Emotional salary: know these 4 keys to keep your collaborators motivated

Gallup’s ‘Global State of Work 2022’ report reveals that only 41% of Latin Americans are satisfied with the in the company where they are located; while 77% are not really committed to their .

In this context, emotional salary —those non-economic incentives offered by companies— take on a fundamental role.

“Employee happiness is directly related to productivity. This is where the emotional salary is especially relevant. The benefits that contribute to the well-being of the staff and make them feel appreciated have an impact on their performance and, therefore, on the organization’s results. Likewise, they can be decisive in attracting and retaining talent, as well as improving the sense of belonging”, points out Giancarlo Ameghino, Manager of Management and Human Development of the Crosland Group.

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Other advantages that this practice brings, in addition to improving employee morale, are reduced absenteeism, lower staff turnover and lower operating expenses. That is why the specialist provides four recommendations to implement this model in companies:

  1. Recognize the effort of your collaborators. Everyone deserves to feel fulfilled and happy in their job. “If someone earns a lot of money, but wakes up every day discouraged and goes to forced labor because of his responsibilities, to deal with stress and a negative environment, his productivity will be diminished. On the contrary, someone motivated by a job in which they are recognized and rewarded, will have an outstanding performance”, says Ameghino.
  2. Offer them growth opportunities and encourage their professional development. A good way to keep staff motivated is to provide training courses, training and opportunities to attend relevant events where further learning can be generated.
  3. Create a pleasant work environment. Although a united team and a stable work environment, where there are rules of coexistence, are very important, good lighting and a properly distributed space will also be valued by the workers.
  4. Implement flexible hours: With the arrival of the pandemic and hybrid work, people identified the need to reconcile their work and personal life, so it has become vital to adapt to their needs. “In order to find out what employees want and their opinions about the company, we must establish direct communication channels to find out what makes them happy”, points out the Crosland Group specialist.

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