Savvy employees and top talent have made it clear that they want to work for organizations with engaging corporate cultures. No longer are employees satisfied with the status quo of a basic employee value proposition.
During a #CeridianINSIGHTS session, The Total Package: Culture, Rewards, Recognition and Perks, HR influencer and analyst George LaRocque provided conference attendees highlights from his employee engagement research. Specifically, he outlined how culture lays the groundwork for employee connections with the organization.
Redefining corporate culture
To truly help employees connect with an organization, HR professionals first need to reframe the most commonly-used employee engagement terms. LaRocque offered INSIGHTS attendees simplified and people-focused definitions of three main engagement terms:
- Company culture: Why do we do what we do? What beliefs and values are shared among those working at the organization?
- Employee value proposition: What makes employees want to work with you? What makes them stay?
- Employee experience: How do employees get work done? How do they interact with technology, internal teams and HR to accomplish their tasks?
The value of meaningful work
In his employee engagement research, LaRocque found that one of the top elements that draws people to a job and makes them stay is meaningful work. Nearly six out of 10 employees surveyed stated that they look for and value meaningful work in a job, ranking this factor above competitive pay.
Offering meaningful work doesn’t necessarily mean having a lofty or service-focused business purpose. Rather, employees feel their work has value when they understand how their day-to-day work impacts the company mission and its performance. When employees see the purpose behind the work they do, it creates a strong bond between them and the organization.
“A strong corporate culture forms the foundation for additional engagement initiatives. If you are not providing a culture that people believe in, then nothing else your company is doing really matters,” said LaRocque.
Connecting culture to employee benefits
Nurturing a genuine corporate culture is only the first step of creating an engaged workforce. The next – and equally important step – is adapting to employees’ needs. In his research, LaRocque found that more than 50 percent of employees ranked health benefits and paid time off as the top driver of their engagement.
These research results highlight the opportunity to drive engagement by using core HR programs to influence other perks like rewards, recognition and office environment.
“If you can engage employees with how you administer payroll, benefits and paid time off, you then earn the right to nurture that engagement through other HR programs,” said LaRocque.
He went on to highlight the value of using personnel data stored in core HR platforms to create strong engagement programs. In particular, organizations can use these insights to nurture other engagement initiatives:
- Peer-to-peer and manager-to-team recognition
- Workplace flexibility
- Recognition across teams and locations
Successful people-focused engagement strategies aren’t the result of one key initiative. Rather they are the combination of many factors – including culture, pay and benefits, rewards, recognition and office environment – that all work together to help employees feel passionate about the work they do and committed to the company they work for.
Stay tuned for more coverage from our annual customer forum, INSIGHTS, and follow #CeridianINSIGHTS on Twitter!
Rachel Anderson is an HCM and small business writer at Ceridian. She manages Ceridian’s monthly newsletter, CeridianVoice, which delivers insanely useful insights and resources. When she’s not working on the newsletter, Rachel is creating eBooks, infographics, SlideShare presentations and other content focused on making life easier for HR and business professionals. Rachel loves to travel, drink tea, snuggle up with a good book, and go on family adventures with her husband and two-year-old son.