"49% are not engaged
18% are actively disengaged"
-Gallup research, 2014
What is your ENGAGEMENT strategy?
- Hoping the employee will "Get It" someday?
- With the "IT" being undefined?
- If you can't define it - how can they?
- They will just "FIT IN"?
- High incomes and expensive Employee Benefits?
Along with Pay and Benefits, seven areas that drive employee engagement are:
- Job security
- Opportunities to use personal skills and abilities
- Organizational financial stability
- Relationship with immediate supervisor - a key ingredient
- Communication between employees and executive management
- The work itself
- Autonomy and independence
How do you use these to proactively drive engagment?
The goal is an engagement system that begins BEFORE they are an employee.
Case Study: One organizations' engagement attained a level that turnover ceased and profitability soared to new records. Recruiting became nearly irrelevant as no one left.
So, if you think Employee engagement looks like this:
|
