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.”

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.

Most Read

Guide to Outplacement and Career Transition

Guide to Outplacement and Career Transition 2016

Get ahead of the game by registering now

* By registering you agree that you have read and agree to our Terms and Conditions and that Executive Grapevine International Ltd and its partners may contact you regarding relevant content and products.

Top Features

HR Grapevine Magazine Latest Issue

Magazine Features

Read More