Pay employees to lose their importance in an economy in decline

A recent national survey of 1,200 adults, conducted by Princeton Survey Research Associates for the Center for the state and local government produced some interesting results in their ranking of job factors in order of importance. As the economy suffers, apparently the employees surveyed have increased appreciation for the work based on job security and benefits.

The survey offered 15 benefits and job factors for respondents to the priorities in terms of importance when choosing a new job. Here are the results of their first 10 choices:

1. The health insurance plan

2.and 3. Have job security and be in an environment with clear policies and procedures related to the second

4. The retirement plan or

5. A flexible family-friendly workplace

6. How quick decisions on labor issues

7. Working with talented managers

8. and 9. (Tied) having the potential to promote and to be creative and intellectually stimulated

And # 10. Total Compensation!

As a HR professional, you already knew that the pay has historically not been chosen in the first few in the hierarchy factor for the preservation of jobs for employees and recruiting purposes. But you expected that would come in so low, ranking 10 out of 15 factors of jobs available? Certainly, the importance of pay varies from individual to individual depending on their motivational factors intrinsic / extrinsic, but that the investigation results show clearly that pay down the list.

What can you learn from this survey to implement and improve in your job?

Your health insurance plan. Since the cost of health insurance continues to skyrocket, make sure that employees are well served by the plan and coverage options offered. Look at your employee demographics to determine how well your benefits include health and welfare of your employees. Example: if the majority of employees are of childbearing age, are the benefits of pregnancy respond to their needs? How they end up paying out of pocket for their pregnancy?

Tip: Use a free survey on surveymonkey.com to conduct a survey of employee satisfaction to ask questions about benefits coverage, co-pay, voluntary social security interests, the effectiveness of directors, etc. As an option, it could facilitate a discussion of Focus group from a cross section of employees. Then use the completed employee feedback to work with your broker benefits concerns and possibly improve performance through effective creative means and / or cost. Let your broker earns his taxes! And do not forget to communicate the survey responses and adjustments resulting improvements to the package / benefits of your company to your employees!

Safety at work. For employers in the private sector, this is an area in which it impossible to compete against the employers in the public sector. The private sector simply can not guarantee employment to its employees. And 'one of the few safe havens employers in the private sector pleased to be able to enforce at will employment. However, the work in the private sector has offered jobs to other factors highly rated, that public sector employers are not so good at providing: better opportunities for innovation and better opportunities for promotion. Capitalizing on this feedback by making sure that your HR infrastructure for the promotion of employees across your enterprise with the effective use of performance appraisal systems and career path.

Not surprisingly, being in an environment with clear policies and procedures associated with job security in step # 2! Employees do not like ambiguity, want to know what is expected of them in the workplace. They are your company's employee handbook, policies and procedures in place? He coached your managers and supervisors in your employment policies, practices and procedures? They'll really appreciate the fact that you're taking the time and make the effort to develop as managers, and it will make your life easier in the long run (I promise!)

Our collective challenge in the management of Human Resources is to be proactive than reactive. Devote the time and effort to get ahead of the curve re-evaluating the HR infrastructure. You look like a superstar!

Read more survey results, visit:

Regan HR, Inc. ...