“I have to figure out a better way to get our team to go above and beyond. Bonuses and incentives aren’t doing it for us.” This statement came from a client with a growing, dynamic business and with solid management practices.
So, if money isn’t helping engage his employees, what will?
The following results (from the Gallup Organization’s Q12 meta-analysis work measuring employee engagement) present the 12 aspects of work that highly productive and engaged workers cite as motivating them on the job:
- I know what’s expected of me at work.
- I have the materials and equipment I need to do my work right.
- At work, I have the opportunity to do what I do best every day.
- In last 7 days I have received recognition or praise for doing good work.
- My supervisor or someone at work seems to care about me as a person.
- There is someone at work who encourages my development.
- At work, my opinions seem to count.
- The mission or purpose of my organization makes me feel my job is important.
- My associates or fellow employees are committed to doing good quality work.
- I have a best friend at work.
- In the last 6 months, someone at work has talked to me about my progress.
- This last year, I have had opportunities to learn and grow.
What don’t you see on this list? Money. What do you see? Opportunity, respect, feedback and relationships. If you want to work on improving employee engagement, these are the places to start.
About the Author
Affinity HR Group is a full service human resources consulting firm that specializes in advising small and medium-sized enterprises. Our services include recruiting and selection, HR policies and compliance, ad hoc HR support, compensation and performance management, and training and development. If you have questions on this subject, feel free to email Affinity HR Group, visit thier website or call them at 1-877-660-6400.