Employee engagement is a hot buzzword recently, but what is it really? Why is it important? How are companies supposed to keep their employees engaged? In this week’s RPOA Weekly we answer these questions and more as we look at how to keep your employees engaged.
Employee turnover can cost companies, at minimum, 25% of a departing employee’s annual salary. To avoid that cost, companies need to connect and engage with new employees from the moment a new hire accepts an offer. This article explores the importance of the period between accepting an offer and starting and through the first 90 days in engaging new hires and connecting them with their immediate managers and their new workplace as a whole. It tells an illustrative story of Nick Newhire to make the point about the important of early connection and suggest ways that companies can connect and keep brand-new employees.
The hiring market is tight, and companies are trying to lure each other’s best talent away with ever-more-attractive offers. This article explores succession planning as a way that companies can keep their best people and keep their employees engaged. It explains what succession planning is and the positive effect it has on employees and employers alike, and provides information about the strongly positive effect that succession plans have on employee engagement, particularly among younger workers.
If your employees think that you don’t notice or value their contributions, they’re likely to become disengaged and seek greener pastures. Thankfully, there is a very simple fix for this problem – expressing gratitude. This article, an infographic, explains the importance of expressing gratitude to employees through turnover and productivity statistics, and suggests gratitude best practices for employers and managers. These include being sincere, saying a full “thank you” instead of “thanks,” keeping gratitude expression timely, and being specific in your thanks.
Employee disengagement is a costly phenomenon. It costs money in both turnover and decreased productivity. However, there are tools that companies can use to combat disengagement. This article explores personality profiling as a powerful tool to reengage disengaged employees. It explains how personality profiling works, how to categorize your employees by engagement level, and how different personality categories can be applied to your employees individually, allowing you to create a customized solution for each. Finally, it concludes with a list of benefits that personality profiling confers, including an appreciation of your employees’ differences, empowered employees, and a balanced business.
Despite increased noise around employee engagement, studies show that the majority of employees in the U.S. are not engaged at their workplaces. They show up, kill time, and don’t care about forwarding the company goals or mission. This article explores the culture that contributes to employee non-engagement, and argues that unless companies create conditions where employees want to engage, engagement rates will not changes. Conditions for non-engagement the article cites include insufficient compensation, unsupportive or abusive work environments, and the ignoring of employee needs for rest and relaxation.