Today’s worker cares less about job satisfaction and more about personal growth.
It’s just one of several changing demands taking place in your workplace.
These changing demands affect employee engagement and make the difference between your people feeling they’re in a good or great job, or possibly a lousy job.
People are looking for more than just a paycheck. They want purpose and meaning from their work. They want to be known for what makes them unique. And they want relationships, particularly with a manager who can coach them to the next level.
Gallup’s new book, It’s the Manager, shares six changing workplace demands.
Fewer than half of U.S. workers have "good" jobs, according to a Gallup study that rated "good," "mediocre" and "bad" jobs based on 10 dimensions that included pay, benefits, job security and sense of purpose.
Discover more at Not Just a Job: New Evidence on the Quality of Work in the United States
10 Dimensions of Job Quality
Gallup's findings were based on responses from a random sample of 6,644 working adults in the U.S. The research company asked them to rate the importance of 10 dimensions of job quality:
In its 2019 Compensation Best Practices Report, the compensation software and data company PayScale found employee appreciation is the most critical component of a worker's sense of engagement and satisfaction with an employer.
Since 1980, economic gains have increasingly gone to the wealthiest 10% — and even 1% — of income earners.
Overall, 40 percent of respondents to a Gallup survey were in good jobs, while 44 percent were in mediocre jobs, and 16 percent were in bad jobs. What’s the Difference Between a ‘Good’ Job and a ‘Bad’ Job?
KEY FINDINGS FROM THE STUDY
Connecting Employee Engagement and the Employee Experience
An organization’s employee experience reflects the entire journey an employee takes with the organization. It includes pre-hire experiences to post-exit interactions, as well as aspects of a job related to an employee’s role, workspace, wellbeing, and relationships with their manager and team.
Gallup defines the employee life cycle with seven stages that capture the most significant employee-employer interactions that connect employees with the organization. The engage, perform and develop stages are interwoven, encompassing primarily the day-to-day interactions of employees.
Employees who receive daily feedback from their manager are three times more likely to be engaged than those who receive feedback once a year or less.
Gallup’s ideas on how to connect employees to a better employee experience, and how my customers are improving theirs is the subject of our next blog.
Growth demands Strategic Discipline.
Discipline sustains momentum, over a long period of time, laying the foundations for lasting endurance.
A winning habit starts with 3 Strategic Disciplines: Priority, Metrics and Meeting Rhythms. Forecasting, accountability, individual, and team performance improve dramatically.
Meeting Rhythms achieve a disciplined focus on performance metrics to drive growth.
Let Positioning Systems help your business achieve these outcomes on the Four most Important Decisions your business faces:
DECISION |
RESULT/OUTCOME |
PEOPLE |
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STRATEGY |
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EXECUTION |
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CASH |
Positioning Systems helps mid-sized ($5M - $250M) business Scale-UP. We align your business to focus on Your One Thing! Contact dwick@positioningsystems.com to Scale Up your business! Take our Four Decisions Needs Assessment to discover how your business measures against other Scaled Up companies. We’ll contact you.
NEXT BLOG – Raise the Bar
Most employee engagement efforts fail to work. Several of my customers are working on and developing measures to increase employee engagement. Ideas from my customers, Gallup, and Marcus Buckingham to improve employee engagement, next blog.