According to research, engagement isn't strongly related to salary. Of course, we believe in the overall picture. However, the most influential factor in employee engagement is the organizational climate.
In other words, salary might be attractive. But what actually retains people? The work environment.
It's the level of emotional and professional commitment that employees have to the company. Engaged employees not only fulfill their daily tasks, but also dedicate themselves to contributing to the organization's success. They are more likely to seek improvements, collaborate with their colleagues, and engage in activities that add value.
Therefore, it is essential to constantly strive for employee engagement.
Furthermore, according to Gallup research, companies with high levels of engagement are 211% more profitable and have 171% higher productivity compared to companies with low engagement levels.
Furthermore, engaged employees tend to be happier, less prone to absenteeism, and more loyal to their organizations. This reduces turnover costs and helps build a positive and collaborative work culture.
Several studies have already been conducted on this topic, and all of them have proven that salary does not engage employees. To explain further, salary may attract them, but it doesn't retain them!
However, when we refer to engagement, we are talking about the medium to long term. Now, imagine yourself in a company, for more than 2 years, where the work environment is poor. What would result from that? Possibly, mental and physical health problems, among other issues.
That's why engagement isn't directly related to finances, even though there is a correlation, obviously.
So, shall we look at the numbers?
First, we need to talk about leadership. The leader is the guiding light and sense of direction for the team. It's clear that when a leader is disengaged, the team tends to follow suit.
It's important to remember that leaders also get sick and suffer from overload. In fact, it's proven that leadership ends up absorbing many of their employees' problems, forgetting to take care of themselves.
Therefore, well-managed and effective leadership has a significant impact on employee engagement levels. And when we talk about effectiveness, we're primarily thinking about communication.
Secondly, organizational cultures that promote respect, diversity, and inclusion tend to retain talent, reflecting in increased engagement. Here, collaboration is prioritized, where organizational values are enhanced through the appreciation and care for people.
Thirdly, and perhaps most importantly: the level of investment in individual and collective development, through recognition, rewards, and training.
Companies that care for their people, and thus engage their teams, are those that frequently promote their development. Employees who perceive opportunities for growth are more likely to be engaged.
It is through training, courses, workshops, and lectures that one educates and creates an environment of transparent, positive, collaborative communication based on trust and respect.
There are methodologies that allow the level of engagement to be measured. And, based on this, a diagnosis is made so that the necessary changes, mainly behavioral ones, can be worked on later.
One of them is The Five Behaviors. Learn more by clicking [here]. here.
You can also take a quick and free test on our platform, which is based on The Five Behaviors methodology. Access it here. here. This test provides an initial overview of the teams' performance and engagement levels.
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