Employee engagement is vital when it comes to assessing turnover rates within your organization. According to the Corporate Leadership Council’s Employee Engagement Study of 2013, only 31% of employees surveyed are fully engaged at work. The findings also showed that employees who know their boss’s well, as a person, are more likely to stay with the organization. Research shows that engagement at work is directly correlated to loyalty and intent to stay. WorkSource has put together essential information to help you evaluate whether your top employee(s) are on their way out the door.
Top Drivers of Engagement
Research shows that most employees have key drivers that determine their length of stay at any given employment. These drivers are not only the fundamental building blocks for best company practices, but should be used when onboarding new employees. If you feel your company hasn’t been paying attention to these drivers, it’s time to reevaluate how you interact with your employees.
- Clarity on the organization’s priorities,
- Getting feedback,
- Having opportunities to use skills,
- Career development and advancement.
The best way to assess employee needs, loyalty and engagement is to set up committees that represent the various levels of your company. Each committee should meet quarterly, and be able to comfortably present their thoughts to the management team who then discuss what can and can’t be done to improve employee engagement. Setting up committees will only work if management communicates honestly and openly with the employees and effectively follows through on the information presented. Employees need to be able to trust their leaders and need to see that what they say matters. If you don’t have employee committees, but have high turnover, now might be a good time to start a committee.
Habits of Those on Their Way Out the Door
According to a recent Forbes survey, there are some signals managers should be watching to identify if key employees might be on their way out the door. Keeping odd hours suddenly, isolation from colleagues, and change in productivity habits are all key indicators that something is going on with your employee(s). This also tell you that your employee has disengaged from work. Instead of sweeping it under the rug, now is the time for you to open a dialogue to find out what might be going on and how you can help re-engage your best and brightest.
Managers and Executives Need to Play a Crucial Role
It is crucial for managers and executives to understand the talents, interests and needs of each employee, and how to match those talents with the organization’s objectives. It is also important to balance this with creating personal, trusting relationships. Top level leadership must demonstrate consistency in words and actions; doing so shows appropriate leadership techniques to the managers below top leadership and creates a healthy behavior pattern. Just as vital is communicating a lot with all levels of employees, and aligning all business practices and behaviors throughout the organization. This will drive results and engagement.
In the end, it’s all about creating a more meaningful, productive work experience for both you and your employees.
WorkSource wants you to get the most engagement from your employees, while decreasing turn over at the same time. Productivity is important, but so is employee loyalty. Contact our team of experienced recruiters and find out how we can help your business continue to thrive.