The main motivator for ALL employees revealed

The main motivator for ALL employees revealed

Do male and female employees really have different motivational triggers in the workplace?

A recent survey carried out by employee engagement platform Peakon, found that across both genders, people are not satisfied with their workload, the financial rewards they receive, and the recognition given for the work they do.

The report also revealed the number one motivator in the office; faith in the mission and direction of the worker's own organization – or to put it another way, strategy.

Peakon Co-Founder, Dan Rogers, spoke to Business Grapevine about why employees are so driven by their faith in the business?

Can you explain the results of the survey?

“Our data shows that employees increasingly care about the mission and vision of the company they work for.

“Looking at the drivers against which we measure engagement, job aspects such as ‘meaningful work’ are becoming more and more crucial to having a driven workforce. Throwing money at employees is nowhere near as effective as rewarding them with worthwhile experience.

“This is particularly true of millennials. Globalisation and the ubiquity of the internet means we are more conscious of our own contributions to society than ever before.

"Of course employees want to see the outcome of their work at their company, but they also want to see the effect this is having on the wider community.”

Why do you think male and female employees have differing priorities? What does this mean for a gender neutral society?

“The data from our report shows that men and women are engaged by different things at work, however it would be wrong to infer a fundamental psychological or genetic difference from this. Instead, we believe the data shows the effects of longstanding cultural and historical norms, and how workplace traditions have defined the way people from different genders behave.

“Our real-time analytics data means that employers can see how men and women differ in their office environments, implement small changes to account for this, and then assess whether these changes have had the desired effect.

"When we show our clients data for their employees, we are not prescribing that they treat men and women differently, instead we are alerting them to these differences exist and asking them how they can be eradicated.”

Read More

HR lessons from Sherlock

Series four of Sherlock finished last night...

  • 6
HR Grapevine
HR Grapevine | Executive Grapevine International Ltd
How can HR can beat the 'Blue Monday' blues?

Today is the saddest day of the year...

  • 162
HR Grapevine
HR Grapevine | Executive Grapevine International Ltd
The 10 most stressful jobs of 2017

All jobs contain a degree of stress – whether...

  • 100
HR Grapevine
HR Grapevine | Executive Grapevine International Ltd
HR on the weekend: La La Land, Mad Hatter's Tea Party & The Create Club

Whether you are fully energised and familiar with your...

  • 13
HR Grapevine
HR Grapevine | Executive Grapevine International Ltd
Olympian Alex Danson: Why a mentoring scheme can help you win

HR is always looking for ways to nurture and enhance...

  • 61
HR Grapevine
HR Grapevine | Executive Grapevine International Ltd
New banking whistleblowing rules to increase accountability

The financial regulators (FCA and PRA) have responded...

  • 6
HR Grapevine
HR Grapevine | Executive Grapevine International Ltd

Comments (1)

  • Rex
    Rex
    Sat, 19 Nov 2016 3:25am GMT
    Why shouldn't men and women have differing priorities at work? Why should employers try to eliminate differences? Male and female animals are not the same, they are designed by nature to be different and those differences are meant to compliment the other. Trying to homogenise your workforce and make them gender neutral effectively is decreasing the diversity in your company or organisation. And the rest of the world outside your company walls is not going to be receiving the same treatment, so eliminating this factor will only make your company more out of touch with how people actually are in the outside world. Far better that you have fair representatives of the make-up of the local population working for you, than going to efforts to satisfy some perceived gender inequality which will only be to the detriment of your company, and waste time and money that could be better spent elsewhere.

Guide to HR Technology

Guide to HR Technology 2016

Top Features

Daily news and market insights straight to your inbox

HR Grapevine Magazine Latest Issue

Magazine Features