HR Glossary

What is a Good Job?

Is the idea and perception of “a good job” changing? Explore how modern work expectations are reshaping career satisfaction.
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Being certified as a “great place to work” makes an employer 15 times more attractive to prospective employees. Research shows that, as a result, these high-trust companies also see better engagement, productivity, and retention.

But what makes a job “good” these days? 

Is it the steady paycheck, the flexibility, a sense of fulfillment, or something entirely different?

Employee priorities have shifted and expanded over time, so too has the perception of what a good job is. Below, we explore the fundamental elements and how they have adjusted to fit the modern workplace.

The Fundamental Elements

So, what is a good job?

For a long time, the answer alternated between good wages and benefits, job security, and respect. These elements have long been the foundation of what most people expect from their employers.

Now, they border with the bare minimum.

As the nature of work changes, so do employee expectations. What was once considered a reliable foundation—the baseline of financial stability and comfort—is no longer sufficient as new generations enter the workforce.

As a result, employers must expand their definition of a “good job” beyond the fundamental elements and embrace a holistic approach, focusing on everything from a better work-life balance to opportunities for personal growth to providing meaningful work experience.

Modern Workplace Expectations

The modern workplace reflects evolving trends, driven mainly by changing priorities and the shifting nature of work itself. 

At the forefront is technology, which reshapes how we view work, from hiring, now optimized by ATS, onboarding software, and other tools, to flexible and efficient day-to-day work transformed by AI and virtual workspaces.

As these changes unfold, worker priorities are adapting accordingly. 

The Global Employee Experience Study highlights the importance of flexibility, professional development, streamlined communication, and better work-life balance, particularly among younger workers.

For example, 79% wanted to work for an employer that offers scheduling flexibility, while 84% recognized the importance of easy access to information and training for effective performance.

Ultimately, aligning with these expectations determines a job’s value and relevancy in the modern workplace.

Essential Characteristics

In the context of changes and workplace evolution, we must also acknowledge the generational diversity of the modern workforce, as employees vary in age, needs, and priorities. 

While each person may place different emphasis on specific factors, there are common characteristics that define what a good job is.

Financial Security and Compensation

Traditional compensation and benefits, such as competitive salaries, a good bonus, health insurance, and retirement plans, are still at the heart of what makes a job desirable and are unlikely to lose their importance anytime soon. 

Although the workplace evolves, these fundamental perks remain unchanged, ensuring the stability and security employees rely on.

Fair Pay and Benefits

Korn Ferry’s Global Insights report shows that in 2024, employees’ number one priority was “generous compensation.” 

However, the research also revealed that there was more to work than money. 

Other factors, like prioritizing benefits, played a significant role in retention, as 81% of workers agreed it’s vital for a company to understand the benefits that come alongside a salary.

Long-term Stability

The same study also shows that high job security was among the top three results – globally, 30% of job seekers want a stable employer. As a more traditional expectation, it is no surprise that this factor was especially important for older employees between 45 and 65.

Growth in Earnings Potential

A salary and long-term financial security mean little without steady growth. Especially now, with the rising cost of living, employees are looking for more than just a paycheck. 

They want their earnings  to reflect their hard work and achievements. 

Therefore, a sense of financial progress, whether through regular raises, performance-based rewards, or opportunities for promotion, creates a feeling of accomplishment and value, making it an essential characteristic of a good job.

Professional Development

Professional development benefits the company just as much as it benefits the individual. Thus, it plays an important role in defining a good job. 

As we witness rapid technological development, businesses prioritizing continuous learning, skill growth, and career advancement will successfully stay ahead of the curve.

Skill Growth Opportunities

According to Korn Ferry’s report we mentioned before, upskilling and reskilling were the 2024 “win-win trend.”

With the growth of AI and its influence on the labor market, employers are worried that workers lack the skills to adapt to these technological advancements, while employees are concerned about being replaced by AI.

However, the good news is that the workforce is keen to learn new skills if given the opportunity. In fact, 67% would stay in a job they dislike if it offered skill growth opportunities.

Career Advancement Paths

Career growth opportunities secured the 7th spot in the report, among the top 10 reasons employees remain in their roles. 

Workers want to know they’re not just clocking in – they want a reason to stay and grow. 

When organizations invest in defining these pathways, from entry-level to leadership roles, they keep their teams engaged and build a culture of loyalty and ambition.

Learning and Mentorship

Continuous learning is one of the best ways to improve skills and ensure professional development. 

Acquiring new skills reinforces the importance of a good mentorship program that provides guidance, feedback, and insight in today’s workplace.

In fact, according to data from a CNBC and SurveyMonkey Workplace Happiness survey, 91% of workers with a mentor were satisfied with their job.

Overall, a culture of learning enhances skill sets, strengthens relationships and loyalty, and fosters a sense of community within the organization.

Work Environment

A good work environment isn’t just a perk but a necessity. 

Oak Engage 2023’s Toxic Workplace Report indicates that 87% of employees report that a toxic workplace negatively affects their mental health, with 73% linking toxic culture to burnout. 

In response to these conditions, 61% have resigned due to workplace culture issues, and 71% admit they prefer working from home to avoid the stress of toxic office settings. 

While employees in the past may have been more accepting of less-than-ideal conditions, today’s workforce seems to prioritize their well-being. There’s also a strong emphasis on company culture, better teamwork, and a push for ethics in the workplace.

Therefore, to better understand what a good job is, we must examine the key elements contributing to a healthy work environment.

Team Dynamics and Support

The first elements is team dynamics, or the patterns of interaction, relationship, and behaviors between colleagues. Are they cooperating, communicating well, or facing conflicts?

Although healthy competition is encouraged, a good work environment is supportive, inclusive, and empowering. When employers create this safe space, employees can take ownership of their work and make decisions confidently.

Leadership and Trust

How leaders interact with their teams can either make or break trust.

Unfortunately, Gallup’s leadership and management indicators show that only 20% of employees firmly trust their leaders. Lack of transparency, micromanagement, and practices like nepotism or favoritism in the workplace create divides, leaving employees feeling undervalued and disconnected.

On the other hand, those who lead by good example build loyalty among teams and help them thrive. For many, this is a staple of a quality workplace and a non-negotiable expectation.

Workplace Culture

According to Engage 2024: The Company Culture Report, 99% of respondents believe company culture is essential to an organization’s success.

But does it make a job better?

As it turns out, it does. 

The results show that a better company culture means stronger engagement. In fact, it also improves financial performance, recruitment, turnover, customer outcomes, and innovation – all reasonable indicators of happy employees.

Physical and Psychological Safety

Safety is another vital aspect of a good work environment that makes a job desirable.

Mercer’s 2024 Global Talent Trends report asks employees what matters to them, and psychological safety emerged as one of the main factors. Many shared responses, such as: “I can bring my authentic self to work” or “I can voice my opinion openly without fear of repercussion.” 

Physical safety aside, which is a legal imperative, the need for emotional safety directly underscores how important it is for employees to feel secure, respected, and valued in their workplace.

Purpose and Meaning

What is a good job if not one that brings purpose and meaning to a regular workday?

A PwC study on purpose in the workplace found that “finding meaning in day-to-day work” was the top priority for 83% of employees.

When individuals can connect their roles to something more significant, they will likely feel more engaged and fulfilled, knowing their work  and is meaningful. 

This connection isn’t just about a broader mission—it also touches on personal aspects of the job, like how employees feel about their daily tasks and how their work aligns with their values.

Personal Fulfillment

Fulfillment is the sense of satisfaction and wholeness that arises from achieving personal goals. 

In the workplace, it comes from doing work that aligns with one’s passions and interests beyond completing tasks or receiving a paycheck. 

Personal fulfillment can also arise from having a sense of autonomy, being challenged, building relationships with colleagues, and knowing that one’s work contributes positively to others.

Impact and Contribution

Employees want to know their work makes a difference. 

This sense of impact and contribution comes from knowing that their efforts help drive the success of a project, improve the workplace environment, or benefit clients and customers. 

Having an impact can be a significant source of fulfillment, as it gives workers a sense of purpose, reinforcing the idea that their job matters and is valued.

Alignment with Values

Finally, an essential factor driving purpose and meaning in a job is the alignment of the employee and company values. 

It’s the degree to which an individual’s personal beliefs and principles match those of their organization.

For example, employees who prioritize their personal time and family life would be a better fit in a company that values flexibility and work-life balance.

This connection to shared principles encourages loyalty and makes workers more invested in the company’s success, as they feel they’re working towards goals they genuinely believe in.

Work-Life Integration

As younger generations join the workforce, the balance between professional and personal life is increasingly viewed as a defining characteristic of what a good job is. They tend to value flexibility and well-being (especially their mental health) more than traditional markers of success like salary or job title.

At the same time, with technology making it easier to work remotely and stay connected, the boundaries between work and personal life have become more blurred.

Findings from a Deloitte survey show that Gen Z and Millennials seek new levels of work-life balance. In fact, it was the leading reason why they chose an employer, with 25% of Gen Z and 31% of Millennials citing it.

However, achieving this involves several key factors that help individuals manage both professional and personal responsibilities.

Schedule Flexibility

According to the survey, flexible hours were among the top five reasons for choosing an employer, with 19% of both generations citing them.

Giving workers more control over their work schedules helps them better align their personal and professional responsibilities. This flexibility empowers individuals to make time for personal priorities while meeting job requirements.

Personal Time Management

Effective time management is paramount for maintaining a healthy work-life balance. It helps employees prevent burnout, prioritize personal goals, and enjoy a fulfilling career without sacrificing life outside of work. 

Additionally, flexible benefits like paid time off, remote work options, wellness days, and mental health resources allow individuals to recharge, ultimately improving their ability to manage work and personal responsibilities.

Life Balance Considerations

Real balance involves considering the broader aspects of life—such as family, hobbies, and health—and finding ways to incorporate them alongside professional commitments. 

Employers who support this holistic approach create environments where workers can thrive both inside and outside the office.

For example, offering childcare benefits can be a key factor in supporting life balance for working parents, allowing them to focus on their professional responsibilities and family needs without additional stress.

Industry Perspectives

As the workforce increasingly prioritizes growth, purpose, trust, and balance rather than being satisfied with the bare minimum, are companies adapting to meet their needs?

According to Glassdoor’s Best Places to Work 2025 list, which recognizes companies based on employee feedback, technology remains the leading industry in terms of the number of companies featured, with 26. 

However, tech’s dominance has gradually declined year after year, and other rising industries, including healthcare, finance, and biotech, have shown a strong presence in the rankings, reflecting an expanding variety of companies excelling in employee satisfaction. 

Now, let’s take a closer look at some of these high-demand fields and the opportunities they present.

High-Demand Fields

The World Economic Forum’s Future of Jobs Report 2025 sheds light on how industries respond to market shifts and employee expectations. It suggests that organizations are embracing new technologies and investing in their workers’ growth in the face of a changing labor market.

Technologically driven roles, such as AI specialists, fintech engineers, big data specialists, software developers, and machine learning experts, are in high demand.

This data coincides with Glassdoor’s list of the best workplaces, indicating that these jobs are on the right track to providing what employees need, whether it be salary, benefits, innovation, or growth.

Other top-growing jobs include farmworkers (34 million jobs added), delivery drivers, construction workers, and care-related roles (nurses, social workers, etc.), which are driven by demographic trends and climate change efforts.

Emerging Career Opportunities

World Economic Forum’s report further highlights that employers expect 39% of key skills required in the job market to change by 2030. 

Technological skills, creative thinking and resilience, flexibility and agility, curiosity, and lifelong learning are all rising in importance. 

In addition, leadership, social influence, talent management, analytical thinking, and environmental stewardship round out the top ten skills gaining importance.

Emerging career opportunities largely depend on these changes, hinting at the potential ascendancy of new jobs, sectors, or even industries. 

In response, companies are also pushing for reskilling and upskilling programs and recognizing the need for workers to evolve alongside these changes.

Personal Fit Factors

One final piece of the puzzle that makes a job truly “good” is the personal fit factor, which combines all the elements we’ve covered.

These aspects resonate with an individual’s unique skills, values, and life situation. The right fit, from proper skills to lifestyle compatibility, makes work feel less like a grind and more like a meaningful part of one’s life.

Individual Skills and Talents

Whether someone excels in tech, thrives in team environments, or enjoys hands-on problem-solving, roles that tap into the unique talents of employees help them feel engaged. The key is finding a job that challenges them just enough without feeling overwhelming or unmanageable.

However, this is also an aspect that can easily be improved through ongoing development and feedback. By seeking opportunities for skill-building, training, or taking on new challenges, employees can refine their strengths and feel more confident in their roles.

Personal Values Alignment

Unlike skills and talents, values are much less “flexible.” You either fit in or you don’t.

Therefore, when the culture matches what someone believes in, it’s easier for them to stay motivated and take pride in their role. For example, employers prioritizing integrity in the workplace often resonate with employees who seek meaningful work that mirrors their principles.

Whether positively impacting the community, working for ethical brands, or contributing to a greater cause, feeling aligned with a company’s mission creates more profound job satisfaction.

Career Stage Considerations

What an employee expects from a role can change significantly depending on their career stage. 

For example, early-career professionals may seek opportunities for growth, learning, and mentorship, while those further in their careers may value autonomy, leadership roles, and a focus on work-life balance. 

In both cases, a job that aligns with one’s career stage ensures progress without the risk of burnout.

Lifestyle Compatibility

Finally, how well a job complements one’s personal life is as important as the work itself. 

It’s all about balancing priorities. 

Whether allowing time for family, pursuing hobbies, or simply enjoying downtime, a compatible role enables workers to balance these personal interests with work responsibilities. 

Roles that respect individual lifestyles enable a sense of well-being, making it easier to stay engaged without sacrificing quality of life.

What is a Good Job for You?

So, what is a good job for you? 

Does it cover fundamental elements or more closely resemble modern workplace expectations? 

The answer can take many forms, from a personal or social standpoint to career development and financial stability factors.

Ultimately, a good job is not and will never fit into a one-size-fits-all concept. What might be fulfilling and rewarding for one employee may not resonate with another.

Instead, it’s about balancing personal goals and needs, financial stability, and a sense of purpose. Whether it’s a role that allows creative expression, provides a stable career path, or offers the opportunity to make a difference, the key is knowing what matters most and pursuing it with intention.

Written by tamara jovanovska

Content Writer at Shortlister

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