Employee Engagement and Retention

  • Do you have employee turnover that is too high?
  • Do you have employees that say “it’s not in my job description”?
  • Do you have low turnout at employee-centered events?
  • Have some of your employees been recruited away by former employees?
  • Do your employees ever make employee referrals?
  • Have you asked your employees lately for their input?
  • Are customer complaints increasing?

Employee engagement and retention can be a critical element in the success of your organization. When your employees are engaged, they plan on staying with you for the long term, they are willing to give discretionary effort, and will refer your organization to others. Engagement leads to satisfied and loyal customers, and profitability.

In any organization, you have some employees that are engaged, a majority of employees who are there for the paycheck or free internet, and a third group of employees that are actively working against you! You, and your supervisors and managers have a lot to do with your employees’ level of engagement on a daily basis. It can start with something as simple as – do your supervisors and managers say “good morning” to their employees in the morning? Do your employees feel comfortable talking with their immediate supervisors about any concerns? Would your employees alert their immediate supervisor is he or she was about to make an embarrassing mistake? Do your employees believe that your supervisors and managers care about them as people?

Evaluating & Improving Employee Engagement

Employee engagement levels affect turnover, absenteeism, productivity, quality, performance levels, and more. Employee engagement is not the same thing as employee satisfaction. An employee can be satisfied while working for you, but still not be engaged.

Employee engagement levels in your organization can be improved most directly when the daily experiences and the relationships of your employees with their immediate supervisor are positive. There are many choices and solutions that can improve the level of employee engagement in your organization. Might your organization benefit from some assistance by an objective, unbiased HR outsider?