How is your team member or other colleagues in company?
They are in good level of employee engagement?
Based on current research in Jan 2016 from Google, statement “how to resign” is #4 from top 10 “searching words”.
It’s very surprisingly, since in year 2015, global economic is still low and most of peoples need a job.
What’s wrong from these peoples?
Hmm, maybe they are not 100% wrong, maybe their environment is not capable enough to chase with industry growing.
Okay, lets we move to the basic, employer of choices.
Let we see some of best companies in USA around 2014-2015 (source: http://www.businessinsider.co.id/best-companies-to-work-for-in-america-2015-4/?r=US&IR=T#.Vo3yKVkXclQ)
I will start with #1 and continue with others using the original rank #.
Facebook isn’t just the best company to work for — with tons of great perks like free food and a youthful office environment, it’s also one of the most sought-after companies by job seekers.
The Menlo Park, California, social-media company of about 9,200 employees has a 93% high job satisfaction rate. Employees earn a generous median salary of $135,000 after five years.
Google was No. 2 in 2013 but fell to No. 8 last year before regaining its second-place spot in this year’s ranking.
Google’s 53,000 or so employees can take advantage of all the “Googleplex” has to offer, from free Wi-Fi-enabled shuttles to and from work, free healthy meals, and even laundry and fitness facilities.
Headquartered in Mountain View, California, Google employees report 84% high job satisfaction and earn a median salary of $133,000 after five years.
7. Cisco Systems
Cisco dropped off our list last year but returns higher than its No. 29 spot on our 2013 list.
Cisco, headquartered in San Jose, California, employs about 74,000 computer engineers, IT professionals, consultants, and more.
Almost 75% of employees are able to work remotely. The median pay is $123,000 after five years.
Forty-two percent of the near 13,000 employees at the Sunnyvale, California-based data management company NetApp are able to telecommute.
Employees can take advantage of paid vacation, sick leave, and even days taken to volunteer. The median pay after five years is $123,000.
Microsoft fell off the list last year but regained its No. 14 rank in 2015.
One of the most coveted tech companies to work for, the Redmond, Washington-based company has a median experienced pay of $123,000; 41% of employees are able to work from home.
ConocoPhillips took a 32-spot leap this year.
The Houston energy company of over 18,000 focuses not just on hiring employees, but retaining them with numerous career-development opportunities.
Eighty-one percent report high job satisfaction. That goes with a median experienced salary of $104,000.
Apple ranked No. 23 on this year’s list, which is nothing to shake a stick at, but it took fifth place on the Fortune 500.
The Cupertino, California, company is also a great company at which to launch a career, and it employs about 92,000 people. Employees earn a median experienced salary of $118,000 and report a 74% rate of high job satisfaction.
Okay, lets see the similarity about the reasons.
Of course, the impact are high job satisfaction rate (usually over 70%) and become one of the most sought-after companies by most job seeker.
- Have tons of great perks like free food and a youthful office environment.
- Have employee’s room / area (e.g. Googleplex), that offer, from free Wi-Fi-enabled shuttles to and from work, free healthy meals, and even laundry and fitness facilities.
- Work remotely.
- Paid vacation, sick leave, and even days taken to volunteer.
- Retaining them with numerous career-development opportunities.
- Medium-high salary rate after 5 years.
Of course, you can select few of it to execute on your organization.
Now days, most of medium-big companies, implement above 6 items, but why they’re not selected as a best company to work for?
- Inspire. No matter how big your company’s size, we must show that leaders and manager in company, show the good execution of company’s culture. E.g. trusting, cooperative, dedicated, loyal, collegian, committed, fair, greater dedication, citizenship, and productivity. Also, show to employees that every act did, they are contribute to charity and others. To be more simple, pretend that you are head of family, even both parents or single parent. Show to your children about what do you want them to be in future. To start with that, inspire them with your act, execute it like a family culture.
- Self-care. Yes, your company give the 6 above benefits, but it’s useless if they can not use it with healthy life. Lets see example from home. You give your children with a lot of benefits. E.g. additional course, toys, electronics, nice bedroom, etc. But, its useless if you can not spent the family and quality time with them. Yes, they can use it, but, the quality time is more important than anythings. You can buy a things but you can not buy a time.
- Recognition. Now days, employees are not only seeking for high salary, they’re looking for recognition, praise for the good work. E.g. some old employees want their company to be more close with them, and praise them with personal recognition. If we come back to family example, its related with how to treat your children. You can buy anything, give them then best things and expensive toys, but still you can not reach their heart. Personal touch, simple, and daily communication, are the best recognition for them. They want to be listen, hear, and speak. Just spent the time and give a good recognition for them. Times fly so quickly, so enjoy every moment with them.
Okay, let we see some unique ideas to motivate employees.
- Put the CEO/leader/manager’s shoes on your employee’s shoes. I mean like this, start with mini program “Manager’s day”. Choose some employees, and change their role for a day, to become a manager/leader/Director/or even CEO. Of course, they are not allowed to decide or sign anything on behalf, but they need to learn about the role. Show them how hard to become the leader. You can also switch manager/leader, to become subordinate, to learn about the root of cause.
- Fun is a part of the job. Make fun and happy in work. Create a moment in a year to be more fun. E.g. Day with specific clothes, games, etc.
- Think out of the box and crazy. Sometimes, we need to act crazy in work place. It will remind us that we need to think differently and out from routine work.
- Personal touch. You can use hand-writing on specific moment, to show them that we are same, human, that need support each other.
- Enjoy life. Let them enjoy life and proper rest. Even small nap 15 minutes in lunch break, can motivate them to continue with tons of energy.
- Mentoring and recognition. Show them that we are family, support each other. Mentoring is not something bad, it’s support each other.
You can find a tons of advice, but above are some of my experiences
Enjoy your day and have a great life.
You can read a full article related with my writing, as following article below.
To Motivate Employees, Do 3 Things Well
Given the extraordinary low levels of engagement in the U.S. workforce — a recent Gallup poll showed that 70% of employees are “not engaged” or “actively disengaged” at work — many leaders are looking for solutions. Some turn to material perks (bonuses, game rooms, free food) in the hopes of making employees happier. However, research suggests that these efforts, while appreciated, do not address more effective drivers of long-term well-being. Instead, leaders should be mindful about giving their employees three things:
No matter what your organization does — whether it’s offering a service or building products — it is important that your culture be infused with meaning. Studies show that people who have a sense of purpose are more focused, creative, and resilient, so leaders should make a point of reminding employees how their work is improving people’s lives. Distributing client or customer testimonials and announcing when corporate profits are donated to charities are just a couple of examples of how to do so. Research from Wharton’s Adam Grant shows that even unsatisfied employees feel better about their jobs when they devote time to good causes, and that workplace support programs are effective not only because people get help, but also because they can give it. Leaders, too, can be great sources of inspiration to employees. Studies show that when they act selflessly, proving they care more about the group than themselves, workers are more trusting, cooperative, dedicated, loyal, collegial, and committed. Bosses who show they are fair also inspire greater dedication, citizenship, and productivity, as Wayne Baker of the University of Michigan has shown. Make sure to work alongside your team members on a daily or weekly basis, showing your allegiance to them and to the broader organization.
We are profoundly social creatures, yet workplaces interactions are often no more than transactional exchanges. This is a mistake. According to a U.K. study, companionship and recognition are more important than even high salaries in promoting employee loyalty. Other research confirms that positive and warm relationships are one of the most important predictors of psychological well-being, so leaders must be mindful about the culture they are creating and the sentiments they express at work. The basics of a kind culture involve consideration and respect, which increase creative output at both the individual and team level, as Jane Dutton and her colleagues at the University of Michigan have found. Leader warmth also matters: research from Dean Tjosvold at Lingnan University has shown that it can make subordinates more motivated and productive, and Amy Cuddy of Harvard Business School argues that it can make managers much more effective. Although expressions of anger may have a few benefits (for example, Daan Van Knippenburg has shown that some followers respond favorably to them, and work by Stanford University’s Lara Tiedens demonstrates that in some cases showing anger can make you look more powerful or competent), on the whole, studies have found that negative emotions generally cause managers to be seen as less effective. Kind leaders do small things to show they care about their staff as people, not just employees. Simply asking how someone is doing personally and really listening to their answer is a good first step. And these practices can be institutionalized. At one Fortune 100 company based in the Bay Area, if an employee is seriously sick or has experienced a loss, the CEO is immediately notified so he can reach out to the person right away. In one instance, after an executive notified her manager that she’d been diagnosed with brain cancer, the CEO called her within 15 minutes, asking how he and the organization could support her.
Many offices pay lip service to the idea of employee wellness — for example, by offering gym memberships, yoga, or meditation classes — but intense work schedules still don’t give people adequate time to take advantage of the offerings. Wellness programs don’t work unless you create a culture in which it is acceptable and encouraged to prioritize self-care. When you do, however, the results are profound. According to Sabine Sonnentag from the University of Konstanz in Germany, exercise, breaks from work, relaxation practices, and more strict boundaries between work and home can reduce job stress and increase employee well-being and engagement. You can also encourage people to take more care with a basic resource: sleep. A well-rested staff is a happier and higher-performing one. Numerous studies, including this one on U.S. Air Force pilots, show that sleep deprivation significantly impairs cognitive and motor skills, while brain-imaging work by Mark Beeman of Northwestern University shows that breakthrough ideas and solutions to problems come when the brain is in alpha-mode, that hazy state of mind you find yourself in when daydreaming or just before sleep. So encourage employees to exercise, take breaks, and get better rest. You might follow the example of some German companies and forbid off-hours email except in emergencies, or give employees exercise- and sleep-monitoring devices, such as Fitbits. Make sure to model taking care of yourself, too.
During a busy work week, or in the throes of an important project, it’s easy to lose sight of what really drives employee well-being. The best leaders are able to take a step back and maintain a human touch in the workplace by inspiring employees, being kind to them, and encouraging them to take care of themselves.