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Employee Well-Being C277

our research clearly shows that some employers are susceptible to los-
ing ground on this key engagement driver, while others surge ahead,
in spite of the more challenging conditions.
Here are some representative survey comments both from employ-
ees who remained engaged in difficult times and from those who did
not:

: Voices of Disengagement
Voices of Engagement
:
“The company offers competitive
“The current economic times
:
are stressful. This is when the
benefits and salary. Provides a
company’s true colors show. Our
great wellness program to assist
: employees.” education benefits are reduced,
“My employer values health and
and we didn’t get a raise.”
wellness, ensuring each employee : “Need to be more flexible for leave
has the opportunity and tools when family emergency occurs.”
needed to lead a healthy lifestyle.” : “1. Easier scheduling. 2. Easier
: “In the last three years our scheduling. 3. Easier scheduling.”
company has made vast improve- : “The benefits are expensive, and
ments in employee benefits and we need more holidays.”
company culture.” : The benefits aren’t great, health in-
: “I don’t know of another company surance is expensive, no maternity
where employees come first. . . . leave, and not great paid leave.”
We have benefits unlike any big : “There are benefits given to other
company I have ever worked for, groups that are not afforded to all
such as massages during com- employees.”
pany time, and an above-average : “There needs to be more under-
401(k) match, even during hard standing for sick children through
economic times.” schedule changes.”

Companies that enjoyed higher engagement scores in the fourth
quarter of 2008 did markedly better on items related to employee per-
ceptions about benefits. In difficult economic times, employees need
to feel that their “security” needs are being met. Having quality, af-
fordable benefits is certainly one of those needs that, when addressed,
positively impacts overall employee engagement.
Employees are naturally concerned about benefits, particularly
given that many are paying an ever-increasing burden of health insur-