The Kano Model: Transforming Your Workplace into an Attractive Blue Zone Haven

Setser Group's recent launch of our non-profit, Setser Group Community is focused on providing Blue Zone havens and attractive workplaces in order to attract and retain top talent. One powerful tool to achieve this is the Kano Model, which helps organizations understand employee satisfaction by categorizing needs into three distinct types: Basic Needs, Performance Needs, and Excitement Needs. By addressing these areas effectively, you can create a workplace that not only meets but exceeds employee expectations in terms of Blue Zone havens where employees and organizations thrive longer and deeper in the communities that produce work for good.

Basic Needs: Building the Foundation

Basic needs are the fundamental requirements that employees expect in any workplace. Fulfilling these needs doesn't necessarily increase satisfaction, but failing to do so leads to significant dissatisfaction. Here are some essential basic needs every workplace should provide on the journey to the Blue Zone.

1. Safe Work Environment: Ensuring a safe and secure work environment is paramount. This includes physical safety measures, ergonomic workspaces, stress reduction, gathering spots, walking trails, and mental health support.
2. Health Care and Benefits: Comprehensive health care coverage, including dental, mental health, diet, and vision plans, is essential. Offering competitive benefits demonstrates that you value your employees' well-being.
3. Laptop and Cell Phone: Providing the necessary tools for the job, such as laptops and cell phones, ensures that employees can perform their tasks efficiently and effectively.
4. Performance Reviews and Clear Expectations: Regular performance reviews and clear communication of job expectations help employees understand their roles and what is required to succeed.
5. Materials and Resources: Ensuring that employees have access to all the materials and resources they need to do their job reduces frustration and increases productivity.
6. Diet, Sleep, and Exercise: Blue Zone havens include places to walk, grow community, and dine together on healthy food that sustains employees. Allowing for smart flexible work day starts and releases also needs to be coupled with off limit times and expectations around sleep and rest.

Performance Needs: Driving Satisfaction

Performance needs are those that employees articulate and expect to be fulfilled. These needs, when met, lead to increased satisfaction and motivation. Here are some performance needs to consider to deepen the Blue Zone work:

1. Hybrid Work Choices: Offering flexible work options, such as remote or hybrid work, can enhance work-life balance and job satisfaction.
2. Compensation Alternatives: Providing various compensation alternatives, including salary, bonuses, and profit-sharing, can attract and retain talent.
3. Promotion and Succession Planning: Clear pathways for career advancement and succession planning show employees that there are opportunities for growth and development within the organization.
4. Health Care Benefits for Families: Extending health care benefits to employees' families demonstrates a commitment to their overall well-being. Having incentive programs for diet, rest, and exercise can also be incentivized to help employee family units thrive.
5. Longer Maternity Leaves: Offering extended maternity leave and parental support helps in retaining talented employees who are starting or expanding their families.
6. Learning Stipends: Providing stipends for learning and professional development encourages continuous growth and skill enhancement.
7. Growth Opportunities, Coaching, and Mentoring: Creating opportunities for professional development, coaching, and mentoring fosters a culture of continuous improvement and career growth.

Excitement Needs: Creating Delight

Excitement needs are the unexpected features that can delight employees and significantly increase their satisfaction. These needs are not expected, so when they are fulfilled, they provide a significant boost to employee morale and loyalty. Here are some examples of excitement needs to include in Blue Zone approaches:

1. Unlimited PTO: Offering unlimited paid time off can be a huge motivator and demonstrates trust in your employees to manage their work and personal time effectively.
2. Company Car: Providing a company car is a perk that can significantly enhance an employee’s quality of life, especially for those in roles that require travel.
3. Childcare Services: On-site childcare or childcare subsidies can be a game-changer for working parents, reducing stress and allowing them to focus more on their work.
4. ERP Mental Health Services: Offering Employee Assistance Programs (EAP) with mental health services supports employees' mental well-being and creates a more supportive work environment.
5. Moving Expenses: Assisting with moving expenses for new hires shows a commitment to making their transition as smooth as possible.

By applying the Kano Model, organizations can systematically address the different types of employee needs, creating a workplace that not only meets but exceeds expectations. This strategic approach helps in building a work environment where employees feel valued, motivated, and excited to contribute to the organization’s success.

Implementing the Kano Model in your workplace strategy ensures that you are not only meeting the basic needs of your employees but also driving satisfaction through performance needs and creating delight with excitement needs. By understanding and addressing these categories, you can make your workplace more attractive, leading to higher retention rates, increased employee satisfaction, and a more motivated and productive workforce inside of a Blue Zone haven.

Remember, a happy employee is a productive employee, and investing in your team’s well-being is investing in the future success of your organization.