{"id":29979,"date":"2009-10-05T14:02:50","date_gmt":"2009-10-05T13:02:50","guid":{"rendered":"http:\/\/www.corporate-eye.com\/blog\/?p=29979"},"modified":"2009-10-05T09:05:13","modified_gmt":"2009-10-05T08:05:13","slug":"money-and-happiness","status":"publish","type":"post","link":"https:\/\/www.corporate-eye.com\/main\/money-and-happiness\/","title":{"rendered":"Money and Happiness: It\u2019s Complicated…"},"content":{"rendered":"
\"Greener<\/a><\/div>\n

According to this story from CIOZone<\/a>, a recent study by staffing firm Robert Half asked 150 senior executives (from among the 1,000 largest U. S. companies) how they would be most likely to spend money on employee-related priorities.\u00a0 New hiring was the top choice for 31%, followed by salary increases (21%), bonuses (15%), and training (9%).\u00a0 Just 5% chose enhancing benefits.<\/p>\n

But is it really all about money?\u00a0 In a related blog post<\/a>, commentator Ellen Pearlman says:<\/p>\n

It\u2019s time for managers and HR executives to identify the various needs their employees have and to craft reward systems that are more personal . . . One worker may need a flexible schedule to take care of an aging parent, another may need to leave early on Wednesdays to get to a class, and still another may want to work four days a week and have a day off to pursue other interests. Some may welcome a special assignment overseas or the opportunity to work with a skunkworks group researching a new product.<\/p>\n

As Pearlman points out, this personal approach is much harder than just adding a little to everybody’s paycheck.\u00a0 It may carry a lot of added value, though, especially among employees who have lost their passion for the company.\u00a0 And that group is apparently growing.<\/p>\n

CIOZone notes that the annual U.S. Strategic Rewards survey from consulting firm Watson Wyatt \u00a0and HR non-profit WorldatWork finds employee engagement levels falling 9% from last year’s survey\u2014and “top performers” were even more likely to be disengaged (a 25% topple). \u00a0\u00a0There was also a 14% increase in the number of employees who have already started a new job search.<\/p>\n

With so many people unemployed . . . it seems like having a job is a reward in itself.\u00a0 But in many cases, pay cuts or freezes, shrinking opportunities, and\/or increasing workloads are sapping employee satisfaction.\u00a0 When hiring picks up, these folks may bolt for greener pastures–so now may be the time to find ways of rewarding them without spending more money.<\/p>\n

Relevance for the corporate Careers site?\u00a0 Employees disengaged from their companies are perfect passive candidates.\u00a0 If they aren\u2019t actively looking, they may start any minute, and if they stumble across an interesting opportunity (or receive just the right email) they may be persuadable.\u00a0 So it\u2019s a good time for the Careers site to highlight content that promotes engagement\u2014rewards, opportunities, culture, and support for the pursuit of happiness.\u00a0 It\u2019s also a good time to enhance communications and work on building connections.\u00a0 When the hiring money flows again, having a good candidate pool will be a significant competitive advantage.<\/p>\n


<\/p>\n

(Thanks to eye of Einstein<\/a> for our greener pastures.)<\/p>\n","protected":false},"excerpt":{"rendered":"

According to this story from CIOZone, a recent study by staffing firm Robert Half asked 150 senior executives (from among the 1,000 largest U. 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