A. Pay and benefits
A. 53.5 million
B. 52.7 million
C. 44.6 million
D. 58.3 million
B. Relationship with immediate supervisor
C. Trust between employees and senior management
D. Respectful treatment of employees at all levels
B. Relationships with their peers
C. Relationship with their boss
D. Clear communication of goals and objectives
A. Pay and benefits
B. Education and development
C. Strong organizational values
D. The paint color of the CEO's office
A. “To give everyone the power to create and share ideas and information instantly, without barriers” (Twitter)
B. “Be one of the world's leading producers and providers of entertainment and information” (Disney)
C. “Every Client. Every Time. No Exceptions. No Excuses.” (Quicken Loans)
D. “To bring inspiration and innovation to every athlete* in the world. (* “If you have a body, you are an athlete”) —Bill Bowerman (Nike)
A. Difficult coworkers
B. Your boss doesn't trust you
C. Work isn't flexible
D. You were not chosen as employee of the month
Managers that are poor motivators, trainers, or communicators can alienate employees and increase job dissatisfaction.
Understanding the different priorities of the different generations can improve employee engagement and retention.
Employees will not go above and beyond for your organization if they do not feel valued. Use surveys to discover the specific ways that employees want to be treated in your culture.
A successful communication strategy has a consistent, structured format; is as transparent as possible; respects and rewards open two-way communication; and is tied back to your vision, mission, and values.
Many managers make the mistake of thinking that employees are not smart enough or don't want to be bothered about what is going on with an organization. The reverse is true — the more you share, the more empowered they become.
Yes, that means 70% of your employees are not engaged. More engaged employees are more productive and less likely to leave.
The Employee Value Proposition is the balance of the rewards and benefits that are received by employees in return for their performance at the workplace.
An effective onboarding process can improve your retention of new employees.
An organization's value statement describes the deeply ingrained principles that guide all of a company’s actions and serve as cultural cornerstones. The more consistent an organization is at living those values, the more trust employees have.
This is an area where pulse surveys would assist you in finding out what is on people's minds so that you can deal with it before you lose employees.
There are many factors that contribute to creating an engaged culture. If you never stop asking and probing about what is on your employees' minds, you will succeed in making your organization a great place to work.