Higher salaries won't fix the problem



    Employee engagement "deficit" costs companies $1.8 million for every
    1000 employees

    TORONTO, April 11 /CNW/ - A new report from the Shepell-fgi Research
Group finds the effort and commitment that people have in their jobs is not
strongly related to pay, but is strongly related to how people are treated,
and how they view their managers.
    These "psychological" engagement factors have almost twice the impact on
motivation and results than pay and benefits - meaning more money won't move
the productivity meter upwards.
    "Total employee engagement won't happen one hundred per cent of the
time," says Rod Phillips, President & CEO of Shepell-fgi. "We all like some
parts our job more than others. But when overall engagement is low and when
your staff prefer to not come into work or aren't performing at their full
capacity, it costs the organization money - up to an average cost of
$1.8 million for a company of a thousand employees."
    Shepell-fgi's new report, Employee Engagement & Health: An EAP's Role &
Perspective, finds seven key indicators that can be empirically linked to a
company's bottom line. They include trust in senior management, being asked
for input, and a clear say in decisions that affect and impact their work.
    "Given their importance, these indicators should be on every employers'
radar screens - but fewer than half of executives report their workplaces
achieved healthy levels within these indicators," says Karen Seward, Senior
Vice-President, Business Development and Marketing. "This suggests a
significant engagement deficit in Canadian workplaces."
    Support programs for employees can effectively help mitigate part of the
problem and improve the engagement factor. Shepell-fgi's research finds that
companies with Employee Assistance Programs (EAP) achieve:

    
    -   lower levels of employee anxiety, dissatisfaction and turnover
    -   higher perceptions of fair compensation
    -   higher levels of growth and development opportunities
    -   higher levels of meaningful work.
    

    "We've found that EAP is a critical part of a healthy workplace strategy,
and when it is used to address all aspects of employee health (physical,
mental and social health), it educates employees on how to take care of
themselves at work and at home," says Paula Allen, Vice-President, Health
Solutions and the Shepell-fgi Research Group. "Employers and managers need to
recognize that they also play an active role in their employee's engagement at
work and that this metric is directly linked to their company's bottom line."

    About Shepell-fgi and the Shepell-fgi Research Group

    Shepell-fgi is Canada's leading provider of workplace health services,
including prevention-focused Employee Assistance Programs. The company
services over six million employees and their families across Canada, the
United States and internationally. Shepell-fgi helps organizations maintain
healthy employees and healthy workplaces.
    The Shepell-fgi research group, a division of Shepell-fgi, has a mandate
to educate employers and business leaders on physical, mental and social
health issues as these factors impact employees, their families and their
workplaces. The Shepell-fgi Research Group offers a precise understanding of
health and wellness trends by conducting sector and issue based analysis.
Since 2004, the Shepell-fgi research group has published thirteen issues based
reports and seven sector based reports.

    http://www.shepellfgi.com/




For further information:

For further information: Rosalind Robertson, Manager, Events and Public
Relations, Shepell-fgi, Office: (416) 355-5424, rrobertson@shepellfgi.com

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SHEPELL-FGI

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