We are all watching with great curiosity the current struggle taking place in the private sector as more and more municipalities and state governments are asking their employees to assume a greater share of health care costs and looking at ways to reduce their long term pension and retiree obligations – necessities to sustain long term municipal health.

These changes will be perceived as significant take-aways by public employees, resulting in significant workforce moral issues. Many public employees feel they have put in years in the public sector with an understanding that their ‘employment deal’ consisted of lower salaries than their private sector counterparts, but richer benefits. Although recent studies now point out that the average salary for a public sector employee is in fact greater than their private sector counterpart, the perceptions are what they are and they’re significant.

Employee engagement is not about money, benefits, or things. You cannot motivate or engage employees long term by “buying” their commitment. Employee engagement is a mutual commitment between and employer and employee where the employer is helping to grow and develop its employees and employees are helping the business or entity be successful. This commitment is built through a culture of trust, open and frequent communication, shared vision and goals, and a deep understanding and commitment that “we’re in this together.”