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What does it take to be a leadercommunicator?

The Grossman Group CEO and communications expert David Grossman shares his insights on the importance of meaningful leadership communication in today’s business climate. With high level tips on engagement and connection, insights into employee motivations and behavior, and firsthand stories from the frontlines of America’s leading companies.

The leadercommunicator blog is instructive, entertaining, and a must-read for leaders, communicators, and leadercommunicators.

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Employees Want R.E.S.P.E.C.T

  
  
  
  
  
  

Aretha FranklinIt’s a simple thought─give employees what they want to drive engagement. To find out what those requests are, HR Magazine UK examined and identified seven elements that employees seek from both their managers and organizations. Placed into the acronym R.E.S.P.E.C.T, these employee needs relate to and affect commitment, retention, overall satisfaction, and employee engagement in the workplace.

Results from this study (ongoing for over 30 years)─of over 200,000 employees from around the world─ found that organizations that give employees what they want have an engagement level that is up to117 percent higher than those organizations which don’t deliver on employee needs, and 64 percent higher operational performance.

Here are the results to achieve R.E.S.P.E.C.T:

Recognition

  • Recognition for your employees and the work that they do, most importantly from the leaders who are familiar with their work.  Employees who feel recognized are four times more likely to rate their boss as an outstanding leader.

Exciting Work

  • Employees seek out work that is challenging, interesting, and that fulfills their need for a sense of accomplishment. Excitement for work was found to come from learning something new, pioneering a project, or operating with autonomy.

Security of Employment

  • Job security was found to be related to the level of trust that employees felt toward leaders in their organization. Employees’ interest in the organization’s future and work is tied to their job security and the need they have to fulfill their financial obligations. 

Pay

  • The most important factor concerning employee pay is that it’s fair. Compensation should be based upon the work done and the contributions made.

Education and Career Growth

  • Allow and encourage employees the opportunities to continue to develop their skills and work toward career advancement.

Conditions

  • A comfortable, healthy, and safe environment is the type of place employees want to work in. However, more important than the physical environment for many people is the social environment.

Truth

Which factor would have the greatest impact on further engaging your employees?

 

- David Grossman

 

do

Comments

I don't own a business or have employees, but as an employee I would offer that pay has the greatest impact on engaging employees.  
 
 
 
The idea of paying people fairly is more nuanced that the grousing I often hear about compensation. People who add value to the bottom line and help create a positive culture absolutely should feel that they're being paid what they earn. When they don't, their commitment to moving the business forward almost has to diminish.
Posted @ Wednesday, December 28, 2011 2:57 PM by Krimson Tide
Clearly pay is an important factor for employees, and those who advance the business should be rewarded. What research tells us is that while pay is a factor in engagement, there are other factors that are often even more critical (especially over time) such as the relationship with a supervisor, for example. Also, when it comes to recognizing contribution, for many pay is important; for others, there are other motivators such as recognition or knowing you're making a difference that can be as or more important.
Posted @ Sunday, January 08, 2012 2:00 PM by David Grossman
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