Job Hoppers Seek Better Rewards, Recognition and Career Growth
Did you know: Only 33 percent of employees state that they are committed to staying at their jobs. If employees are disengaged from their work, it is easier for them to find other opportunities with promising recognition, rewards, and growth. Read this blog post to learn more about why employees might be searching for more generous benefits.
Employees have high expectations when it comes to job perks, and, if their employer doesn't offer what they want, they'll find another that will, new survey findings show.
Only one-third of employees (33 percent) say they are committed to staying at their jobs in 2020, compared to the 47 percent who had the same intention for 2019, according to the 2020 Engagement & Retention Report by employee-recognition software firm Achievers.
As the labor market stays tight, it's easy for disengaged employees to find work elsewhere. And they might try to: Just 19 percent of employees surveyed consider themselves "very engaged," while 14 percent say they are fully disengaged. Even the 32 percent with "average engagement" said they were open to new job opportunities.
The survey, conducted in October 2019, received 1,154 responses from employees across North America who were asked about their intentions for 2020.
"A substantial portion of today's workforce already has one foot out the door," said Natalie Baumgartner, Achievers' chief workforce scientist. Unless employers take steps to reverse these feelings, she said, "the risk of turnover and underperformance in 2020 is immense."
The survey found that the top three reasons employees are considering leaving their jobs are:
- Compensation (cited by 52 percent of respondents).
- Career growth (43 percent).
- Recognition (19 percent).
Employees Feel Unheard, Unrecognized
Ninety percent of workers said they are more likely to stay at a company that asks for, and acts on, employee feedback. But when asked how good their manager and company are at soliciting feedback, the most common answer was just "OK," asking for it once or twice a year. As for their employers acting on feedback, "OK" was again the most common response, at 44 percent. These employees said their manager and company only talk about feedback and make few changes based on it.
Companies should make sure that employee feedback reaches managers, Baumgartner advised, and equip managers to use this feedback to address staff needs "in a personalized and timely way." These actions, she noted, can range "from small acknowledgements to larger changes that improve the employee experience and, as a result, improve engagement and retention."
As for recognition, 82 percent of surveyed employees "strongly" or "somewhat" agreed that they wished they received more recognition at work, and another 30 percent of employees said they feel "not very" or "not at all" valued by superiors.
"When organizations recognize everyday behaviors that align with their culture and goals, they help reinforce them as well as the role each employee plays," Baumgartner said.
Frequent vs. Infrequent Job Changers
After wanting more money, feeling unappreciated is the top reason infrequent job changers could be driven to leave, another recent survey found.
Joblist, a website that compiles jobs from leading job boards, last October asked nearly 1,000 workers throughout the U.S. what would make them consider accepting an offer from another employer and then compared responses from frequent and infrequent job hoppers—those who had held two or more jobs in the past five years and those who had held just one job during the same period.
The average minimum salary increase that respondents seeking other jobs would accept to stay at their current employer was $15,491, which represents a 25 percent increase, on average, over the past five years. Perks such as unlimited paid vacation, student loan assistance and paid parental leave were cited by frequent job changers as factors that would make a potential employer more attractive.
"These perks may appeal more to younger workers who are less likely to have a 'lifer' mentality" toward their employer, according to Joblist.
While both frequent and infrequent job switchers said they would leave jobs for better pay, "people who switch jobs infrequently are more likely to leave because of feeling underappreciated or undervalued," according to Joblist. "For the most part, people who don't change jobs often have made an emotional commitment to their employers, so when they feel slighted because that investment isn't being reciprocated, they're more likely to leave." Conversely, people who leave frequently are more likely to see the employer-employee relationship as transactional, "so they're less affected by those feelings."
Is Turnover So Bad?
Turnover can be disruptive and costly, but it can also be an opportunity for employers to find and develop employees who are enthusiastic about the organization and the direction in which it's heading, according to a November 2019 report from compensation data and software firm PayScale.
"Some turnover is actually good for an organization—especially in the case of overpaid, under-performing employees," said report author Conrado Tapado, content marketing manager at PayScale. "Usually employees stay when they feel satisfied and fairly compensated for their work. But sometimes, employees stay for less positive reasons," he noted, including:
- They are overpaid. "Being overpaid leaves little incentive for workers to look for another job. They may realize how difficult it will be to find another organization that will match their salary. Thus, they are perfectly happy to stay where they are."
- They value their benefits. "Benefits are meant to help drive retention, which is generally a good thing. However, sometimes employees remain just for the benefits but would rather be working elsewhere. Eventually, those 'golden handcuffs' will begin to chafe, and your employees may start to feel resentful."
Health care, retirement savings and paid-time-off benefits should be competitive and focused on helping employees remain productive and feel financially secure, without becoming so rich that employees don't feel they can leave, the findings suggest. Pay should be calibrated to reward performance through variable compensation tied to achieving personal, team and organizational goals, with base pay increases made according to merit and not treated as an entitlement.
The Right Benefits Balance
"Creating a benefits package that incentivizes good employees to stay without deterring uninspired employees from leaving can be tricky," said Amy Stewart, PayScale's senior content marketing manager.
That can happen when employers offer benefits with a high monetary value that employees only receive if they stay put and hold tight, such as pensions or stock options that vest over time. People can also stay in an unpleasant situation for benefits that would be hard to find elsewhere, such as a paid sabbatical, a four-day workweek or paid child care, Stewart said.
A possible solution is to "experiment with rewarding some benefits in exchange for high performance, such as Fridays off or opportunities to work from home only if certain metrics are hit," she said.
Compensation is similar, Stewart explained, as employees with above-market pay are often reluctant to leave. "When you have a highly paid employee who isn't performing to a high standard, sometimes the answer isn't a change in compensation or a new job, but a new challenge. If their interest in their current work is waning, they might need new work, but it doesn't necessarily have to be at another organization," Stewart said. "Employees who have stopped learning in their current position may become revitalized in a position that offers them new opportunities to grow."
SOURCE: Miller, S. (06 February 2020) "Job Hoppers Seek Better Rewards, Recognition and Career Growth" (Web Blog Post). Retrieved from https://www.shrm.org/ResourcesAndTools/hr-topics/benefits/Pages/job-hoppers-seek-better-rewards-recognition-career-growth.aspx
Company Gifts That Workers Hate
Gift cards, water bottles and coffee mugs are just a few examples of workplace gift ideas that employees do not want or make them feel unappreciated. According to a new survey, more than 8 in 10 employees have received a workplace gift that they didn't want. Continue reading this blog post from SHRM to learn more.
Coffee mugs and water bottles emblazoned with the company's logo. Gift cards to stores that employees rarely visit.
These are among the gifts that companies give to workers—and that workers hate, that make them feel unappreciated, and that leave the impression that their employers are thoughtless.
So says a new survey by Snappy, the New York City-based employee engagement company, which found that more than 8 in 10 U.S. employees have received a workplace gift—mostly from managers—that they didn't want.
As the winter holidays approach, and as companies bestow gifts to show they appreciate their employees, the survey of more than 1,000 U.S. workers demonstrates that leaders may want to give more thought to workplace gift-giving.
No Logos, Please
Almost 3 in 4 workers would prefer to get a gift without their company logo on it, according to the survey, which Snappy conducted in September.
"Some employees have reported to me that they don't mind some gifts with logos, but they resent feeling like a 'walking billboard' for the company," said Paul White, who has a Ph.D. in psychology and is co-author of The 5 Languages of Appreciation in the Workplace (Northfield Publishing, 2019). "Others state that when they are given gifts that have the company's logo, the item immediately is disqualified as a gift—because the focus of the item is the company, not the recipient."
White's research into how more than 100,000 employees feel about the workplace found that only 6 percent identified gifts as the primary way they want a company to show appreciation—far below getting words of affirmation (46 percent), quality time with a supervisor or co-workers (26 percent) and getting help from supervisors or colleagues on a project (22 percent).
"Employees are not saying they do not want tangible rewards … for doing good work," White wrote. "But what the data show is that when choosing comparatively between words of affirmation, quality time or an act of service—receiving a gift is far less meaningful than appreciation communicated through these actions. For example, employees often comment, 'If I receive some gift but I never hear any praise, no one stops to see how I'm doing, or I never get any help—the gift feels superficial.' "
Are Companies Catching On?
One would think, given research and books like White's that demonstrate how people feel about workplace gifts, that companies would adjust their gift-giving practices. Often, they don't because no one asks employees what they thought about the present. Workers are in a tight spot: If they complain or don't seem enthused, they may be seen as ungrateful or demanding, White said.
In fact, the Snappy survey found that of those workers who got a gift they didn't like, 9 in 10 pretended they liked the gift anyway.
"The leader needs to be interested in what the meaning or message of the gift is, [but] most often, it is a rather thoughtless process," White said. "In work relationships, it is the thought that counts. For employees who value gifts, either giving everyone the same item or giving them a generic gift with no thought or personal meaning is actually offensive."
Cord Himelstein is vice president of marketing and communications for HALO Recognition, an employee rewards and incentives company based in Long Island City, N.Y. He said he thinks companies are paying attention to their gift-giving practices. He noted recent data from WorldatWork showed that about 44 percent of recognition programs get updated or changed every year.
"If management isn't actively listening and applying feedback in a systematic way, then there's no point in offering gifts at all," he said. "Nailing down the right balance of rewards that employees really love takes time and effort."
Best and Worst Gifts
Respondents said that some of the "worst" gifts employers ever gave them included a pin, a plaque, and a gift card to a store they'd never visited.
In fact, more than 3 in 4 said a gift card is less meaningful than an actual gift, and almost 9 in 10 admitted that they'd lost the gift card or forgotten that it had a balance on it.
"Gift cards feel transactional and impersonal," said Hani Goldstein, co-founder and CEO of Snappy. "Employers fail to realize that gift cards put a price tag on the recipient's value and make them feel like they're worth $25. Our research points to one key insight: The most appreciated gifts aren't impactful because of their actual monetary value. What matters most is what the gifts are and how they are given."
Employers should remember that things like pins and plaques, Himelstein said, "are commemorative add-ons, not whole gifts, and should always be supplemented with more substantial and appropriate rewards."
Employees also described some of the "best" gifts employers gave them, which included an espresso machine, a trip to Paris, an iPad and a television.
White noted that such expensive gifts can be impractical for a company. They may be appropriate in rare situations, White said, such as rewarding a worker who reached an exceptional goal or recognizing someone who's served long and well.
"Generally, meaningful gifts between employees and supervisors are more impactful when they are personal and thoughtful rather than pricey," he said.
Himelstein said more expensive gifts—at least those more expensive than mugs or pins—"aren't only practical, it's a best practice."
"Nobody wants a cheap gift for their hard work, and employees can always tell when the company isn't trying," he said. "Also, don't lose sight of the fact that you don't need to constantly shower employees with expensive gifts to make them feel appreciated."
SOURCE: Wilkie, D. (14 November 2019) "Company Gifts That Workers Hate" (Web Blog Post). Retrieved from https://www.shrm.org/ResourcesAndTools/hr-topics/employee-relations/Pages/gifts-workers-hate-.aspx
How to Develop an Attitude of Gratitude Towards Employees
Are you planning on boosting employee engagement this year? A strong employee recognition program can help set your company apart in today's tight labor market. Read this blog post from SHRM to learn more.
Many companies plan to boost employee engagement in 2019. With benefits for both employees and employers, the strategy is easy to understand. What’s more, a strong employee recognition program can set your company apart in a tight job market.
Indeed, we find that demonstrating pride in our employees leads them to take pride in our company. A human-centric approach creates a company culture that puts workers first. Employees are more likely to trust (and feel trusted by) companies that recognize their value.
Putting employees first can also pay big dividends to the bottom line– a strong connection exists between employee trust and company performance. Companies with high degrees of worker trust consistently outperform in terms of productivity, innovation and retention. Happier employees also contribute to a positive company culture.
That positive culture can stretch far beyond the office walls. When job seekers research your company on social media and third-party review sites – something nearly everyone does these days – they will see positive feedback from your employees. This sets your company apart from the crowd and can help attract top talent to your organization.
Creative ways to show you care
When you recognize the value your employees bring, you demonstrate the company’s values of gratitude and appreciation. Don’t just assume employees already know you think they are amazing, show them. Here are some ideas to help you acknowledge employee contributions:
- Reserve a designated “thank you” time during staff meetings – This provides a chance for managers and team members to express gratitude towards each other.
- Implement a weekly email “shout-out” campaign – Spread recognition of top performers to the entire firm on a weekly basis.
- Recognize individual successes with quarterly awards – Prizes for notable achievements and employees who consistently give 110 percent cannot be overvalued.
- Provide special well-being perks to all – Ideas include reimbursing employees for fitness classes, books or purchases of apps that promote healthy living. Provide periodic yoga classes, chair massages or meditation sessions.
- Plan special team celebrations after wrapping up a big project – Consider generational differences and crowdsource ideas so employees get something they really want.
- Arrange annual team retreats packed with fun activities.
When companies celebrate their employees, everyone wins. Employees are happier. There is less burnout and turnover. We have seen a myriad of bottom-line benefits from on-going employee appreciation programs at Indeed. Recognition truly transforms workers, teams and companies.
SOURCE: Wolfe, P. (4 April 2019) "How to Develop an Attitude of Gratitude Towards Employees" (Web Blog Post). Retrieved from https://blog.shrm.org/blog/how-to-develop-an-attitude-of-gratitude-towards-employees
Creating a culture of recognition
Does your corporation have a culture of recognition? Companies can experience an increase in engagement, productivity and retention when employees are recognized for their work. Read this blog post to learn more.
When employees are recognized for their work, employers can see gains in engagement, productivity and retention.
But such efforts must be more than a one-time event; to really enjoy the benefits, employers need a culture of recognition, experts say. This has to start at the top and include clearly defined company values.
Live the culture you want
"A purposeful, positive, productive work culture doesn't happen by default — it only happens by design," S. Chris Edmonds, founder of The Purposeful Culture Group, told HR Dive via email.
And while HR can influence culture, a recognition culture must start at the top, experts say. And it must be part of an employer's performance management strategy.
Management can signal what's important, what it needs employees to care about, Scott Conklin, VP, HR at Paycor, said. "You have to live your words," he told HR Dive, adding that "if not seen at all levels, people aren't going to do it."
Senior leaders must create credibility for these "new rules" by modeling valued behaviors and coaching on them every day, Edmonds said. Coaching means senior leaders must praise aligned behaviors everywhere they see them and redirect misaligned behaviors in the same way. Only when senior leaders model these behaviors will others understand that these new rules aren't optional, Edmonds said.
In addition, Edmonds said, the organization must measure how well leaders are modeling the valued behaviors. This measurement often comes in the form of a regular values survey, generally twice a year, where everyone in the organization rates their boss, next-level leaders and senior leaders on the degree to which those leaders demonstrate the company's valued behaviors. Only by rating leaders on valued behavior alignment can values be as important as results, Edmonds said.
And only when everyone — from senior leaders to individual team members — demonstrates valued behaviors in every interaction will the work culture shift to purposeful, positive and productive, Edmonds said.
Create an industrial constitution
Many employers don't communicate their values well, Conklin said.
The path to great team citizenship can be clearly defined by creating an organizational constitution that includes a servant purpose statement explaining how the organization specifically improves quality of life for its customers — and defines values and measurable valued behaviors, strategies and goals, Edmonds said.
If company values don't explicitly define exactly how you want people to behave, they'll struggle to model your values, Edmonds continued. If an organization values integrity but doesn't define it in measurable terms, people won't know exactly how they're supposed to behave, he explained.
Find what works
Traditional models of employee recognition are good, but they're becoming outdated in some cultures, Conklin noted. Your recognition program has to fit your culture, he said.
SOURCE: Burden, L. (26 November 2018) "Creating a culture of recognition" (Web Blog Post). Retrieved from https://www.hrdive.com/news/creating-a-culture-of-recognition/542845/