The Employee Engagement Game: Will you Win or Lose?

Updated: April 18, 2010

Here are the results from a Salary.com survey that asked what was important for job satisfaction:

  • Good Relationships with Co-Workers
  • Job Security
  • Desirable Commute and Desirable Hours (flexibility)

http://www.salary.com/aboutus/layoutscripts/abtl_default.asp?tab=abt&cat=cat012&ser=ser041&part=Par1351&isdefault=0

The Society for Human Resource Management survey tells us that employees value:

  • Professional Development Opportunities
  • Relationship with Manager
  • Flexibility

http://www.shrm.org/Research/SurveyFindings/Articles/Documents/09-0282_Emp_Job_Sat_Survey_FINAL.pdf

Randstad reports these three factors are essential for employee engagement:

  • Trust - by both managers and co-workers
  • Flexibility
  • Support with career growth and the desire to grow with the company

Have you discerned the pattern? It is certainly a challenge during an economic downturn to invest in employees. But unless you do, you may loose them as soon as the job market loosens up. Here's interesting data:

Approximately 65% of employees admitted to passively or actively looking for a new job, compared to employers' estimate of 37%. Employers overestimate the degree of extremely satisfied employees nearly 2 to 1. Furthermore, this research found that Millennials report the lowest job satisfaction scores. Can you afford to lose your young talent?

http://www.salary.com/aboutus/layoutscripts/abtl_default.asp?tab=abt&cat=cat012&ser=ser041&part=Par1351&isdefault=0

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