Our work environments and professions have a fluid nature that is constantly changing. It is important for managers to understand the significant distinctions between a job and a career so they can gauge how their team is doing and how satisfied the employees are.

Even though the terms "job" and "career" are frequently used interchangeably in common speech, they have distinct connotations. A career can sometimes lead to a job, and a job can sometimes put a career on hold? Quite intriguing, huh? To improve job satisfaction, engage the best corporate wellness service provider-India.

What does the term "job" mean?

An employee's current work for compensation is referred to as their job. They may want to do it either full- or part-time in exchange for a set salary. It could be a job chosen to accomplish a pressing objective.

For instance, a career in journalism does not include working as a cashier at a cafe to supplement your income while attending journalism school. It is your responsibility as a manager to maintain employee engagement and job satisfaction. Their daily work takes on more meaning when they develop a feeling of purpose and become inspired and motivated by a mission.

Employees frequently leave their employment for the main reason that they lack motivation, purpose, and meaning.

What is a profession?

A career is made up of a variety of professions that are tied to one another as well as the type of work (teaching, writing, coding, etc.) that is done throughout time.

If the ultimate objective is to become an accountant, working as a cashier is not a part of the career; instead, studies are a necessary means to that end.

A career is fundamentally connected to an individual's identity and drive and fulfils their life's purpose. A job is also primarily constructed on a person's talents, experience, and interests. It comes from what one enjoys doing in addition to being skilled at. Similar to an Ikigai.

It is the duty of a leader to make sure that workers are happy with and invested in their work and careers.

How can we improve job satisfaction at work?

Despite the distinctions between a job and a career, here are few strategies to improve job satisfaction.

1. Establish explicit guidelines.

Only 26% of workers believed they could maintain a decent work-life balance, according to a Gallup survey. As a manager, make sure that your staff members are not overworked, stressed out, or overloaded. Even if you manage an ambitious team, pay attention to the tasks assigned to you in your career or employment.

Employers may gain a pulse on their workforce by frequently conducting employee engagement and lifecycle surveys. Employers and HR teams can set up surveys for all phases of the employee lifecycle, including onboarding, wellness, learning, and exit.

You can also adjust the audience, questions, and anonymity to look for anomalies and areas that require attention. Data-driven advice on how to improve helps managers and executives take proactive action.

2. Recognize good work

The team members must feel noticed and valued by their managers, who must make the effort. Remember to give encouraging remarks and to recognise both little and significant accomplishments. It would help if you came up with ideas for how to really acknowledge and recognise people for their performance, even when they are working remotely. The explanation is that most workers believe they don't receive enough appreciation. The potential for making employees proud of their job is great for leaders.

Think about mentioning the task, project, and impact your employee had that led you to acknowledge and commend their hard work.

3. Pay attention to long-term objectives.

Employees can relate to the long-term goals when teams and employees are aware of the organization's vision and strategy. They can see how they can help to get the eye, which will boost their level of job satisfaction.

Give your team members a sense of inclusion in the greater picture. By requesting their input, you may demonstrate to them how much you value them.

4. Maintain a line of communication that is open.

Open communication makes sure that crucial information is never overlooked. When fostering an environment of direct and honest communication, set an example.When you share your feelings as a boss, other people feel comfortable doing the same.

Communicate with your team frequently to stay in touch both personally and professionally. In this manner, supervisors and managers can direct staff toward a common objective, news, and information.

5. Be concerned about your staff's wellbeing

One approach to boost employee motivation, whether it is for a job or a career, is to demonstrate your sincere concern for their welfare. This entails encouraging them to reach their fitness targets and even urging those to take a break when they are feeling overworked.

Encourage managers to conduct 1-on-1 meetings with the team to check in on morale before diving into work-related topics. Employees who are healthy and content will be productive and fulfilled.

6. Present them with learning opportunities

Employees will look for excitement in a new work when they cease learning. Employee skill development through participation in conferences, webinars, and events must be supported by managers. Maintain a culture of curiosity and learning for both employees and interns pursuing careers.

Give them the knowledge, tools, and on-the-job training they need to advance their skills once you know what they want to concentrate on.

7. Share criticism often

Whether a person views their employment as a profession or a job, they are constantly seeking feedback. They may be more productive, work more shrewdly, and perform better as a result. They will cherish your time and effort if you provide constructive criticism. Make sure to word your suggestions and opinions properly for a favourable response.Monthly or quarterly feedback meetings that are constructive and beneficial are excellent.

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Contributed By- Dr(Prof) R K Suri, Best Clinical Psychologist & Life Coach & Ms. Varshini Nayyar