Just as every person is unique, every company is unique. They each have different needs, goals, and directives. The numerous studies that have been conducted about employee engagement, benefits, retention, and successful workplaces are informative, but not necessarily relevant to every company. There are general themes that every company can learn something from that will help their workplace become a better place for all involved.
Management
- The quality of management matters more than ever. The common saying, “People don’t quit jobs, they quit managers” holds true. A Gallup survey found that half of US adults have left a job because of a manager. Managers that are highly engaged are more likely to have employees that are engaged.
- Managers are struggling to remain engaged and turning to their employers to do the work. Gallup found that only 35 percent of US managers are engaged. Modern Survey discovered that 42 percent of managers are looking for jobs with other organizations. Right Management states that 68 percent of employees don’t feel that their managers are engaged in their career development.
- Managers that are engaged with their team and employer will produce better results. A VIA Institute on Character survey found that 71 percent of employees will be more engaged and energized if their manager can name their strengths.
- Managers don’t get into leadership because they are good leaders. Generally they are good at something like marketing, coding, sales, etc., and so they get put into the position.
Benefits
- Direct salaries get hit with taxes and fees, so workers are actually taking home less, 10 percent to be exact, than they were ten years ago. When inflation is considered, they are actually earning 25 percent less.
- Providing more generous benefits like health plans, gym memberships, etc. ends up leaving more money in the employee’s pocket.
- Other popular benefit options include flexibility. In a Unify survey, over 33 percent of employees stated they would move to a new company that had better benefits like flexibility. Mom Corps conducted a survey and learned that 73 percent of workers place flexibility as the number one factor they look at in a new job.
Vacation
- Workers are no longer taking the vacation time that they have earned. A Skift survey found that in 2015, 41 percent of Americans did not take a single vacation day. Vacation time is critical for employees to refresh and reenergize.
- Employees that do take vacation days are often not taking a “true” vacation. They are still thinking about work, even working on things while away from the office. The US Travel Association learned that 46 percent of employees will respond to emails, while 29 percent will return calls while on vacation.
- The factors of why people don’t take vacation days vary. Some can’t afford vacation and have cash-out options. Other employers give their workers a hard time or even deny their employees PTO requests. One of the main reasons is that employees fear they will miss out on important things at work and want to show they are the most committed.
Satisfaction
- Employees are generally at least somewhat happy with their jobs. A Staples survey found that 86 percent are somewhat happy with 43 percent being very happy and only 4 percent unhappy.
- The somewhat happy group may come from the fact that the person appreciates earning a paycheck and not completely hating their job. This does not mean they are engaged.
Engagement
- Engaged employees will have lasting effects on many areas of a company. The costs of hiring and training new employees will be down since employees won’t be as likely to leave.
- Companies cannot afford to allow disengaged employees to represent their company. A bad experience with a bad employee by a consumer or client will be the end of their business with your company.
- Engaged employees will care about your company and the bottom line. They will protect the company’s brand and strive to make it better.
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