7 Things Great Employers Do (That You Can Too)


Why are some employees more excited about their jobs than others?

Determining why some employees are more excited to go to work every day is one of the great mysteries facing HR departments. This is often explored in HR articles, and sometimes even finds its way to the regular news section. Many give a coach-related speech about how you can change your view of your workplace.

But now a study concludes that it's more often the workplace itself that matters.

“Workers who are actively disengaged outnumber their engaged colleagues by an overwhelming factor of 2:1. Employee engagement racing up the priority list of CEOs."

Gallup has studied 32 exemplary companies, collectively employing 600,000 people, across seven industries. At these companies, the engaged workers outnumber actively disengaged workers by a 9:1 ratio.

The study has led to a conclusion that exemplary companies that employ people who love their jobs are great at seven things that bad companies are not. Interestingly enough, all seven things apply to what socially empowered collaboration platforms like Incentive can bring to the organization.

Here’s a closer look at the seven factors and how they relate to a social collaboration platform:

1. Have involved and curious leaders who want to improve.

Implementing Incentive means a cultural shift from information silos to transparency throughout the organization. This type of communication is driven by coworkers – not the boss – as conversations,  messages, and updates.

2. Have cracking HR functions.

A social collaboration platform is the HR expert’s very best tool. Employee development is best driven through real collaboration and inclusion. In Incentive, you hand a good portion of responsibility to the coworker.

3. Ensure the basic engagement requirements are met before expecting an inspiring mission to matter.

A collaboration platform does not mean that you share company values - it means that you live company values. Not only does Incentive give each employer a good tool for information, it also gives each one the ability to find solutions for themselves - instead of being hand fed.

4. Never use a downturn as an excuse.

Managers and company leaders can heavily influence employee engagement in good times and bad. Transparency, honesty and inclusion are three cultural changes that Incentive brings about.

5. Trust, hold accountable, and support managers and teams.

Incentive breaks down information silos and builds a cross-functional collaborative culture within a company. This enables everyone to understand other functions in the entire operation, which in turn helps everyone feel like a part of the bigger picture. 

6. Have a straightforward and decisive approach to performance management.

Recognition becomes a powerful currency in Incentive. Anyone can find and appreciate your work and your solutions with improved knowledge sharing and contributing to the collective brain trust. 

7. Don’t pursue engagement for its own sake.

Engagement on a socially empowered collaboration platform is very easy to see. However, without true engagement, there is no content. And in turn, without content, there is no real collaboration, which is why most traditional intranets projects have failed to be widely adopted.

All these things boil down to corporate culture. True social collaboration is not installed via a software or a new organization, but in a cultural shift.

How many of these seven great things does your organization excel in?