Jobs We Love 2

When we think about great companies and jobs we love, we think of vibrant company culture, rewarding work, awesome perks, flip flops and casual Fridays, generous paychecks, and extremely flexible work-life benefits. However, most jobs aren’t lovable and job board postings are not much help at all when it comes to gauging what working at a company will really be like. Most postings are pretty boring and offer very little real insight into the company’s brand. It’s nearly impossible to get a feel for a job based on how it’s advertised today. Usually, the posts begin with the “Company Overview,” and then the “Position Requirements,” followed by the “Qualifications.” There are no pictures, no videos or smiling faces – nothing to indicate what the employer’s internal culture is like.

Great companies understand that they have to do more than create jobs; they have to create great jobs that applicants will love. They also understand that they have to partner with Human Resources to develop their corporate culture and use job ads, career pages, and talent communities to market and share it. It’s no longer enough to say that you are an industry-leading company; you have to prove it. But how do you create jobs that people love, and how do you show them off?

Here are a few suggestions:

  1. Tell your employees that you want them. Heather Kinzie, an HR Consultant, wrote an article titled “Tell Me You Want Me” on the Performance I Create blog, in which she says, “Everyone wants to feel wanted.” She goes on to say that employers don’t tell their current or prospective employees often enough that they are wanted. Just by letting employees know that you appreciate them and want to keep them on your team, you’ll automatically increase their engagement levels, along with job satisfaction and loyalty.
  2. Take control of your job ads. It’s my opinion that great companies need to firmly control their brand messaging and delivery. As stated earlier, job boards are overcrowded and most postings do not distinguish you from the rest of the pack. However, your company website is distinctive and you have total control over its content. Bring your job ads back to your career site, where you can be creative and colorful with language, pictures, and application options.
  3. Create talent communities (and show them off)! Talent communities are groups that represent key components of your culture, brand message, or corporate integrity. For instance, if you are serious about diversity, you’ll want to create a talent community that features examples and stories of diversity. Upload video testimonies, interviews, pictures, and articles that illustrate diversity in your company. There is no shortage of communities to create: “Women in the Workforce,” “Career Paths and Promotions,” “Community Outreach and Volunteerism,” just to name a few.
  4. Give employees meaningful work to do. Most of us just want to do fulfilling work and be appreciated at the end of the day. No matter how important or unimportant the essential job functions may seem to be, you need to make your employees understand that they are contributing to something greater. Maybe you can add a humanitarian or eco-friendly component to your company goals and vision that employees can be part of, something that makes the job feel more rewarding.
  5. Let your employees tell their own stories. Believe it or not, there are some people at your company who love their job. Every company has employees who love their job. Your task is to find them and allow them to tell their story to the world. Job seekers are just as skeptical of employers as employers are of job seekers, so by allowing incumbent employees to share positive stories about their job and the company, you’ll form a closer connection to both old and new employees.
  6. Bring back the laughs. Laughter makes it all better. “The Levity Effect” by Adrian Gostick and Scott Christopher, really examines and presents the metrics that support what we already know: it pays to lighten up. They debunk the myth that laughter equals lower productivity. In fact, they point out that laughter actually improves performance.
  7. Take care of your people. When employees feel that their basic needs are being met and that they are valued by their employer, they tend to be more loyal. This goes beyond pay; it includes full healthcare benefits for employees and their dependents, leniency when they have hardships or setbacks, and job security. People love job security.

Thanks to social media and modern technology, the way we look for new work, the type of work we want to do, and the things that attract us to an employer have changed. Employees are no longer just seeking jobs; they are looking for “cool” companies that offer the most flexible benefits possible and promise great relationships. We all just want to work for companies who create jobs that we love.


  • Mindy K. says:

    In a job interview, a candidate once told me that he wants to find interesting and talented people in our company and make friends with them. Talents are lonely and always try to find someone who is like them. So create talent communities, let people know about them, and talented employees will knock on your door themselves.

  • Linda P. says:

    Everyone wants to feel important. People like to feel they are doing something meaningful and contributing to the success of the company. As a manager, I always try to find time to explain this to my employees. As a reward, I get better performance and devotion.

  • Liam Dowlry says:

    Letting people tell their stories is like bringing fresh air to the atmosphere of the company. Bosses and top managers perceive the history of their companies as their own success stories, although there are sometimes people who share memories different from yours. Let people tell the stories. Re-evaluate your past, and rewrite your future.

  • Rika F. says:

    If you are facing bad times, gather your staff together and ask for advice. Talk about your partners and competitors and what you have been doing recently. This is a good way to show respect to your employees, to show that you value them. This is the best tool for earning people’s devotion, not to mention real and productive advice you need.

  • Susan Dingle says:

    The title promises much and the content delivers. We know that not every job is a job people are going to love, but people still are needed to fill the job anyway. Call center jobs come to mind as one example, but whatever job a person is recruiting for at the time may fall into this category with enough repetitive work, limited growth possibilities, stress producers, conflicting expectations, multiple supervisors, etc. etc.

    That said, the suggestions in the article offer possibilities for creating jobs that people at least want to apply for and want to stay with for a few to many years. Tell employees that you want them–again, honestly, in words from the heart, not as some tired mantra you repeat without even thinking much less feeling. Let employees tell their own stories. This one has possibilities for showing what there is to like about the job that the manager may never have anticipated or simply did not fully appreciate, not having done this job. Hopefully, the stories can show a mix of reasons, including reasons why people stay and still like their jobs after a number of years, not simply a “this is a great stepping stone to other jobs” kind of reason or stories about how the employer really helped when the employee was sick or had family illnesses or other nonwork issues. But stories about how the employer helped when employees had illnesses or crises show that the employer takes care of its people. Bringing back laughter is more central than it may at first sound. We need to have some fun at work, need to have good things to laugh about, need to be OK to laugh. Laughter sometimes is the only way to lighten the load or to shine some light when things seem to be closing in.

Subscribe to Our Blog

Stay Social