Categories: Recruiting Software Blog
Let's talk about engagement--how do you keep valued employees, increase performance, and reduce turnover? In a post-recession economy, it is a priority to build a responsive company culture that engages your workers. After years of cost cuts, critical work to create engagement and retention strategies is ahead for HR professionals.
According to a recent Gallup poll, most American workers remain disengaged, a condition attributed to workplace environment, managerial impact, and lack of career development and recognition. By Gallup figures, only about 30% of the U.S. workforce finds value in their job beyond the money.
High turnover is expensive. Easy networking and a "grass is always greener" attitude make talent an easy target for poaching by a competitor. When innovation and experience walk out your door after their exit interview, your challenge is to replace your employee--and prevent it from happening again soon.
Engagement strategies pay off
Long considered a soft HR issue, employee engagement is a measurable metric that supports your bottom line. The C-suite attitude toward workforce plays an essential part in setting the pace for job satisfaction--or high turnover.
In a Harvard Business Review report, the authors discuss the importance of employee engagement for operational success. The report, based on surveys from more than 500 executives, includes the following points:
What does employee engagement look like?
Happy employees do not necessarily mean engaged employees. Showing up, doing the job, collecting a paycheck, and going home are enough to make some workers happy--but not necessarily engaged. Employee engagement means loyalty, interest, curiosity, respect, and pride. As HR, part of your job is screening and onboarding the right candidates for your organization. Ongoing flux in technology, the economy, and the workforce require adjustment of HR processes to manage and retain a dynamic, rather than stable, worker population.
As we noted earlier, Millennials are going to dominate the workplace for at least the next decade. Seeking challenge, responsibility, and success, these workers are less likely than Baby Boomers to remain in an unsatisfying job. So how do you create engagement? Consider these points:
There are tips and incentives to improve employee engagement, but it boils down to meaning. An employee who cares is an engaged employee. You also need to consider your employees' and candidates' privacy, and compliance programs like Privacy Shield. Strategic alignment on workforce engagement improves your bottom line all the way around.
About the Author, Jimmy Hurff
Jimmy is a seasoned technology executive & entrepreneur noted for leading business transformations. Over his 25+ year career, Jimmy has developed multi-platform expertise in the domains of engineering, data analytics, security, compliance & business transformation. Starting in 1995, Jimmy worked with his best friend, David Webb, to develop one of the world's first Internet job board and resume bank applications. From then to now, Jimmy has been consistently helping his customers to build great teams, using best practices and world-class technology.