The Value Of An Emotionally Connected Workplace And How To Create One

By Frank Coutinho
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The Value Of An Emotionally Connected Workplace And How To Create One


If a person works at a standard 9-5 job from graduating college until retiring in their sixties, they have spent around one-third of their life at work. Previously, employees put less emphasis on intrinsic motivation and the transcendental value of their work. However, times have now changed. People are no longer seeing their careers as separate parts from their personal lives, but as a big component of their personal lives. They understand the investment of time they are putting into their work, and want to ensure they enjoy and find meaning in the work that they do.


The Best Practice Institute recently completed a groundbreaking study on emotional connectedness in the workplace, and how it can drastically impact employee performance and engagement in the workplace. They completed a global survey of 150 employees from Fortune 1000 companies, and here is some of the interesting information they found.


1. Compensation and Motivation


Contrary to popular belief, compensation is not the primary motivator for employees. In fact, compensation is cited only 1/3 as important from the organization.


2. What boosts employee performance.


The data from their surveys show that ninety-four percent of employees are likely to perform more for a company that they love. While ninety-five percent report that they are two to four times more likely to stay longer if they felt emotionally connected to their workplace.


3. People's general feelings to the workplace.


According to the Best Practice Institute's research, around forty-one percent of people love their current workplace, thirty-six percent of people are neutral to their current workplace, and twenty-two percent of people dislike their workplace. While these may not be hard solid numbers for every organization, they are estimates that can be reasonably used.


4. Office perks vs respect.


Telecommuting, free office food, and other office perks are actually not on the top of the wish list for employees. The survey showed that time and again, respect is the most important motivating factor for performance, retention, and emotional connectedness.


5. Employee's hearts cannot be bought, it must be respected.


In an age where companies are trying new performance-related compensation packages, new strategies, and new benefits to create a conducive environment, the results are showing that these plans are ineffective. Above everything else, the most desired commodity an organization can offer their employees is respect. Employees must feel valued, and that their work matters.


About the Best Practice Institute


Founded by social/organizational psychologist, entrepreneur, and investor Louis Carter in 2001, Best Practice Institute is an award-winning leadership development center, product development incubator, solutions provider, research institute and online learning portal with more than 10,000 corporate and individual learning members around the world. Thousand’s of talent executives utilize BPI’s constantly evolving resources, developed under the direction of its Senior Executive Board made up of CHROs, CTOs, CLOs and Global Heads of Talent from some of the world’s most successful companies.

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