A study produced by Betterfly in partnership with Criteria shows that, although important, salary is the least affecting factor on employee engagement. ‘The Human Resources sector has been facing the challenge for some years now not only to attract but also to retain talent. Understanding what truly matters to engage an employee transforms the way of acting and also contributes to the development of consistent strategies using this information,’ says Roberta Ferreira, Global Director of Brand Experience at Betterfly.
In Brazil, the climate and benefits are the factors that most explain the engagement at work of employees, with 24% and 23%, followed by purpose and culture, with 22% and 18%. Economic well-being, although recognized as attractive, is not a motivational factor, as it ranks last – with only 13%.
Brazil is the Latin American country that offers the most benefits
Betterwork showed that while the Latin America average is 76 points in benefits, Brazil excels with 86 points, with men receiving more than women (87 x 85). Regarding age, generations Y and Z have 89 points, while generation X and baby boomers have 82. The Southeast is the region that stands out the most, with 91 points, followed by the South, with 89, and the Midwest, with 86. Lastly, the Northeast has 83 points. Of these, 50% receive benefits involving protection (life insurance, health plan, etc.), 44% professional development (courses and incentives for postgraduate and other specializations), 42% flexibility (for personal and professional life balance), 38% recognition (awards and bonuses), 32% physical well-being (access to gyms), 30% mental well-being (support for therapy), and only 23% feel they receive adequate compensation.
It is important to emphasize that there is a distinction between the benefits that employees consider important and the benefits that actually drive engagement. The research showed that 26% of participants would like to be better remunerated; 19% would like benefits related to protection (insurance), 16% to flexibility (18% more important for women than men); 14% would like to receive incentives to take care of mental health; 10% wanted to be recognized in the workplace; 9% wish to be encouraged to develop professionally; and 6% would like benefits related to physical health.
“It is crucial to have a balance between these two indicators. For example, financial security through offering insurance, and flexibility are important to drive engagement and are attractive to employees, but most would like to receive a fair salary for the activities they perform”, comments Roberta.
One thing that became clear is that the benefits considered most important do not differ by gender or age.
