 Working from home has long been seen as a perk, but with so many now doing it, due to COVID, many are finding that it’s not so great after all.
Some have been fortunate to enjoy a part-time work-from-home arrangement for years already, striking the perfect balance, such as working two days a week from home, and spending three days in the office. Now, however, since people are home full-time, they miss going on-site. Those spontaneous conversations and great ideas that are often sparked during a brain-storming session are just not the same over Zoom. A hybrid on-site/work-from-home model is the best of both worlds. Hopefully, after COVID, many employers will decide this is the ideal solution, rather than requiring employees to be either fully on-site or entirely remote.
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 Many people use “employee engagement” and “employee satisfaction” interchangeably, but they are not the same.
Satisfaction describes how happy employees are. Engagement is the emotional commitment employees have to a company. An employee can be satisfied and not engaged. For some, satisfaction means collecting a paycheck, while not giving a minute longer to the job than they have to. Being satisfied won’t lead to increased productivity and innovation. On the other hand, engagement and the emotional commitment that employees feel, get to their motivation and involvement, and the level of discretionary effort they’re willing to put forth. It drives productivity and performance. Per Gallup, companies in the top decile of engagement outperform their peers by 147% in earnings per share, and have a 90% better growth trend than their competition. In short, engagement is a key differentiator, when it comes to growth and innovation. It also engenders loyalty, so:
Measure engagement, not satisfaction. |
AuthorNia is passionate about engaging employees and cultivating compassionate cultures, a win-win for both employers and employees. Archives
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