ADP Research’s Post

📌 Latest findings from ADPRI regarding Employee Motivation and Commitment Index. Interesting trends across several industries. 💹

Employee sentiment ebbed in July, led by a big drop among retail workers. But five other sectors hit all time highs. Get the latest in our July Employee Motivation and Commitment Index. https://lnkd.in/g7vAJQ4k #labormarket #retail

Although the ADP Research Employee Motivation and Commitment (EMC) Index fell in July, it's been trending upward since mid-2023. The steady rise in employee motivation and commitment seems consistent with the steady cooling of the labor market characterized not by layoffs but instead by falling hires (due to market uncertainty) and falling quits (due to falling hires). The brains behind the EMC Index, which we publish every month: 🧠 Mary Hayes 🧠 Jared Northup https://lnkd.in/gM3yidMi

“Can you share with me the actual market survey data you used to analyze and make changes to our pay ranges and programs? This is one of the top questions I hear from employees, and oftentimes I wish there was a simple way to illustrate why compensation decision-making goes far beyond just trying to match a company’s pay range midpoints to numbers in a spreadsheet.   Most HR professionals know that the reason why companies don’t usually share raw survey data is because it's imperfect and needs to be rigorously analyzed for usability. Why isn't market data black and white? It reflects the unique people strategies of the firms reporting them (e.g. distinct job leveling methodologies), and data must be applied in the context of the organization’s strategic priorities and operating model. For example, equity vesting schedules can vary significantly from one firm to another, so when assessing market data, companies must recognize this “noise" and ensure updates to programs are informed rather than dictated by data. In the era of pay transparency, employees continue to expect more than just the standard response of “We don’t benchmark pay based on what’s shown on Glassdoor/Blind and instead, leverage trusted third-party compensation surveys.” How do you build trust with employees around your benchmarking processes, and what's the right level of data to share? #compensation #totalrewards #humanresources #hr #leadership #talent #paytransparency #employeeengagement

Employee engagement is essential!

The ADP Research Employee Motivation and Commitment Index, which tracks how people think and feel about their jobs, fell 21 points in August, the largest month-over-month decline in data going back to January 2022. Despite the significant drop, the index remains above its two-year average of 109. Get the full story in today’s Data Lab. https://lnkd.in/eUVMmUpC #economy #labormarket

Employee Net Promoter Scores are declining at a rate 10x faster than the previous three years, recent research shows. Here's the impact: https://lnkd.in/e57aK-bf

Employee Net Promoter Scores are declining at a rate 10x faster than the previous three years, recent research shows. Here's the impact: https://lnkd.in/g9QeVriM

Employee Net Promoter Scores are declining at a rate 10x faster than the previous three years, recent research shows. Here's the impact: https://lnkd.in/g65J3vPq

If an employee makes a suggestion but no one listens, does he/she still make a sound? Over the last couple of years, Mercer's Inside Employee Minds survey has really unearthed the gap between what employers provide, and what is important to their workers. When I'm working with clients I like to blend employee sensing/listening with "traditional" benchmarking to give a full picture of what is offered in the market vs what the labor force values most. You'd probably be surprised how insightful these type of surveys can be, and I highly recommend employers listen regularly to keep their total rewards package relevant to their people.