Are your employees too busy looking for their next job?
Unfortunately, research from Gallup reveals about half of any company’s workforce is looking for new opportunities. Of course, they won’t all end up quitting, but it’s likely their interest elsewhere is a sign of unhappiness or a disengaged approach. Even those who aren’t actively looking for other career options may be giving less than they could. In fact, just 33 percent of employees are engaged at work, according to the latest State of the American Workplace report. What’s the financial impact of that?
- are more likely to steal from their company
- negatively influence their coworkers
- miss work days
- drive customers away
On the other hand, if you can flip mindsets and attitudes, engaged employees:
- are more likely to stay with their organization, which obviously reduces turnover and its associated costs
- become more effective brand ambassadors as their bond to the organization’s mission and purpose increases
- build stronger relationships with customers, helping their company increase sales and profitability
What are some easy ways to increase engagement?
- Give recognition. Write notes of thanks; follow up with verbal compliments after presentations. And always look for ways to provide public recognition.
- Move beyond email to improve communication. Cut through the clutter by using an app that unites your employees and helps you reach them quickly and efficiently.
- Ask for feedback—and genuinely listen. Your employees experience the business from a very different vantage point. They see things you literally can’t and can provide some incredible ideas for improvement. Not only will you benefit from their insight, but they’ll feel valued.
- Give employees a career, not just a job. Take the time to understand each individual’s personal and professional goals and then work to provide the tools they need to be successful. You may be surprised the simple ways you can support those dreams. Maybe someone would love to go back to school but scheduling challenges have made that difficult. Flexible hours could be all they need.
Ready to win back your own employees? Gallup has some great tools to help you make improvements, starting with a comprehensive employee questionnaire. You’ll find it here. And, as always, we’re happy to help. Contact your MJ Consultant for more information on how we can help you build a comprehensive employee communication and engagement strategy for your business.
As Vice President of Learning & Development, Ryan Michalowski is responsible for the strategic oversight of all employee development, recruitment and human resource functions. He works to enhance the overall MJ experience – increasing associate engagement while developing associate and talent management strategies.