Employee engagement: finding top talent, talent assessment, onboarding new hires, talent management software, and more.
Employee engagement changes the game for HR and their organizations. A successful employee strategy not only helps retaining top employees and supports incredible growth levels. For example, this real life story shows the results one company achieved through the power of employee engagement. Read the full case study on employee engagement.
Is Employee Engagement Effective?
Employee engagement is a strategy that should ripple through the organization—leadership should not regard it as a checklist item. Companies must begin to think strategically and plan deliberately for engagement. To successfully design engagement programs, the fundamental elements of good planning are required: investigating what different generations in the workplace want and need, considering the goals of the business, recommending tools to improve employee communication, and determining how to alleviate burnout and stress when employees are working longer hours and harder.
Most organizations still rely on traditional methods of measuring engagement, such as the annual employee survey and town hall meetings. While these are fine tools for measurement, they might not deliver adequately up-to-date information, particularly for companies wrestling with dramatic changes, such as mergers, acquisitions, or downsizing. Moreover, in an uncertain economy with stressed-out employees, more frequent measurement may uncover more information.
Consider use of social technology/social media to measure workforce engagement. Two-way communication with the workforce will enable talent management professionals to “course correct” if there is an issue concerning employee morale. In short, 21st century tools and technologies exist to help professionals facilitate more frequent interaction within the workforce.
As the Baby Boomers seek retirement and pass the baton to Generation X and the Millennial Generation, corporations must develop creative ways to engage and retain their workers—and at the same time, attract new talent. By starting to identify the needs of the new workforce now, companies will position themselves competitively for the future.