A Motivated Workforce Needs 7 Things

December 4, 2015

It’s Not You. It’s Your Culture, so I Guess It Kind of is You.

About two-thirds of respondents to polls say they are either not engaged or actively disengaged. Gallup estimates that these actively disengaged employees cost the U.S. between $450 billion to $550 billion each year in lost productivity. It’s a big problem, one that too few companies invest in. Most CEOs probably don’t have this motivation problem and might find it hard to relate to. Maybe this is why it’s such a vexing problem.

The Bad Boss.

Almost half of all workers poll as not being satisfied with their superiors. Poor communication and an inability to understand and play to employees strengths are big grievances. Being able to connect what an employee does to the company’s bigger picture and mentoring for advancement are also deficiencies noted.

Dead End.

Two thirds of all employees do not see strong opportunities for professional growth in their current role. Faced with unclear promotion paths and limited opportunities for mentorship and training, employees are uncertain about what lies ahead of them.

Insufficient Resources.

Whether it’s lack of training or resources, workers feel they do not have what they need to excel in their roles.

Let Them Know What They Do Matters.

Organizations are underperforming when it comes to showing how valued employees are, with only 21% of employees saying they feel strongly valued. Lack of appreciation and recognition is driving employees to feel undervalued. Given the premium Millennials put on feeling valued, this metric will only get worse.

Shout Out More Often.

When offered the opportunity, 44% of all employees will organically give each other recognition on a consistent basis. Relying solely on supervisors to offer recognition to subordinates is outdated. In today’s increasingly global business environments, there is a growing need to enable and encourage peer-to-peer recognition tools. This decentralizes recognition and empowers all employees to recognize great work and effort.

Peers—Not Money—Are the #1 Influence.

Compensation is now viewed as just the baseline reason for taking a job. Camaraderie plays the true motivating role in encouraging employees to outperform expectations.


About NextGen

NextGen is the brainchild of longtime telecom professionals with nearly 50 years of experience and millions of dollars in Telecom Recruiting Services. We focus on establishing long term relationships with our clients and candidates so we can recruit the best and the brightest in the telecom industry. This ‘quality over quantity’ approach is at the heart of everything we do and has resulted in successful job placements at Fortune 1000 firms worldwide.

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