(Editor’s Note: Looking for details of this week’s #TChat Events? See the Storify slideshow and resource links at the end of this post.)
How do I love thee? Let me count the ways.
I give you a fair wage. I give you competitive benefits. I give you a safe workspace. I give you freedom to work at home, and innovative tools to communicate. I give you beer bashes and company events. I give you a professional title. I give you a team, a staff, a department. I give you the work you love.
But it’s just not enough, is it? It’s never enough. You just keeping taking, and taking, and taking.
What else can I do? What’s that? Oh, I see. It’s not you, it’s me — is that it?
Talk Is Cheap
Even the most gracious, modest employers can develop this kind of benevolent hubris. But competition for top talent is continuing to heat up, and people are losing interest in luke-warm relationships with their employers. Combine that with the fact that the world of work is getting more stressful for us all — from CEO to freelancer — with blurred lines between professional and personal life.
So, what more will it take to win employee hearts and minds? Workforce wellness pioneer, Virgin Pulse, has advice, based on results of a new U.S. employee survey. And that’s what the TalentCulture community discussed yesterday at #TChat Events with our guests Chris Boyce, CEO at Virgin Pulse, and Kevin Herman, Director of Worksite Wellness at The Horton Group.
Looking For Love In All The Wrong Places
Here’s the good news: Less than 2% of respondents say they hate their company and want out. Even better, 75% say they either “love” their company because it’s a great place to work, or they feel “pretty good” about it. At first blush, that looks like a win for employers. But here’s the rub — only 25% of respondents say they feel love in return.
This gap signals a major opportunity for companies to develop stronger relationships with their troops. But how? The same survey asked employees to rank what they wish mattered more to their employers:
• 44% my financial well-being
• 40% my career development
• 39% my work/life balance
• 35% my emotional health (e.g. reducing stress)
• 29% my overall well-being and quality of life.
You can see where this is going. Other recent research echoes these sentiments. We want a better life overall — and that doesn’t mean just more pay and health coverage. We want employers to invest in us as complete humans.
Two Ways To Connect
1) Aim Deeper: Surface perks like nap rooms, chair massages, and ice cream socials are nice, but there are more meaningful, practical options. People respond to things like flexibility to manage their schedule. They need to take care of business and family without compromising either — whether they work in a corporate office, at home, or both. They don’t want to feel guilty or take a financial hit when they’re tending to a family member’s health, or their own.
2) Aim Wider: People want to feel better about themselves while loving the work they do. They respond to programs and resources that improve their overall health and well-being — not just health club reimbursements, but onsite gyms and stress management support, healthy cafeteria options, even financial planning assistance. If they’re being asked to contribute “the total package” to their job, they want to know their employer has a similar commitment to therm.
So, Workforce Cupid, how do I love thee? Let me count the healthy ways. Happy Valentine’s Day.
#TChat Week-In-Review: Love Your Employees, They’ll Love You Back
#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a brief video with Chris Boyce. See the #TChat Preview: “Does Your Workforce Feel the Love?”
Forbes.com Post: In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro, discussed how heartfelt leadership can drive better business results. Read “Let Love Inspire Your Leadership.”
“Job Hunting? Look For Employers That Care About Your Future” — by Chris Boyce
“Leaders: Is Your ‘Work’ Self the Real Deal? — by Ted Coine
“Workplace Wellness: The Story Starts With Healthy Culture” — by Chris Boyce
#TChat Radio: Our hosts Meghan M. Biro and Kevin W. Grossman talked with Chris Boyce and Kevin Herman about why and how employers should demonstrate their commitment to workforce well-being. Listen to the #TChat Radio replay now…
#TChat Twitter: Immediately following the radio show, Meghan, Kevin, Chris and Kevin guests moved over to the #TChat Twitter stream, for an open all-hands conversation with the entire TalentCulture community. This dynamic discussion focused on 5 key questions about employee engagement issues and opportunities in today’s business environment.
See highlights from the Twitter stream the Storify slideshow below:
#TChat Insights: Does Your Workforce Feel The Love?
Closing Notes & What’s Ahead
GRATITUDE: Thanks again to Chris Boyce and Kevin Herman for sharing your perspectives on the importance of driving employee engagement through wellness programs that serve the “whole” person. Your passion and perspectives are invaluable!
NOTE TO BLOGGERS: Did this week’s events prompt you to write about employee engagement strategies? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week at #TChat Events, we’ll look at how employers can be more effective at finding and hiring top talent. Our guests are Chris Mursau VP at Topgrading, and Jean Lynn, VP of HR at Home Instead Senior Care. Look for more details this weekend, and save the date: Wednesday, February 19!
We’ll see you on the stream!
(Editor’s Note: CONGRATS to Paul Thoresen — winner of the recent Pebble smartwatch giveaway from Dice! And thanks to all the #TChat contributors who shared tech recruiting ideas and questions with Dice and #FutureofTech.)
Image Credit: Pixabay