A few weeks ago I posted a survey on what employee engagement looks like in 2013.
Some highlights from the results:
Firstly, every single respondent agreed “that employee engagement is still something to consider within the workplace”. That is: 100% agreement.
These results mirror the recently released SHRM/Employee Recognition Spring 2013 Survey, which also found the number one key issue in maximizing human capital was:
“..Raising employee engagement is seen as a key strategy for success…”
There were a number of contributing elements to engagement – the usual contenders amongst the list. However, what I found most interesting though was that not one respondent said that above average pay contributed to employee engagement.
This is consistent with the plenty of research over the ages that shows that money is a dissatisfier, that is, if you don’t have perceive you are paid enough – it’s not a good thing, but once you have enough, it’s not an engagement tool or motivator.
Even in these tough economic times, that doesn’t appear to have changed.
That’s good news, as it means there is plenty that employers can do to raise engagement without shelling out the big bucks. And tough economic times are no excuse not to do it. Here are a few ideas:
- Clarity around how an employee’s role contributes to the broader organizational goals;
- Leadership that matters;
- Consistent, clear, relevant and regular communication
- A role that provides for development, challenge and employee initiative and input;
- Flexible working arrangements
- Praise and prize (note – not necessarily more money!)
- Feedback, feedback, feedback
I would love to know what you’ve done recently that has worked (or examples of what hasn’t!)
