Post by account_disabled on Feb 25, 2024 5:19:51 GMT
After the pandemic, a good salary and benefits are no longer enough
While competitive pay and benefits are key to employee satisfaction and retention, a new global study by the organizational transformation consulting firm of Weber Shandwick, United Minds and KRC Research reveals that the ability to make a meaningful contribution to work is just as important. The study, called The Contribution Effect, shows that while employees want to maintain the facilities and flexibility they gained during the pandemic, feeling appreciated and motivated by their contributions are two of the top three factors that can predict current retention and satisfaction (the main predictor is working in a positive environment). “Given our new 'workplace normal,' we set out to evaluate the key drivers of satisfaction and retention amid this struggle by companies to retain and attract the best talent.
We spoke to nearly 2,800 office, front-line, sales and manufacturing employees located in seven countries. We found that in this diverse sample, a good work experience is based on opportunities for collaborators to do valuable and fulfilling work,” said Kate Bullinger, CEO of United Minds. The study considered the opinion of Mexican workers, with some significant findings: in Mexico, employees America Cell Phone Number List reveal that they give less importance to a positive work environment and having fun at work, compared to their peers in the world. The importance of staying in a job lies in fair treatment, a clear future, and the fact that your employers maintain congruence with positive values. The most important factors for them were: Having a better future, growth opportunities, competitive salaries, transparency, solidity in the organization's values and consistency around them, fair promotion, and job security.
The contribution effect and employee retention One of the most recent consequences observed after a year and a half of the appearance of COVID 19 has been the phenomenon called The Great Resignation , mainly in the United States, which consists of the increase in abandonment of jobs or the mobility of positions in the professional field as a result of evaluating job priorities and aspirations. While work and innovation in the benefits offered to employees dominate the conversation about how to retain talent as companies navigate the Great Resignation, that's not the only discussion companies should be having. «Our research shows that employees want fair treatment. They want a culture that is inclusive and safe.
While competitive pay and benefits are key to employee satisfaction and retention, a new global study by the organizational transformation consulting firm of Weber Shandwick, United Minds and KRC Research reveals that the ability to make a meaningful contribution to work is just as important. The study, called The Contribution Effect, shows that while employees want to maintain the facilities and flexibility they gained during the pandemic, feeling appreciated and motivated by their contributions are two of the top three factors that can predict current retention and satisfaction (the main predictor is working in a positive environment). “Given our new 'workplace normal,' we set out to evaluate the key drivers of satisfaction and retention amid this struggle by companies to retain and attract the best talent.
We spoke to nearly 2,800 office, front-line, sales and manufacturing employees located in seven countries. We found that in this diverse sample, a good work experience is based on opportunities for collaborators to do valuable and fulfilling work,” said Kate Bullinger, CEO of United Minds. The study considered the opinion of Mexican workers, with some significant findings: in Mexico, employees America Cell Phone Number List reveal that they give less importance to a positive work environment and having fun at work, compared to their peers in the world. The importance of staying in a job lies in fair treatment, a clear future, and the fact that your employers maintain congruence with positive values. The most important factors for them were: Having a better future, growth opportunities, competitive salaries, transparency, solidity in the organization's values and consistency around them, fair promotion, and job security.
The contribution effect and employee retention One of the most recent consequences observed after a year and a half of the appearance of COVID 19 has been the phenomenon called The Great Resignation , mainly in the United States, which consists of the increase in abandonment of jobs or the mobility of positions in the professional field as a result of evaluating job priorities and aspirations. While work and innovation in the benefits offered to employees dominate the conversation about how to retain talent as companies navigate the Great Resignation, that's not the only discussion companies should be having. «Our research shows that employees want fair treatment. They want a culture that is inclusive and safe.