Employee engagement is a form of people data that indicates how your employees feel about working for you.
But all too often, employee engagement is labeled an HR issue—not a critical business concern.
With the tightest job market in years and Salary.com estimating a 19.3% average turnover rate across industries, engagement is a topic everyone in your organization needs to be talking about—especially the C-Suite.
Turning a blind eye to disengagement is costly, both in dollars and in reputation. Disengagement causes employees to withhold the discretionary effort that results in maximum productivity necessary for your business to reach peak performance. In fact, according to some studies, disengagement costs U.S. businesses $483 billion to $605 billion each year in lost productivity.
It’s clear: Addressing disengagement needs to be a company-wide initiative.
In this e-book, you’ll learn how to address engagement through a talent optimization lens, so you can diagnose your organization’s people problems and create a practical action plan to resolve them.
Research conducted and outlined in the 2019 Annual Employee Engagement Report found there are four key variables impacting employee engagement: job, manager, team, and organization.
In order to address engagement issues in your workplace, you first need to know what they are. This diagnosis can be accomplished using employee engagement surveys, behavioral and cognitive assessments, job performance data, and employee sentiments gathered from exit interviews or anonymous employee review sites, such as Glassdoor.
Once your data is collected and measured, look at it through your business context. Look for patterns. Are multiple people reporting the same problems? How much are these issues impacting your business in terms of morale, productivity, and performance? Was this problem flagged by high performers or low performers? Your primary focus should be on addressing widespread issues significantly impacting your company and holding back your top performers.
For a more in-depth look at diagnosing people problems, download this e-book.
The best way to tackle potential engagement issues is to get ahead of them. Be proactive. Keep a constant pulse on engagement data. Be intentional about how you hire, manage, train, and equip your employees and managers. Ensure your organizational policies reflect your core values and decisions are made through the lens of what’s needed to achieve your business goals. By maintaining a proactive approach, you can address issues as they arise and before they start seriously impacting engagement.
Here are some practical ways to avoid management-related engagement issues:
If you’ve already identified managerial misalignment as a challenge, consider these two strategies:
Learn how you can become a better manager with a custom manager development chart.
Misunderstandings, in-fighting, and politics can quickly breed disengagement. Here’s how to get ahead of it:
If you’ve already established there are engagement issues related to how people work with one another, try these strategies:
Navigate team dynamics better with this e-book.
The organization has the greatest overall impact on engagement. Use these strategies to boost engagement at the organizational level:
If your culture’s under water, here are a few ways to right the ship:
See if your executive team is aligned with your business strategy using the Strategy Insights tool.
Step 1: Assess
Step 2: Plan
Step 3: Execute
Take our engagement diagnostic and see how your company rates on a scale of 1-100.