Julie Winkle Guilioni, writing in smartblogs.com\/leadership had an interesting post that I downloaded recently.<\/p>\n
Now, after the first of the year, it might be time for you to rethink this topic. Here are her central points about what employees might want:<\/p>\n
1. Autonomy: the right do determine what they do and when and where they do it.<\/p>\n
2. Career opportunities: Do you have any? Do the employees know about them?<\/p>\n
3. Flexible working conditions: with this might come hourly pay, rather than salary<\/p>\n
4. Goals: Have you or their direct supervisors set goals for the new year?<\/p>\n
5. Learning, development and training: Is it available, do they know about it, and have they used it?<\/p>\n
6. Management transparency: May not be an issue, and many employees don’t understand it.<\/p>\n
7. Meaning: Do they think their job has meaning, to them?<\/p>\n
8. Money: Do they think they’re fairly paid? Do you pay at or above the competition?<\/p>\n
9. Benefits: May be important to those with families; are you competitive for your industry? Rise of Obamacare has raised profile of benefit packages.<\/p>\n
10.\u00a0Recognition and appreciation: This is surprisingly important, if done in a public way.<\/p>\n
Each employee may want a different mix of the above, plus a few more that Julie’s got in her article. A 360 degree survey to find out what employees think is important will help you get the mix right.<\/p>\n
Link to Julie’s article: http:\/\/smartblogs.com\/leadership\/2014\/01\/16\/employee-engagement-one-size-cant-fit all\/<\/a><\/p>\n","protected":false},"excerpt":{"rendered":" Julie Winkle Guilioni, writing in smartblogs.com\/leadership had an interesting post that I downloaded recently. Now, after the first of the year, it might be time for you to rethink this topic. Here are her central points about what employees might … Continue reading