Compensation & Motivation. October 6, PDF Free Download

Compensation & Motivation October 6, 2014

Don MacPherson President & Co-Founder dmacpherson@modernsurvey.com 612-399-3837 Twitter: @macpherson_d Website: www.modernsurvey.com Blog: http://www.modernsurvey.com/author/don-macpherson Twitter: @modern_survey

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Employee Engagement Engagement is the degree to which employees are psychologically invested in the organization and motivated to contribute to its success. Engagement results in discretionary effort toward attaining organizational goals.

HOW WE MEASURE Intent to stay Inspired to give extra effort Willingness to refer Pride in the organization Sense of future

Spring 2014 Engagement 70% 60% 50% 40% 35% [ 1] 30% 24% [ 3] 27% [ 1] 20% 10% 13% [0] 0% Disengaged Under Engaged Moderately Engaged Fully Engaged

ENGAGEMENT LEVELS Gen Y Gen X 60 60 40 20 24 34 24 18 40 20 30 33 31 13 0 Disengaged Under Engaged Moderately Engaged Fully Engaged 0 Disengaged Under Engaged Moderately Engaged Fully Engaged Boomers 60 40 20 25 38 25 12 0 Disengaged Under Engaged Moderately Engaged Fully Engaged

ENGAGEMENT LEVELS Percent Fully Engaged All Responses Financial Services Accommodation & Food Services Heavy Manufacturing Healthcare Government / Public Adminstration Communications Light Manufacturing Business Services Retail Trade Education Transportation 7 13 16 15 14 12 12 11 11 10 9 19 0 10 20 30

DISENGAGEMENT LEVELS Percent Disengaged All Responses Communications Accommodation & Food Services Light Manufacturing Retail Trade Government/Public Adminstration Business Services Transportation Healthcare Education Heavy Manufacturing Financial Services 24 33 31 31 29 29 28 26 25 23 21 36 0 10 20 30 40 50

Trust Senior Management Direct Manager 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% 94% 96% 87% 80% 57% 36% 34% 9% Disengaged Under Engaged Moderately Engaged Fully Engaged

VALUES GUIDE BEHAVIORS

COMPENSATION Satisfaction with compensation has risen to 57% favorable from 51% in Fall 2012. Communications is at 66% favorable, while Education is at 39% favorable.

My total compensation package is competitive in our industry. % Favorable 60 59 58 57 56 55 54 53 52 51 50 Fall 2010 Spring 2011 Fall 2011 Spring 2012 Fall 2012 Spring 2013 Fall 2013 Spring 2014

My total compensation package is competitive in our industry. 26 % Unfavorable 25 24 23 22 21 20 19 Fall 2010 Spring 2011 Fall 2011 Spring 2012 Fall 2012 Spring 2013 Fall 2013 Spring 2014

My total compensation package is competitive in our industry. Percent Favorable All Employees 57 Males 60 Females 54 Gen X 58 Boomers 57 Gen Y 53 0 10 20 30 40 50 60 70 80

My total compensation package is competitive in our industry. Percent Favorable All Responses Communication Services Financial Services Heavy Manufacturing Light Manufacturing Business Services Transportation Government / Public Adminstration Healthcare Retail Trade Accommodation & Food Services Education 45 45 57 64 61 59 58 57 55 55 51 70 0 20 40 60 80

I am paid fairly for the work I do. % Favorable 56 54 52 50 48 46 44 42 Fall 2010 Spring 2011 Fall 2011 Spring 2012 Fall 2012 Spring 2013 Fall 2013 Spring 2014

I am paid fairly for the work I do. 32 % Unfavorable 31 30 29 28 27 26 25 24 23 Fall 2010 Spring 2011 Fall 2011 Spring 2012 Fall 2012 Spring 2013 Fall 2013 Spring 2014

I am paid fairly for the work I do. Percent Favorable All Employees 53 Males 58 Females 49 Gen X 56 Gen Y 53 Boomers 51 0 10 20 30 40 50 60 70 80

I am paid fairly for the work I do. Percent Favorable All Responses Communication Services Financial Services Heavy Manufacturing Business Services Transportation Government / Public Adminstration Healthcare Light Manufacturing Accommodation & Food Services Retail Trade Education 39 41 47 53 61 61 57 57 56 54 53 66 0 20 40 60 80

ENGAGEMENT DRIVERS 1. Organization Headed in Right Direction 2. Can Grow and Develop 3. Personal Accomplishment from Work Engagement 4. Values Guide Behavior 5. Organization Treats Employees Well 6. Confidence in Future of Organization

PERSONAL ACCOMPLISHMENT 74% of U.S. workers have a sense of personal accomplishment from their work. The education industry is at 82%, while communications is at 61%.

CAREER DEVELOPMENT Career development is the second strongest driver of engagement. 50% of the U.S. Workforce feel they can grow and develop at their company/organization. That is up from 43% just two years ago.

COMPANY CONFIDENCE 64% of the U.S. Workforce has confidence in the future of their company or organization. That is up from 55% in Fall 2011.

RECOGNITION 57% of U.S. workers feel they are recognized when they do excellent work. 60% feel their organizations treat employees well. Recognition builds trust, it s free, and employees don t get tired of receiving it.

ENGAGEMENT KNOWLEDGE Of all U.S. Employees, Among people who manage employees it is know what the concept of employee engagement is.

ENGAGEMENT OWNERSHIP 70% 60% 50% 40% 30% 39% 32% 20% 10% 12% 17% 0% Senior Leaders Managers Employees All Three Equally

The Employee s Responsibility You cannot create a culture of engagement until employees know what engagement is and that they have a responsibility for their engagement.

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WOMEN ARE MORE ENGAGED Men Women 70% 60% 50% 40% 30% 29% 27% 26% 23% 20% 10% 10% 13% 15% 12% 0% Since 2010 - Disengaged Since 2010 - Fully Engaged Spring 2014 - Disengaged Spring 2014 - Fully Engaged

YET LESS SATISFIED On 16 of 40 items, women are significantly less satisfied than men Men are significantly less satisfied than women on 0 of 40! Recognized for excellent work Grow and develop Career advancement opportunities Fair pay Total comp Treated fair by direct manager Confidence in senior management Management communicates effectively Kept well informed Strong quality emphasis I know how I contribute to company Employees participate in decisions New employees get training I have the needed tools/resources We have enough people We work together as a team

WHAT S NEXT? Whitepapers Published Blog Posts The Conversation Continues Use Modern Survey as a Resource

Can every employee reach their performance potential?

Compensation & Motivation. October 6, 2014