Employees who are unhappy with their compensation has always been an issue within companies. And lately, it seems to be a dominating theme.
According to Don MacPherson, President and Co-Founder of Modern Survey, employees routinely complain about compensation because “Pay is the easiest way we can articulate our satisfaction.” In his article “Employee Motivation and Compensation,” McPherson further outlines six drivers of employee engagement:
1. I Can Grow and Develop
2. Confidence in Future of Organization
3. Personal Accomplishment from Work
4. Values Guide Behavior
5. Paid Fairly for Work
6. Senior Management has Sincere Interest in Employee Well-being
Driver number five, which addresses fair pay, plays a central role in employee engagement. The article explains how companies that focus more on the other drivers increase employee engagement—which increases employee satisfaction with pay. An interesting connection, huh?
BUT, what can you do as an employee if you’re not feeling completely engaged at work? You may need to be proactive by asking important questions of yourself and your employer.
Strategies that Turn it Around:
If you are not engaged at work because you pout over pay, practice the following tips:
- Ask yourself if your personal values are in line with the company’s values. Are you proud to work at your organization? If not, it may be time to look for work somewhere else.
- Ask your manager or HR rep for an explanation of your salary and what you can do to earn an increase or bonus. If your salary is comparable to other workers’ salaries in your field, and it is consistent with your geographic region, then ask yourself what it is about your job that troubles you. Is it really your salary that bothers you, or are you simply not satisfied with other areas of your job?
- Do you understand how your job fits within the overall objectives of the company? If not, ask your manager or HR rep for an explanation. Employees who see how their particular job impacts the bigger picture tend to be more satisfied and engaged.
- Do you get regular feedback—the good and the bad—from your manager or peers? If not, be proactive and ask your manager how you’re doing. Don’t wait for feedback during your yearly reviews only.
- Does your manager listen to your ideas? If so, does she follow up with updates?
Remember: While salary is important, it is only one of six drivers that leads to an engaged employee. In the workplace, everyone is always extremely busy. Managers may assume you’re satisfied and happy; when in reality, you’re not. Before giving up and jumping ship, try the tips mentioned above. Who knows? You may be surprised by the positive results to you, your team, and to your bank account.
What have YOU done to become more engaged at your company? Please share your responses in the comments section below.