Salary is the factor that least affects employee engagement in companies, according to a Betterfly survey.

A study conducted by Betterfly in partnership with Critéria shows that, while important, salary is the factor that least impacts employee engagement. "The Human Resources sector has been facing the challenge of not only attracting but also retaining talent for some years. Understanding what's truly important for employee engagement transforms our approach and also contributes to developing consistent strategies using this information," says Roberta Ferreira, Global Director of Brand Experience at Betterfly.

In Brazil, climate and benefits are the factors that most explain employee engagement, with 24% and 23%, followed by purpose and culture, with 22% and 18%. Economic well-being, while recognized as attractive, is not a motivating factor, as it ranks last in the ranking – with only 13%. 

Brazil is the Latin American country that offers the most benefits

Betterwork found that while the Latin American average is 76 points in benefits, Brazil surpasses it with 86 points, with men receiving more than women (87 vs. 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 Central-West with 86. Finally, 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 studies and other specializations), 42% flexibility (for personal and professional life balance), 38% recognition (prizes and bonuses), 32% physical well-being (access to gyms), 30% mental well-being (therapy assistance) and only 23% feel they receive adequate remuneration. 

It's important to emphasize that there's a distinction between benefits employees declare important and those that actually drive engagement. The survey showed that 26% of the participants would like better compensation; 19% would like benefits related to protection (insurance); 16% would like flexibility (18% more important for women than for men); 14% would like incentives to take care of their mental health; 10% would like to be recognized in the workplace; 9% would like to be encouraged to develop professionally; and 6% would like benefits related to physical health. 

"It's crucial to strike a balance between these two indicators. For example, financial security, through insurance coverage, and flexibility are important for driving engagement and, in turn, are attractive to employees, but most would like to receive a fair salary for the work they do," comments Roberta. 

One thing that became clear is that the benefits considered most important do not differ by sex or age.