There’s nothing like the start of a new year to spark a fresh perspective on what areas are working well in a company, and what aspects could use improvement.
For employers, this is an excellent time for an honest assessment of what the level of engagement is amongst your staff and how satisfied they are in their jobs.
For professionals, this is a popular period for self-reflection and new resolutions on how to maximize your current career path or shift in an altogether new direction.
Hopefully, this process of assessment and reflection involves a largely positive look back at the accomplishments of the previous year and an optimistic view of future career developments—but what happens if things are not so positive? In the event that professionals have strong concerns about their work or employers, what are the things that they worry about?
ECO Canada’s newest study
uncovered a number of surprising factors that specifically affect the job satisfaction of employees working in the environmental sector.
Check out our latest exposé of environmental employee engagement below:
There is an important caveat to this finding.
While environmental workers are more connected to their employers in terms of emotional motivators, such as trust and pride, they are also more likely to disagree that their present employment choice is worth it. In response to the statement, “All in all, I would say it is ‘worth it’ for me, my family and my career for me to work here,” just 66% of environmental workers agreed, compared to 77% of average Canadian workers.
So what it is that keeps some environmental employees from feeling fully satisfied in their work? Our latest report
found that the major concerns were with:
2.) Job security
3.) Incentive or bonus programs
These areas can be difficult to change, since many environmental businesses may not have flexibility around the kind of salary or bonus programs that they are able to offer staff. However, there are still effective strategies that employers can draw upon to increase employee engagement and recognize the strong emotional commitment of their staff. These include:
• Developing methods that create feelings of accomplishment and recognition for good performance
• Reinforcing fair treatment of staff
• Enabling broad access to professional development opportunities
• Ensuring that work, company and personal goals align for each employee
Providing creative, low-cost benefits can also be a great option--check out Julie's post for favourite, unconventional benefit programs here.
From your own experience, what are the factors that make your job particularly satisfying or dissatisfying?