What Truly Motivates Employees (Besides Money)

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Leaders want motivated employees, but often believe that money is the main motivator. Misunderstanding what really motivates employees can have negative consequences when it comes to engaging employees and motivating higher performance.

For example, researchers Teresa Amabile and Steven Kramer interviewed over 600 managers and uncovered that the widespread majority of managers misunderstood what motivates employees. Managers viewed making money and receiving raises and bonuses as the primary motivators, when in fact, upon analyzing over 12,000 employee diary entries, the number one work motivator was actually emotion and not financial incentives. Positive emotions were linked to increased motivation. Meanwhile, negative emotions were linked to decreased motivation.
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Employee Engagement Definition: What it Is, What Affects It, Where Employers Lag

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Understanding the employee engagement definition is on every employer’s priority list these days. The number of companies that want to measure, track, and improve employee engagement in their workplace continues to increase – a testament to engagement’s increasing popularity.

Understanding the concept of employee engagement can be confusing for many employers since so many conflicting definitions and research exists on the topic. This article seeks to clarify what employee engagement is, what affects it, and where employers typically lag in engaging employees.

What is employee engagement?

Employee engagement refers to an employee’s involvement in, commitment to, and satisfaction with their work. Many people mistake employee engagement for simply employee satisfaction. Engagement measures more than just an employee opinion of how satisfied they are at work. Rather, engagement measures how emotionally connected the employee is to their work.
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Keeping Pay Adjustments In Perspective

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In a 2013 overview of the state of compensation, Steve Bruce, contributor to HR Daily Advisor, makes a less than rosy comparison of where businesses stand today versus where a full economic recovery would have put businesses in terms of their compensation options. Employment overall is up and voluntary separations are beginning to increase, but for businesses looking to attract and retain top performing employees, rewarding these individuals through traditional compensation methods remains a challenge.

With merit increases averaging right around 3% according to World at Work, and several local surveys also pointing to the 3% mark, Bruce suggests that in fact, 3% may be the new norm. While it may not seem like much on paper, it is worth noting that 2012 was the first post-recession year that pay adjustments, merit based or not, hit that 3% threshold. At the macro level, 2012 also saw the percentage of Northeast Ohio organizations predicting at least some pay increase to 89%, a significant recovery in comparison to the all time low of 45% in 2009 (2012 ERC Pay Adjustment & Incentive Practices Survey).
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27 ERC Member Organizations Named NEO Success Award Winners

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Congratulations to the following ERC members that were named 2013 NEO Success Award Winners by Inside Business Magazine.

  • Child Guidance & Family Solutions
  • Cohen & Co.
  • Fairmount Minerals
  • Family Heritage Life Insurance Company of America
  • Hathaway Brown School
  • Howard, Wershbale & Co.
  • Hyland Software
  • Ladies and Gentlemens Spa
  • Mazzella Holding Co.
  • MC Sign Co.
  • MesoCoat Inc.
  • National Interstate Corp.
  • NineSigma
  • OEConnection
  • Olympic Steel
  • OneCommunity
  • Oswald Companies
  • Price for Profit
  • Radcom Inc.
  • Safeguard Properties
  • Skoda Minotti
  • The Brewer-Garret Co.
  • The Garland Co., Inc.
  • The Reserves Network
  • Tradex International
  • Vocon
  • Voss Industries
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A Complete Guide to Workplace Flexibility

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Flexibility has grown to be more commonplace in the workplace in recent years; however, managing flexibility remains a challenge, as evidenced by the 2013 decisions by Yahoo and Best Buy to overhaul their flexibility programs.

To help your organization with similar challenges, we've developed a short guide to instituting and managing flexibility in the workplace.

Step 1: Create a business case for workplace flexibility.

Many HR professionals have to "sell" the concept of flexible work to their leadership team. In doing so, we recommend gathering reliable benchmark data related to how common flexible work options are in your industry and size, and among your competitors.
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Data Points to Growth in Flexible Work Arrangements

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With Yahoo’s Marissa Mayer’s recent decision to eliminate employee’s work-from-home option, has come a firestorm of commentaries and rumors about what her very public decision at a prominent employer means for the future of flexible workplace practices at workplaces across the nation.

Image Source: Adam Tinworth

Locally, in 2013 the Plain Dealer ran an article citing ERC data and giving an inside look at how some of Northeast Ohio’s top workplaces structure highly functional work-from-home options for their employees. Now that the dust has settled following the big Yahoo announcement earlier this month, it appears that Mayer’s decision was largely based on internal issues specific to the tech giant.
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Important Legal Updates: I-9, FMLA, HIPAA, & H-1B Petitions

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New I-9 Form

U.S. Citizenship and Immigration Services (USCIS) has released a revised Employment Eligibility Verification I-9 Form which contains many improvements including new fields, reformatting, and clearer instructions for 2013. Employers should begin using this I-9 form (effective date: March 8, 2013), however previous versions of the form may be used until May 7, 2013.

I-9 Form
Handbook for Employers: Guidance for Completing Form I-9

FMLA Changes

Important updates to the Family Medical Leave Act (FMLA) went into effect on March 8, 2013. These updates included expanded protections for veterans and exigency leave as well as modified rules for airline personnel and flight crews.
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Healthy Snacks to Eat on the Run

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If you are always eating on the go, carrying healthy snacks can be beneficial. Healthy snacks should include something that will give you energy, as well as sustain the energy. Snacks should be consumed between meals when you need an energy boost. Remember energy from snacks may only last a few hours. Consuming a snack for a meal may not give you the energy you need to carry you to the next meal.
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New I-9 Form Available

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U.S. Citizenship and Immigration Services (USCIS) has released a 2013 revised Employment Eligibility Verification I-9 Form, in both English and Spanish versions, for employers. The Department of Homeland Security has also issued a Notice about the new I-9 Form in the Federal Register. 

According to USCIS, effective March 8, 2013, employers should begin using the new I-9 Form (Rev. 03/08/13)N for all new-hires and reverifications, however, the previously accepted revisions (Rev.02/02/09)N and (Rev. 08/07/09)Y may continue to be used until May 7, 2013. After May 7, 2013, however, employers must only use Form I-9 (Rev. 03/08/13)N.

The I-9 Form is required to verify the identity and employment authorization of individuals hired for employment in the United States and the 2013 I-9 Form contains many improvements including new fields, reformatting, and clearer instructions.

Download the 2013 I-9 Form

Source: USCIS

Court: Random Alcohol Tests Not in Violation of ADA

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The U.S. District Court for the Western District of Pennsylvania, in the Equal Employment Opportunity Commission's (EEOC) case against U.S. Steel Corp., ruled that random tests for alcohol can be performed on probationary employees who work in safety sensitive positions, and that doing so does not violate the Americans with Disabilities Act (ADA).

In the 2013 case, the EEOC argued that the company's policy of conducting breath alcohol testing at random on probationary employees could be considered a medical examination and that ADA restricts employers from requiring such exams unless it meets the standard of being "job related and consistent with business necessity."

Meanwhile, U.S. Steel held that its policy was lawful on several conditions, including that it was job related and consistent with business necessity, that it was part of a voluntary health and safety program negotiated and agreed upon with its union, and necessitated by the company's obligations under federal safety and environmental laws and regulations (Source: SHRM).

The court decision affirms that employers can take reasonable steps, including random alcohol tests, to keep workers safe on the job. Although, employers should proceed cautiously and still heed the EEOC's guidance regarding medical examinations under ADA.

Please note that by providing you with research information that may be contained in this article, ERC is not providing a qualified legal opinion. As such, research information that ERC provides to its members should not be relied upon or considered a substitute for legal advice. The information that we provide is for general employer use and not necessarily for individual application.

ADA/FMLA Training Course