Blog Posts

Ten Laws of Employee Engagement – Law #4

No Comments


That is not to say we are not interested in having higher levels of employee satisfaction. In fact, that is one of the most vital outcomes of increased workplace engagement. The problem is that so-called employee satisfaction is not a driver of engagement. You could have an entire office of highly “satisfied” employees, ecstatic over the fact that they are paid so much to do so little. Research has demonstrated that salary and benefits are not linked to productivity. The reality is that employees view salary and benefits as entitlements, not as inducements or motivators to release new levels of discretionary effort.

Increases in salary are often seen as a “catch-up effort” to what should have been paid months or even years earlier. Many of the employee engagement assessment tools commonly used today are heavily weighted toward satisfaction factors – implying that employer efforts to increase them will deliver business value. Sadly, this not the case.

View Related Posts:

Leave a Comment




Engagient Multi-Media

Quick Clips on Employee Engagement.

Connect With Engagient

Sign up to receive our Employee Engagement Tips Sheet.

Recent posts




We have used over a dozen top-notch speakers, and Don has received the highest feedback scores of any of them.

What people get out of Engagient is unique, timely, scientific, and pragmatic. It's not the same old motivational or touchy-feely content – it makes you sit up and say "Wow I need to DO these things!"

I especially appreciate his desire to work within the thematic context of our meetings - it never feels like he is just dropping a cookie-cutter speech into a meeting - he wants it to be a great fit.

--George Hines, Co-Founder
  • RSS
  • Twitter
  • Facebook
  • LinkedIn