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What Drives Employees To Perform? Part 5
Posted by Insightlink on 04/20/16
As our 10-part series on engaging employees continues, Robert Gray, President of Insightlink Communications identifies two key drivers of employee engagement according to the Survey of the American Workforce, a recently completed national survey conducted annually by Insightlink.
Enjoying what you do was found to be the number one driver and the single most important motivator of job satisfaction in the US today. The 6th and 7th most important drivers were found to be Advancement and Learning.
Perceptions of career advancement opportunities are closely related to reward and recognition. Organizations with strong recognition programs acknowledge their employees’ efforts, while demonstrating an interest in their futures. Successful organizations understand the need to make strides in both of areas. In fact, 85 percent of organizations with a meaningful recognition program also provide employees with advancement opportunities.
U.S. companies on the whole, though, are not much better at career planning than they are at employee recognition.
Many employees want to grow and develop in their jobs. They want to learn new skills, take on more responsibility and ultimately move up the ranks in the organization. Formal career paths and training programs help employees feel they have a career rather than just a job. However, since all employees cannot (or may not want to) move up the hierarchy, this should not be an excuse for ignoring career planning. Rather, many advocate a combination of career enhancement and career advancement. Failure to address the need for advancement has a cost in terms of higher turnover. The number one reason employees leave voluntarily is to advance their careers.
Only half of all U.S. employees rate their employers highly in learning. Here’s how to help employees design personal development plans:
Although employees should direct their own development plans, it is essential for organizations to encourage the use of such plans and ensure that the necessary resources and support. Employees are unlikely to create such plans completely on their own, especially in the face of resistance from their immediate supervisor. Personal development plans should be an ongoing and iterative process rather than a one-time event. The best way, we believe to find out what your employees are thinking is to conduct an employee survey and ask them. If we can help please let us know by contacting us at email@example.com for more information, to get pricing click here or, contact Lynn Gore at 866-802-8095 ext. 705.
AboutInsightlink Communications are experts in employee survey design, data collection and analysis. Since 2001 we've helped companies of all sizes measure and improve their employee satisfaction and engagement.
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