Employee Engagement Seen as Top Work Force Management Challenge
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Posted 09 May, 2012
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Five Key Trends in Creative Staffing
Five trends impacting how organizations think about hiring.
In my post yesterday, "Corporate Dysfunction and Our Failure to Do the Right Thing," I wrote about a workplace consultant and author who argues that a culture of dysfunction is the norm in the corporate world. If that's true, and it probably is on some level, I have to think a lot of it could be corrected if companies did a better job of engaging with and recognizing their employees.
Work force management challenges that organizations rate as "very important" include:
- Employee engagement (63 percent)
- Employee retention (57 percent)
- Effective performance management (51 percent)
- Employee recruitment (49 percent)
- Managing the organization's corporate culture (45 percent)
Forty-two percent of organizations track employee engagement levels. For those who do, the methods they use include:
- Vendor-administered surveys (66 percent)
- Employee exit interviews (65 percent)
- Employee retention rates (60 percent)
Organizations that track employee engagement levels are more likely to:
- Respond "yes" when asked if employees at their organization are rewarded according to their job performance.
- Indicate that managers or supervisors at their organizations effectively acknowledge and appreciate employees.
- Indicate that employees at their organizations are satisfied with the level of recognition they receive for doing a good job at work.
Seventy-six percent of organizations currently have an employee recognition program in place, with another 5 percent planning to implement such a program in the next 12 months. Organizations that track employee recognition are more likely to:
- Respond "yes" when asked if employees at their organization are rewarded according to their job performance.
- Indicate that managers or supervisors at their organizations effectively acknowledge and appreciate employees.
- Indicate that employees at their organizations are satisfied with the level of recognition they receive for doing a good job at work.
Only 15 percent of organizations track the return on investment of their employee engagement programs. Organizations that do track the ROI commonly use:
- Employee retention levels (74 percent)
- Overall financial results (61 percent)
- Employee productivity levels (60 percent)
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jobs4us
says:
"Employee Engagement", the new black of management buzzwords.
Management and employees fail in a workplace that lacks ethics, respect for staff, the law, and compliance.
Infosys and the band of offshoring bandits love hiring young, pliant foreign visa workers because they don't know/care about US law and won't speak out because they'll be sent home packing.
The problem is the law - written by lobbyists funded greedy corporations, passed by paid off Congress, to benefit greedy corporations.
Sadly nothing will change until the egregious loopholes in these corporate laws are eradicated.
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Kay Riley
says:
Great article. Sad but true facts. So easy for some companies to say they have dead wood (employees who have been around they just don't care anymore), or that it's impossible to retain good young people. Many employee surveys have shown one of their biggest reasons for being unhappy at work is because they don't feel valued or appreciated. What companies are failing to understand is that it costs so much more to continue to advertise, interview, hire, and train a new person every time someone leaves. And waiting to review staffs' complaints during an exit interview is a little too late.
And while some companies may think it will cost too much to show appreciation there are many things that can be done without it costing the budget. Here are a couple of articles I found that have good suggestions:
http://thethrivingsmallbusiness.com/articles/17-things-managers-can-do-to-show-employee-appreciation/
http://www.2sbdigest.com/Make-Workers-Feel-Appreciated
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pmp certification requirements
says:
Thank you for this information. It is really important for me as employee.
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Jill
says:
Employee engagement seems to be very important to the organization especially in current competitive trend. In order to know more about this and also the way to improve the employee engagement, I am currently running a research which related the employee work engagement and mindfulness as mindfulness seems to able to increase positiveness, and also employee happiness.
So, if you are interested, please find out in the link below for further details. If possible, please share it to others as well. Your contribution in the survey will enable us to know more about the work engagement and employee happiness.
http://www.ljmu.ac.uk/mindfulness/120973.asp
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Employee engagement
says:
Terredean
says:
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Sadly, the vast majority of executives and managers don't know how to cause employees to decide to become engaged. Actually, it is quite simple.
Employees will decide to become fully engaged IF and only IF they are treated like they are very valuable, treated with great respect. How to do that? Easy. Management must meet its responsibility to provide the highest quality support to employees: training, tools, information, parts, material, direction, discipline and the like.
But how to do that? Listen to the complaints, suggestions and questions of the workforce (since they know all the problems while top management knows less than 10%) and respond to these to the satisfaction of the originator and any other workforce member affected.
Sadly, most execs and managers don't know how to listen, don't actually respect their own people, and want to play their cards close to their vest and not share information with their workforce. A workforce ignorant of what is going on in the company knows that they are not respected.
Best regards, Ben
Author "Leading People to be Highly Motivated and Committed"
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