Study produced by Betterfly in partnership with Critéria, shows that, although important, salary is the factor that least affects employee engagement. "The Human Resources sector has been facing the challenge for a few years not only to attract", how to retain talent. Understand what, in fact, it is important 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 the benefits are the factors that most explain employee engagement at work, with 24% and 23%, followed by purpose and culture, with 22% and 18%. Economic well-being, although recognized as attractive, it is not a motivational factor, since it appears last in the ranking – with only 13%.
Brazil is the Latin American country that offers the most benefits
Betterwork highlighted that, while the average in Latin America is 76 points in benefits, Brazil excels with 86 points, given that men earn more than women (87 x 85). Regarding age, generations Y and Z have 89 points, while Generation X and the baby boomers, 82. The Southeast is the region that receives the most attention, with 91 points, followed by the South, with 89 and Midwest, 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 work-life balance), 38% recognition (awards and bonuses), 32% physical well-being (access to gyms), 30% mental well-being (therapy assistance) and only 23% feel they receive adequate compensation.
It is important to emphasize that there is a distinction between the benefits that are declared important by employees and the benefits that actually drive engagement. The survey showed that 26% of participants would like to be better paid; 19% would like to have benefits related to protection (insurance), 16% flexibility (18% more important for women than for men); 14% would like to receive incentives to take care of their mental health; 10% wanted to be recognized in the workplace; 9% wish to be encouraged to develop professionally; 6% would like benefits related to physical health.
It is essential to have a balance between these two indicators. For example, financial security, through the provision of insurance, and flexibility are important to drive engagement and, in turn, are attractive to collaborative people, but most would like to receive a fair salary in relation to the activities they perform, comment Roberta.
One thing that became clear is that the benefits considered most important do not show differences by sex or age
