Latest SHRM Survey Supports Employee Need to “WorkHuman”

by Derek Irvine

Making connections matterRecognize This! – What makes us happy, satisfied and engaged at work? Deeper connections and relationships with colleagues and a stronger sense of meaningful work.

SHRM released its annual “Employee Job Satisfaction and Engagement Report” yesterday. I wrote about it in more depth on Compensation Café today. (Click over to read more.)

The report is quite interesting. I particularly find it useful how it draws on both satisfaction and engagement measures, yet is careful to distinguish the two. They are very different, and SHRM acknowledges this in the report.

Of particular note are findings related to employee needs for connections with their colleagues and meaning in their work. Evren Esen, director of SHRM’s survey programs, comments on the research:

“Workers have shown an increased preference for understanding their role and how it aligns with the success of an organization. What’s important to employees now is a collaborative environment that encourages feedback and interaction among co-workers and between employees and their supervisors.”

These two points – connections and meaningful work – are the crux of our discussions at WorkHuman. Indeed, the relationships we build with others as we work together to deliver products and services of value and purpose are the heart of what defines humanity at work.

Derek Irvine

About Derek Irvine

The VP of Client Strategy and Consulting at Globoforce, Derek Irvine is one of the world’s foremost experts on employee recognition and engagement, helping business leaders set a higher vision and ambition for their organizations. As a renowned speaker and co-author of "The Power of Thanks" and "Winning with a Culture of Recognition," he teaches companies how to use recognition to proactively manage company culture. Derek holds a B.Comm and Masters of Business Studies from the Smurfit Graduate Business School at University College Dublin.

One Response

  1. I enjoyed reading this, and I agree that meaningful connections and having a close friend at work increase engagement.
    Yet, the other day at a business lunch, this topic came up. One of the attendees disagreed with this…she wanted very little to do with her co-workers, and she was in a management role!
    I wonder how close the close friend has to be? I happen to enjoy hanging out with co-workers on lunch-hours and happy hours/non-working time!

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