Job security has been replaced by compensation as the number one factor in employee job satisfaction according to a recent survey. Compensation includes base pay and opportunities for variable pay and stock options. While pay increases are a higher priority, compensation adjustments must be considered in the context of employee engagement, which is influenced by relationships with coworkers and supervisors, meaningful work, and organizational culture.

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Compensation Is Once Again an
Employee Hot Button

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For the last dozen years, the Society for Human Resource Management
(SHRM) has been surveying employees from organizations of all sizes to
identify the top five factors which contribute most to their job satisfaction. In
its 2014 Employee Job Satisfaction and Engagement Survey, 60 percent of
respondents identified compensation as "very important" to their job
satisfaction. Why is this surprising? The last time compensation topped the
list was 2007. The following year, when financial crisis swept much of the
country, job security beat out all other factors and has stayed strong as a
priority.
»
Job security is still high as a source of job satisfaction,
but now it has been replaced by compensation as
number one on the "very important" factors list. Other
highly ranked sources of job satisfaction -- in order--
include: opportunities to use skills and abilities,
relationship with immediate supervisor, benefits/the
overall package, organization's financial stability, and
"the work itself."

3. Low Employee Priorities
At the bottom of the list of 25 job attributes were those ranked as among the
top five priorities by no more than one-third of respondents. They included:
career development opportunities, variety of work, commitment to
corporate social responsibility, commitment to a diverse and inclusive
workforce, paid general training and tuition reimbursement, networking and,
bottom of the list, "organization's commitment to a 'green' workplace."
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Keep in mind, results will vary from one organization to the next. For
example, an environmentally friendly products manufacturer will probably
have more employees with a "green" orientation than others. Also, however
employees feel about workforce diversity, the lack of a diverse workforce in a
multicultural labor market could suggest employment practices that are out
of step with guidelines from the Equal Employment Opportunity Commission.
Looking more closely at the topic of compensation, survey respondents were
asked to rank the importance of four elements of compensation. Here's the
breakdown. The first percentage represents the proportion ranking it as "very
important," and the second, merely "important:"
»
• Being paid competitively with the local market: 56 percent / 38 percent
• Base rate of pay: 53 percent / 42 percent,
• Opportunities for variable pay: 43 percent / 43 percent
• Stock options: 17 percent / 35 percent.

5. Goal: Employee Engagement
Beyond ensuring that your employees can provide for themselves and their
families, the goal of a compensation program is not limited to job satisfaction
per se. It's also engagement. Job satisfaction will get employees in the door
on time. Engagement means really connecting with their jobs, their
colleagues and striving to do their best in good times and bad.
On a 1-5 scale (with 5 indicating maximum engagement), the survey overall
found employees at a 3.5, that is, "moderately engaged." However, a
demographic breakdown of the statistics showed wide variations. The most
common distinction was between higher-level managers, and employees in
more basic jobs. High-level managers were more engaged.
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6. Indicators of Engagement
An employee's self-perceived level of engagement would be indicated by
agreement with the following statements, used in the SHRM survey:
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• I am determined to accomplish my work goals and confident I can
meet them.
• I frequently feel that I'm putting all my effort into my work.
• I am highly motivated by my work goals.
• I am often so wrapped up in my work that hours go by like minutes.

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SHRM also asked employees to consider what factors -- assuming the factors
are positive -- help them to feel engaged in their work. Here's a sampling of
their answers:
»
1. Relationship with co-workers
2. Opportunities to use skills/abilities
3. Relationship with immediate supervisor
4. The work itself
5. Contribution of work to organization's goals
6. Variety of work
7. Organization's financial stability
8. Meaningfulness of the job
9. Autonomy and independence, and
10. Overall corporate culture

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Increasing employee focus on compensation is to be expected as the
economy continues its slow trek back from the 2008 financial crisis. That
doesn't mean arbitrary pay raises -- assuming they are even affordable --
would automatically motivate your employees to higher levels of morale and
productivity.
»
While pay raises have become a higher priority for employees, compensation
adjustments must be considered in the context of employee engagement.
SHRM's "conditions for engagement" provide a good starting point to help
you assess that critical element of successful human resource management.

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Toll Free
Phone
Fax
:
:
:
877.880.4477
281.880.6525
281.866.9426

10. 14550 Torrey Chase Blvd., Ste. 360 Houston, TX 77014 USA
www.hrp.net
E-mail : info@hrp.net
Toll Free
Phone
Fax
:
:
:
877.880.4477
281.880.6525
281.866.9426