Atlanta — June 17
Flexibility, corporate culture and rewarding high performance are important to cultivate happy and productive employees, according to the Q2 2013 Engagement Study commissioned by Randstad, an HR services and staffing company.
The research also found employees tend to have mixed feelings about their supervisors. While a majority of employees trust their managers (73 percent) and feel that their supervisors have their best interests in mind (67 percent), a majority also believe they could do a better job than their manager (53 percent). Furthermore, a considerable number do not feel their salary is adequate for their position or level of responsibility (38 percent).
Randstad’s Engagement Study is biannual research examining factors driving employee engagement, a significant consideration given that the Center for American Progress estimates replacing an employee costs about one-fifth of that worker’s salary.
“While employees’ salaries are a significant factor in workplace satisfaction, employee engagement is not all about financial compensation. There are many non-monetary programs employers can adopt to help improve the morale and productivity of [their] employee base,” said Jim Link, managing director at Randstad U.S. “We hear time and again about the positive impact training, development and even employee recognition programs have on not only improving workplace satisfaction, but also reducing employee turnover rates. The key is finding out what factors make the most impact and what realistically your company can implement and maintain over time.”
Five Workplace Considerations to Drive Employee Engagement
1. Flexible work arrangements or reduced hours: While only one-in-seven employees say their employers offer a reduced schedule or flex hours during the summer months, 91 percent of those who are offered summer flex time say it improves morale and 80 percent say it increases productivity, suggesting this is one of the most effective methods of engagement.
2. Seek employee input: Encouraging employees to share their ideas and opinions makes them feel valued by their team and allows them to develop professionally.
3. Stimulating workplace: Fostering a comfortable and challenging work environment keeps employees inspired and engaged, with 22 percent of respondents ranking this as a top engagement tool.
4. Bonuses and promotions: Rewarding high performers with bonuses and promotions is cited as the No. 1 tool for employee engagement (ranked as top engagement tool by 30 percent of respondents).
5. Invest in training and skill enhancement activities: Empower employees with opportunities to expand their abilities through training, development and continuing education — which ultimately benefits the employer as well.
Randstad’s research also looked at the importance of company reputation in attracting new employees. Nearly all of those polled (96 percent) report it would be important for their new company to have a good reputation among its employees, while nearly as many (86 percent) say it is important to have a good reputation in their community. Additionally, 68 percent of respondents believe their new company should invest in CSR efforts.