Where Do Employees Find More Engagement – Large or Small Companies?

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Employee Engagement

Employee engagement has been a hot topic for a long time. I know I’ve read lots and lots of articles on how employee engagement is at its lowest point ever. Not good news for companies.

Why so much focus on employee engagement? Well, it is the difference between success and failure, survival and profitability for most companies!

Many small businesses I talk with don’t think it’s a problem in their firm but an issue in large corporations. But the data may show that is not necessarily true.

The Real Story

One of the largest human resources consulting firms has set out to determine whether smaller companies have the advantage in getting workers to go the extra mile. In an INC magazine article, author Bill Saporito details a recent survey completed by Korn Ferry’s Hay Group division.

“An engaged work force is more agile,” says Mark Royal, senior director with the Korn Ferry Institute. “Engaged employees aligned with goals and objectives respond more effectively to change. They’re less rattled by unanticipated problems and better able to respond.”

Survey Results

According to the survey, small company employees say that their bosses are more flexible with work-balance issues, but large company workers feel that they get better benefits.

However, when it comes to confidence about the future, small business employees are not so sure about the company’s future success.

Below is a summary of the survey’s results and the findings are quite surprising.


Topic
Small
Company

Large
Company

My immediate manager is flexible when I need to take care of a personal or family issue. 91% 81%
The company provides high-quality products and services. 73 78
The company provides employee benefits that meet my needs. 67 62
The company supports me in achieving a reasonable balance between work and my personal life. 65 60
I believe the company will be successful over the next two to three years. 63 72
I have trust and confidence in the company’s senior leadership team. 56 62
I have opportunities to achieve my career goals at the company. 51 54
There is a clear link between my performance and my compensation. 39 44
I plan to continue working for the company for more than five years. 36 59
I believe my salary is fair, considering the pay of people doing similar work in other companies. 35 40
Percentage of employees who agreed with the following statements

The major impact of this survey shows that small business employees don’t have confidence both in the future success of the company and its leadership. Another surprising finding is that small business workers don’t feel that the product quality at their firms is as good as the large companies.

How can smaller firms close the confidence gap? According to Royal, small business needs better alignment between the work and the workers.

“Engaged employees often become frustrated ones. They are aligned with goals and objectives and enthusiastic about making a difference. But they are held back by jobs that don’t suit them or work environments that get in their way,” states Royal.

Take a look at your employees and make sure that your workers aren’t frustrated. In a small business your employees are your most important asset. Make sure that they know that, and you are focused on making the work environment a positive and successful one.

DianeWekler-sml-for-postsDiane Weklar, the Authority on Accelerating Business Growth, is the CEO of the Weklar Business Institute. She is the author of the award winning book, Mastering the Money Maze: 10 Secrets to Winning Business Financing,which is also an Amazon #1 Best Seller. This book provides practical insight to build a successful business and the practical steps to raise capital to help your firm grow. She can be reached at Diane@Weklar.com.

 

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