Why your employees engagement is critical

 In Employee Experience & Onboarding

As a leader or a Business owner. 

Do you ever stop and wonder, how employees are speaking about their experiences with your organisation and workplace? 

Well, you should and here’s why…

Today we are dealt with the “war for talent” concept, which states that businesses are facing a shortage of talented and qualified employees. Today competition for talent is based globally and platforms like LinkedIn allow any company to recruit – or poach – talent from anywhere in the world.

The Harvard Business Review notes that “hiring talent remains the number one concern of CEOs in the most recent Conference Board Annual Survey; it’s also the top concern of the entire executive suite.”

This War is affecting thriving businesses in retaining their best talent, but the question is.. how do we avoid this from happening?

It’s quite simple. If you want to stay on top of your game and win the “war for talent”, you’ll need to develop an effective employee engagement strategy. 

FastTrack360 stated that 71% of executives say that employee engagement is critical to their company’s success. 

According to a Gallup study, nearly 85% of employees worldwide are still not engaged or are actively disengaged at work, despite more effort from companies.

Engaged employees are those who are involved in, enthusiastic about, and committed to their work and workplace. They are committed to doing their best work to achieve the business’s goals and they are willing to go the extra mile to contribute to the business’s success.

Non engaged are not actively participating in the work and are just getting by or doing what’s necessary to get the job done. Actively disengaged are unhappy employees that are not satisfied with their job and can often hurt or tarnish the ones who are engaged. 

 

The question is how do we get individuals to stay engaged and rise up to this level? 

It is Temkin Group’s Five strategy that will help uncover and improve your employees’ engagement. 

 

Incent – Create programs that will measure, reward, and reinforce desired behaviours.

Inspire – Connect employees with the vision and values of the company.

Inform – Let employees know what the important priorities are for the company.

Instruct – Provide coaching, feedback, and training to help employees improve and achieve.

Involve – Listen and take action when employees have problems.

 

This is helpful to uncover by using surveys to find where the gaps are with each employee, don’t just measure but apply these concepts to your employee’s routine on a day-to-day basis. Build a structure or program that will challenge your employees but also push them to bring the best out of themselves and most importantly bring success to your organisation. 

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Paulette Kolarz

Customer Support

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