Over the past few years, finding loyal employees who also produce beyond everyone’s expectations, has been a hot topic amongst talent professionals and senior executives. The reason you’re seeking this answer is pretty straightforward– you want self-motivated, productive employees who stay and produce more because they choose to do so. Not to be misconstrued with traditional engagement surveys, we sought to solve for the production variable when employees are presented with a myriad of options to choose from regarding willingness to give and provide more results for their organizations. And, we found the #1 reason why people produce more for their companies, is love.
We surveyed over 175 companies across the US, Middle East/Northern Africa, and SouthEast Asia. We drilled down into what love of company really means to them in order to create a model for a Most Loved Workplace.
Our results were conclusive across geographies, organization size and industries. People who work in a most loved environment are 94% more likely to perform better and provide results, with 59% saying they are four times more likely.
Perks, compensation, and friendship at work end up at the lowest end of the results that prove you love your workplace. In fact, commonly discussed impacts like compensation, benefits and perks have very little impact on employees “loving” their workplace. So does having friends at work, which has been central to past studies from other institutes. Our respondents were very clear what causes them to “Love” their workplace, and it’s about Respect.
To help aid in the process, we created an audit which consists of different categories of what makes people truly love their company including a deeper dive into respect, and other key factors. The categories are the following:
1. People: This category includes statements designed to measure feelings employees have toward their coworkers and bosses, how they evaluate teamwork and collaboration at their workplace, and communication flows and feedback.
2. Ethics: This category includes statements designed to measure if the employee feels that the company lives the values she espouses along with general perceived honesty, integrity, ethics, and if other employees are reliable and held accountable for their actions.
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