|“Six factors need to be present for true employee engagement,” says consultant Keith Branham. Highly engaged workplaces score high on all six drivers and tend to have “signature” drivers—that is, drivers for which they are particularly known.|
|Branham, who is founder and principal of Keeping the People, Inc., offered his expertise at WorldatWork’s 2013 Total Rewards Conference and Exhibition, held recently in Philadelphia.
Driver #1: Caring and Committed Senior Leaders
Branham points to the following differences between low-scoring and high-scoring employers on engagement:
Engagement is important—and getting wage and hour right is an important part of both employee satisfaction and protecting your company against lawsuits. Learn more.
Driver #2: Manager Effectiveness
Twenty-five percent of employees would fire their boss, says Branham. Consider this table of traditional coaching vs. a more contemporary approach:
Branham points to Winchester Hospital, a Best Place to Work in Boston company that started to focus on good feedback and engagement. Nurse turnover went from 20 percent to 7 percent, and the nurse vacancy rate plummeted from 19 percent to 2 percent.
Make a simple grid to rate your managers, says Branham:
Driver #3: Teamwork (Not “Us vs. Them”)
Teamwork is an important element of engagement, says Branham.
In one recent survey, he says, in which employees scored their reaction to the statement “I feel loyal to my immediate team or work group,” employees from best-place-to-work winners scored significantly higher than did those from nonwinners.
Driver #4: Job-Learning-Career
Today’s employees value job enrichment, learning, and the ability to see a future. One company, faced with few promotional opportunities for high potential employees, has embraced horizontal transfers. Critically, the company has made it clear that managers cannot stand in the way of employees who want to change jobs.
Branham points to four differing generational views of learning:
At the beginning, Branham says, employees are overwhelmed. Then there’s a period where they are happily challenged, followed by a period of smooth sailing. But then boredom sets in, followed by indifference. New challenges are required. (Source: Rob Bennett, Passion Saving: The Path to Plentiful Free Time and Soul-Satisfying Work)
Driver #5: Feeling Valued and Respected
Branham notes 10 ways employees may feel devalued:
And, again, says Branham, best places to work companies scored higher on recognition than did non-best-places companies.
Everything you need to know about wage and hour in California. Learn more.
Driver #6: Personal Well-Being and Work-Life Balance
There’s a mixed message being delivered to employees, says Branham. Studies say that half of employees are burned out (some studies say it’s more like three-quarters) yet the companies are offering wellness programs.
Here is Branham’s partial list of well-being practices at top-scoring companies:
It’s Complicated …
Employee wages, overtime, and a host of picky other issues. Wage and hour is just never as simple as we wish it were—particularly here in California, where there’s a complex overlay of state laws and rules on top of the federal FLSA (nearly all of them even more employee-friendly).
We think the best weapon out there for California employers is our newly updated 2014 edition of our HR Management & Compliance Report How To Comply with California Wage & Hour Law.
This information-packed guide, written by an experienced California employment lawyer, features in-depth coverage of all the topics you need to know about in an easy-read, quick-reference style:
New for the 2014 Edition:
Order your copy now, and try it out risk-free for 30 days. If you’re dissatisfied in any way, just return it within 30 days for a full refund.
Now’s the perfect time to get yourself prepared for 2014. Order your copy of the newly updated edition of How To Comply with California Wage & Hour Law.
Download your copy of Paying Overtime: 10 Key Exemption Concepts today!