focus their energy on the three areas below.
1. A healthy work climate & clear communication
A safe, inclusive environment paired with open, transparent communication is the bedrock of any high-performing organisation. When employees feel seen, heard and respected, engagement and performance rise.
Did you know…
- Gallup’s State of the Global Workplace reports (read here) show that poor communication and low sense of belonging are two of the biggest drivers of disengagement.
- Organisational-psychology studies find that a supportive social climate and clear communication lower stress and raise job satisfaction and engagement.
2. Opportunities for growth & mastery
Most people want a job that lets them learn and develop. Growth provides a sense of progress and meaning.
What the research says…
- Herzberg highlights recognition and development as prime motivators, while Deci & Ryan’s Self-Determination Theory stresses competence and mastery.
- Deloitte and SHRM studies show that employees who see a clear path for career growth report higher satisfaction and motivation.
3. Work–life balance
Flexibility and a healthy balance between work and personal life matter more than ever. Remote work options, flexible hours and respect for individual needs strongly influence both motivation and loyalty.
Why balance matters…
- Deloitte’s Global Human Capital Trends reports call flexible work arrangements and work–life balance key drivers of well-being.
- The Job Demands–Resources model (Bakker & Demerouti) shows that high demands without matching resources raise the risk of stress and burnout.
- Gen Z and Millennials rank balance and flexibility as the top reason to join—or stay with—an employer.
Final thoughts
A positive work climate, development opportunities and healthy balance are the three elements research keeps pointing to—supported by both classic theories and modern data.
Of course, pay must still be fair and competitive to ward off dissatisfaction. My own experience tells the same story: once I reached an income level that let me save a little each month, money worries faded and I could focus on growth, relationships and enjoying my job.
That’s why salary is a hygiene factor—and why the human side of work becomes even more important once basic security is met.
Stay tuned! In the next posts I’ll dive deeper into each area and share actionable tips you can start using right away. Have your own experiences? Drop them in the comments—learning is better together.
