The Contribution Effect
Why contributions from both employer and employee is the secret to a committed, resilient & successful workforce
Today’s organizations are experiencing continuous, unprecedented change. So are their employees, whom for 18 months have worked in new conditions — from non-essential workforces transitioning to being fully-remote over night to frontline workers experiencing greater on-the-job risk than ever.
As this more permanent state of flux sets in, its wide-ranging impacts are only beginning to be known. From evolving perspectives on how, where and even why work gets done, to shifting expectations around the need for physical, mental and emotional safety, we’ve seen a need to redraw the employee-employer compact.
We believe that those organizations who proactively plan and adjust to this “new normal” will see huge dividends, from improving retention and recruitment to increasing satisfaction and engagement, and ultimately, by creating a safe and positive environment where people can contribute based on their potential.
At the same time, in this “new normal,” we have also observed that the old playbook is no longer working. It’s become clear that things have changed in terms of what employees need and want.
That’s why we set out to identify the most important predictors of employee experience today (and for the future).
To do this, we conducted a global survey, the insights of which highlighted a number of both rational and emotional drivers of experience. We looked at both inherent diversity and acquired diversity. We looked at people of all levels within an organization as well as professional, front-line and manufacturing workers in equal measure. And finally, we looked at eight industries across seven global markets around the world.
Recognizing that there is no one measure that encompasses an employee’s experience, we sought to understand: Are they satisfied? Would they recommend the company? Do they expect to stay with the company? How does the company rank against its peers?
Four key findings emerged, providing a roadmap for executives seeking to evolve and elevate their employee experience:
What’s non-negotiable: Getting a “fair deal” at and from work is critical … and evolving
What I give: Motivation to contribute is driven by purpose and appreciation
What I get: Flexibility is important, but as a driver of balance
What we create together: Fun drives positive experience, but it needs to be meaningful
Together, these key findings create a comprehensive picture of the mutual commitment necessary for shaping a best-in-class employee experience. One where people are satisfied with their day-to-day, inspired to stay and motivated to advocate for their organization.
To learn more about this model and the data supporting it, check out United Minds’ Contribution Effect study and nexus employee experience diagnostic.
