If both salary and work-life balance were removed from the equation, what else would make you stay with your job?
According to a recent study by Qualtrics, Malaysians make up an average of 54% of their employees' engagement. This makes us a country with the 7th most committed employees in the world.
In this context, Qualtrics – the company that conducted the survey – defines a dedicated employee as a person's ability to go beyond what is expected of them at work.
This includes an emotional connection to the company, the intention to stay and the commitment to the workload.
With Malaysia a little higher on the list, we shouldn't have a problem staying with our employers for a while, should we?
Dedicated employees may not be employees who stay
Despite our score, which is slightly above the global average of 53%, Qualtrics has found that 30% of Malaysians intend to leave their jobs in two years.
In addition, 16% of Malaysians are ready to quit their jobs in less than a year.
At first glance, the study seems pretty contradictory. If Malaysian employees seem relatively committed, why are the other numbers still telling us that they plan to leave their companies just a year or two later?
Taking into account the fact that the millennial workforce is constantly growing, it's easy to blame it on their job hopping tendencies.
However, there are real reasons why they could do this, some of which could be as simple and simple as: the lack of an appropriate feedback system and the inability to express concerns or problems at work.
If these situations are not properly addressed, it does not matter how committed and bright an employee is, you are probably in the fast lane for a quick burnout and then resignation.
Qualtrics named resources, an effective employer, recognition and a good sense of the big picture as the main reasons for the stay of an employee.
Do you see the common denominator?
Problems can understandably arise at any time, which is nothing new. But what is really important is to have open, healthy feedback about it and then to have this feedback acted on.
Communication should also not be limited to "how and when", but to something that has to be done frequently.
Trying to reduce the churn rate with tech
To be fair, there are many employers and companies that do their best to create a better work environment.
And no, we don't just refer to regular weekly scrums or meetings.
Gamified Employee Engagement apps (or sometimes referred to as "HR") are becoming increasingly popular. In this way, employees can keep a small diary of their performance, be part of the overall picture of the company and even exchange feedback with their superiors in a less discouraging way.
Employers can then monitor employee performance in the app, confirm their contributions, and distribute rewards where they think it is right.
Photo credit: Feets / SelfDrvn
Overall, these apps are designed to give employees a sense of motivation at work, which in turn should increase productivity.
Some gamified employee retention apps that are already used by Malaysian companies are Feet & # 39; s, SelfDrvn and TraitQuest.
Other honorable mentions include Vimigo (not yet publicly released at the time of writing) and Gameka (which offers game solutions to encourage employee engagement instead of a specific app interface).
It goes without saying that there are many more of these apps, but apart from Vimigo, these were the few that we used a lot in Malaysia.
However, as Pete Jenkins of GAMIFICATION + told us in an earlier interview, gamification is not a complete solution to all of your HR problems.
I believe that it should be the responsibility of human resource managers and other executives (who lead a team) to check whether such an app is able to manage it at all.
I agree that tech and gamification apps could promote a stronger bond between colleagues in a team …
Nothing beats the traditional face-to-face
When it comes to solving problems and communicating with management in particular, I would honestly prefer it to be done face to face.
Of course, timing is also essential for an ideal personal discussion. Instead of waiting for a problem to reach its boiling point, it must be addressed the moment you start to fight.
It is also helpful if you are able to pinpoint the cause of your problems so that your employers do not believe that you are just another disgruntled employee who tends to complain.
Do you put too much on your plate without the right training or resources? Does micromanagement kill your freedom and performance?
Or you just think there is a better way to get an insight into the overall picture of your company so that your work moves in this direction.
Being able to identify the potential obstacles on your way first would strongly reflect your skills as a motivated, committed, and honest employee – something that I am sure will not go unnoticed.
While gamified employee retention apps have the right idea to encourage feedback more often, I believe that right results can only come from a real personal discussion.
- You can read other opinions we wrote about here,
Selected image source: Vulcan Post