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Key Employee Engagement Strategies for Talent Retention

Key Employee Engagement Strategies for Talent Retention

by | Mar 13, 2018 | Management, Performance

For any business to be successful, it must have three things: a robust overall strategy, exceptional leaders, and engaged employees. This society has moved from an economy driven by the agricultural and manufacturing industries to a service oriented, personally connected economy.

One hundred years ago, employees were tasked with manual labor and had no vested interest in the business that employed them.

Today, with the demand for highly skilled talent, it is essential for employers and leaders to engage their employees and make them feel as if they are an integral part of the business.

In the past we wrote a blog post on employee engagement which was received with a lot of positive response by our readers – Five Must-Dos to Improve Employee Engagement – Transform the Zombies into Humans. We follow-up, with this guest post which analyzes employee engagement in a more recent context, and does so quite effectively.  John Hawthorne backs his insights with research on the key employee engagement strategies that stay relevant today.

Employee Engagement Most Recent Data

In 2017, Gallup’s State of the Global Workplace report revealed that only 15% of employees worldwide are engaged in their jobs – meaning that they are emotionally invested in committing their time, talent, and energy to adding value to their team and advancing the organization’s initiatives.

This means that the majority of employees show low overall engagement. Workplace productivity was low and employees and organizations are not keeping up with workplace demands fast enough.

More Gallup research shows that employee disengagement costs the United States upwards of $550 billion a year in lost productivity. As employee engagement strategies become more commonplace, there is an amazing opportunity for companies that learn to master the art of engagement.

Jacob Shriar, in a piece on OfficeVibe, tells us that

  • Disengaged employees cost organizations between $450 and $550 billion annually.
  • Highly engaged business units result in 21% greater profitability.
  • Highly engaged business units realize a 41% reduction in absenteeism and a 17% increase in productivity.
  • Highly engaged business units achieve a 10% increase in customer ratings and a 20% increase in sales.
  •  Companies with engaged employees outperform those without by 202%.
  • Customer retention rates are 18% higher on average when employees are highly engaged.

These statistics are just the beginning of why employee engagement is so important.

Why Is Employee Engagement So Important?

The term “engagement” has been used so often and in so many different situations that it’s become hard to define. Many people think it means happiness or satisfaction, but it’s much more than that.

According to Gallup, who has been collecting and measuring employee engagement data for nearly 20 years: “Though there have been some slight ebbs and flows, less than one-third of U.S. employees have been engaged in their jobs and workplaces.”

Imagine if every employee was passionate about seeing the company and its customers succeed. The only true way to ensure that your customers are well taken care of is by taking care of your employees. This is known as the service-profit chain, a concept first introduced by Harvard Business Review in 1998. It’s still as relevant today as it was then.

Profit and growth are stimulated primarily by customer loyalty. Loyalty is a direct result of customer satisfaction. Satisfaction is largely influenced by the value of services provided to customers. Value is created by satisfied, loyal, and productive employees. Employee satisfaction, in turn, results primarily from high-quality support services and policies that enable employees to deliver results to customers.

The service-profit chain is the flow from the culture you create to the profits you generate and every step in between. The key is to start internally. When you create an environment where employees are happy, productive, autonomous, and passionate about what they do, they’ll provide better service to your customers.

That amazing service will create many loyal customers, leading to sustainable growth and profits. That’s why it’s important for every leader in an organization to understand the service-profit chain and how each step impacts the other.

Key Employee Engagement Strategies

Organizations need to pay attention to specific priorities to engage employees. Employees are more likely to become truly engaged and involved in their work if your workplace provides these factors.

Employee engagement must be a business strategy that focuses on finding engaged employees, then keeping the employee engaged throughout the whole employment relationship. Employee engagement must focus on business results. Employees are most engaged when they are accountable, and can see and measure the outcomes of their performance.

Employee engagement occurs when the goals of the business are aligned with the employee’s goals and how the employee spends his or her time.

The glue that holds the strategic objectives of the employee and the business together is frequent, effective communication that reaches and informs the employee at the level and practice of his or her job.

Engaged employees have the information that they need to understand exactly and precisely how what they do at work every day affects the company’s business goals and priorities. (These goals and measurements relate to the Human Resources department, but every department should have a set of metrics.)

Employee engagement exists when organizations are committed to management and leadership development in performance development plans that are performance-driven and provide clear succession plans.

When businesses actively pursue employee engagement through these factors, employee engagement soars to a ratio of 9:1 employees from 2:1 employees with concurrent improvements in the business success.

Employee Engagement Examples

There are of course many ways to show your employees they are valued, and to keep them focused and engaged on company success. According to Forbes, there are certain items in the benefit package that will help in creating employee engagement:

  • Health Insurance
  • Company Parties (social engagement)
  • Gifts (new babies, appreciation luncheons)

Employees go home to different roles–parent, caregiver to a loved one, a church or civic leader, spouse, bandmate, freelancer, artist, neighbor–and the people they are closest to impact their lives and perspectives about work in meaningful ways. Acknowledging those relationships and showing they are a priority will increase employee engagement.

How to Improve Employee Engagement

In a recent article in Forbes, Brent Gleeson, a former navy seal and successful businessman, gives solid advice on ways to improve employee engagement.

When managers are engaged, their team members can confidently state the following:

  • I know what is expected of me and my work quality.
  • I have the resources and training to thrive in my role.
  • I have the opportunity to do what I do best – every day.
  • I frequently receive recognition, praise and constructive criticism.
  • I trust my manager and believe they have my best interests in mind.
  • My voice is heard and valued.
  • I clearly understand the mission and purpose and how I contribute to each.
  • I have opportunities to learn and grow both personally and professionally.

The steps for improving engagement aren’t complex, they simply must be prioritized. This means engagement must be a core function of the manager’s role. The following steps can help the manager to accomplish this.

Step 1 – Put Everyone in the Right Role

Again, get the right people on the bus and make sure they are in the right roles. This means that all talent acquisition and retention strategies have to be aligned with meeting company goals.

Step 2 – Give Them the Training

No manager or leader can expect to build a culture of trust and accountability — and much less improve engagement —without setting the team up for success. This means providing the proper training and development while removing obstacles.

Step 3 – Task Meaningful Work

Engaged employees are doing meaningful work and have a clear understanding of how they contribute to the company’s mission, purpose and strategic objectives. Again, this is why they first have to be placed in the right role. I’ve made the mistake of hiring great talent just to get them in the door – but didn’t have a clear career path or role for them. If you don’t sort those details out quickly, they will leave.

Step 4 – Check in Often

The days of simply relying on mid-year reviews for providing feedback are long gone. Today’s workforce craves regular feedback — which of course leads to faster course correction and reduces waste. Use both formal and informal check-in strategies — and use them every week.

Step 5 – Frequently Discuss Engagement

Successful managers are transparent in their approach to improving engagement — they talk about it with their teams all the time. They hold “state of engagement” meetings and “engage” everyone in the discussion — and solutions.

Again, these principles are not complex, but must be prioritized. Companies that get this right will drive greater financial returns, surpass their competitors, and easily climb to the top of “the best places to work” lists.

Are Your Employees Engaged?

Employee engagement is critical to the success of any business. When a business has engaged and invested employees, it is in their best interest to protect the productivity and profitability of the business, and the image the business has in the community. Engagement also results in employee retention, which saves the business money in turnover and training. There is no downside to getting your employees engaged and invested in your business.

John Hawthorne is a health nut from Canada with a passion for travel and taking part in humanitarian efforts. His writing not only solves a creative need it has also lead to many new opportunities when traveling abroad. This article was originally published on Floship.com, you can read it here.

Aligning Personal and Professional Goals

Aligning Personal and Professional Goals

by | Oct 4, 2017 | Performance, World of Work

Aligning your personal goals, with your professional goals is a remarkable way of achieving more in everything you do. Introducing this into your mode of working brings about not only professional satisfaction, but also a genuine sense of productivity in your day-to-day life. You realize that you are doing not just what you are ‘supposed’ to do, but also what you ‘want’ to do.

At times our personal and professional goals may be compatible, however, at time they may be extremely diverse by themselves. Regardless, it is possible to achieve the balance, and here is how –

1.Having a clear idea of your organisational goals

The first thing to do, before you can achieve a parallel between the organisational and personal goals, is knowing with utmost clarity what the organisational goals are. To set your own goal framework, you need to have a sound knowledge of what the larger organisational objectives are. In order to do this, you can revisit the definition of your role and the expectations from the same. It is also important to pay due attention to this fundamental step because unless your professional goals are met, it will be difficult for you to balance your personal goals.

2. Knowing what you want from the organisation

Besides having a clear idea of the organisational goals, and what the organisation expects from you, it is equally important to have your set of expectations from the organisation. Having this parameter in place is a crucial way to check the growth you envisioned for yourself, versus the actual growth you experience. This gives you a reality check every time you need it. As is only fair, you must keep reminding yourself of your objectives and reasons when you joined this organisation. This reminder serves as a way to map your path for the present and the future.

3. Building Focus

Focus is the one thing that is in extremely short supply in the present times, thanks to the myriad distractions all around us. To be able to maximize our potential in whatever we choose to do, we need to sustain our focus on one thing at a time. Building focus comes only with practice. Mostly by building an awareness of when your focus drifts, and bringing it back to where it should be.

4. Prioritizing

Not all things that are there on your to-do lists demand the same amount of priority. Understanding your priorities and building a habit of delivering accordingly is a prerequisite towards achieving compatibility between your personal and professional goals. At times your personal goals may be the priority and it is important to recognize this and act upon it. A lack of prioritization leads to an imbalance which will affect both your personal and professional growth.

5. Being Decisive

While being able to align personal and professional goals is indeed an achievement, it does not come easy. To be able to achieve this, you may have to make some tough, but important decisions along the way. Recognizing the need for this and acting upon it is not easy, but essential. Goals are dynamic, they keep changing as you grow and with the varied work-life experiences you have. Recognizing the need for change, and acting on bringing it about by being decisive is a very important factor for growth.

Aligning your personal goals with professional goals provide you direction and you begin to understand what your work is worth, and how your performance affects the organisation. This gives you a benchmark to reach the optimal level of satisfaction when it comes to achieving your goals. One of the most important advantages of aligning these goals with each other, is making your expectations from yourself (and the organization’s expectations from you) visible.

Ever tried aligning your personal and professional goals? Tell us what worked and what didn’t, right here! Wish you happy productivity, and happy in the now!

Why is Feedback Important?

Why is Feedback Important?

by | Jul 13, 2017 | Business Operations, Communication, Management, Performance

The world that we inhabit today, is characterized most frequently by the relationship between consumers and service providers. The reason being, a majority of our actions are defined by either consumption or provision of services. We could be at the receiving end or at the end of delivery, whether directly or indirectly. Regardless, it is a present continuous action. Starting from the Ubers we ride in, to the food we eat at restaurants, to the ever so frequently used online shopping and delivery services, or even the work that we do at our respective workplaces every day – there is one common thread binding all of this, which is the action of providing and receiving services.If services are such a crucial part of our everyday lives, why then do we take the one mechanism in place which ensures its smooth and efficient delivery for granted? Namely, feedback.

Its importance cannot be stressed enough. One might dismiss the importance of feedback by saying, “what’s the use, I am not going to be taken seriously”. Or, “oh it doesn’t matter, (s)he doesn’t really know what they’re speaking about”, if we’re receiving feedback.

However that is no longer the case. Why? Because of the stiff competition between the service providers of the same services. The one thing that sets them apart is how valuable they consider feedback and incorporate the same into their services. Which is why feedback in the world of services today is very relevant and important. And when we say services, we don’t just mean the large-scale services, we mean just any kind of service – even the kind that you deliver every day at work.

What are some other ways in which feedback is crucial? Have a look –

  1. You get a sense of direction and purpose

    It is only with appropriate feedback or constructive criticism that you realize how much progress you’re making in what you’re doing. Proper, articulate feedback helps you understand how far you’ve come, and how much further you see yourself going. You realize what’s working and what’s not, and it spurs you to think of ways to take yourself closer to what you envision as your purpose.

  2. It inhibits stagnation

    Without constructive criticism and feedback, it is easy to develop a sense of complacency. You keep doing things in a fixed manner without knowing if you’re really moving closer to your objective and goals. While you may not necessarily get worse at what you’re doing, it won’t be possible to get any better either. Having a system of feedback and incorporating the same into your work gets rid of the otherwise inevitable stagnation.

  3. It fosters growth and evolution

    With feedback, you understand which direction you need to push harder in. It also makes you realize if you need to change your approach and adapt to new environments. That is exactly how you learn and evolve as individuals and not surprisingly, even as businesses/ services. It helps you realize if the work that you’re doing is adding value in any way, and if it isn’t how do you change your game plan to evolve.

  4. A sense of fulfillment

    Feedback doesn’t necessarily have to be just negative. It can also be positive. In fact, every time you appreciate a particular service, let them know why you liked it. Remember that you would feel valued as well, if someone told you that you were doing a good job. It goes without saying that getting positive feedback for your work is a very motivating and fulfilling feeling. It cements your sense of purpose and gives you confidence to forge ahead in the direction you have imagined.

The process of giving and receiving feedback is not easy, and is a matter of responsibility at both ends of the spectrum.

Very often, we are quick to deliver feedback in what one may call “absolute” terms, without really considering our thoughts carefully. Karen Naumann in her article on why feedback is important makes a very valid point when she speaks about how it is important to be “professional” and “kind” while delivering feedback –

“So, before we give someone feedback, we really need to check our own motives and current mood whether we feel stressed, annoyed, jealous, afraid, or simply have antipathy towards the other person. And then it is on us to really look at the performance of the other person professionally and kindly, with the goal of helping them unlock their greatest potential.

On the flip side however, that’s also exactly why giving and receiving feedback is not easy for any of us, whether it is positive or “negative” nature. It really does require a great amount of one of our most difficult lifelong tasks called self-reflection, as well as humbleness and openness to different opinions and thoughts on the giver’s and receiver’s end.”

What is your opinion on how important feedback is? How are the processes of giving and receiving feedback different? Want the world of work to be able to learn through your experience? Let us know about your thoughts right here!

How to Feel a 100% on the First Day of your New Job

How to Feel a 100% on the First Day of your New Job

by | Jun 7, 2017 | Career, Job Offers, Life, Motivation, Performance, World of Work

The day you start a new job is a rather special day. It brings along with it a chance to live your precious dreams and is an important milestone in your life. Regardless of how nervous you may be about starting the new job, it is important to go in feeling an absolute hundred percent. Feeling a hundred percent on the first day of your new job sets the kind of vibe that brings you mindfulness – something you want to aim for everyday of your brand new work life. Here are five ways you can bring that vibe about. We strongly recommend getting started on these at least twenty four hours before your first day, for optimum results. 🙂

  1. Prepare well

    Even though you may already be well prepared and all set to get started, there are a few things that will help you being even better prepared. Re-read your employment contract and offer letter to ensure you have all the documents you require, in place. Go over your job description to re-acquaint yourself with your roles and responsibilities, brush up on remembering the names of your team mates. Remember that when you look good, you feel good. Dressing well, and being presentable makes a huge difference to your confidence level. Spend some time putting your outfit in place for the next day.

  2. Express gratitude

    This simple exercise in mindfulness will have a profound impact on your energy level and confidence – exactly what you need on your first day. Just before ending your day, think about all your reasons for applying to the job, recount the struggles you faced in the process and how you overcame them. One of the most powerful and humbling feelings is to feel gratitude for your journey, and for the circumstances which brought you closer to your goals. Write all that down, and when you feel like you’re having a bad day at work, reading what you wrote will never fail to put a smile on your face.

  3. De-stress

    Even if you may not be stressed, de-stressing / ‘doing things which make you happy’ is a great idea to conjure up the energy you want to carry with you on your first day of work. Read a favorite book, listen to some music, spend some time putting your thoughts in words, paint, garden – just anything that brings you joy. Spending a few hours on yourself creates a significant difference – for the better!

  4. Have a BIG breakfast

    On your first day of work, wake up extra early just so you can take your time getting ready at your own pace. Most important though, is to have a big, hearty, happy breakfast. Put on some music and make yourself some awesome breakfast. It is just the fuel you need before you launch into your new job, your new life, your new role!

  5. Wear your best smile

     No matter how impeccably dressed you are, a smile is what makes all the difference. Walk in with a smile everyone smiles back at. Keep it on your face all day, and put it on auto-repeat mode, until it is a part of you. A smile that is genuine is more miraculous than most other things in life. It fosters friendships, breaks barriers, dissipates anger, and opens doors where there seem to be none. Don’t believe us? Try and let us know if we are wrong.

Feeling a hundred percent on the first day of your brand new job means nothing more than feeling like you have it within you to give your new adventure everything you’ve got. It means that you appreciate the opportunity that has come your way (through your own hard work), and want show gratitude through your work ethics and self-motivation. As they say, morning shows the day!

What are your favorite things to do on/ before your first day at work?

The Importance of Gender Diversity in the World of Work

The Importance of Gender Diversity in the World of Work

by | Jun 2, 2017 | Career, Feminism, Job Offers, Leadership, Management, Performance, Productivity, World of Work

We write this post assuming that we have come past the phase where we even refuse to acknowledge that gender inequality at the workplace is a very real problem, which requires an immediate solution. Unfair recruitment, unequal pay, the phenomenon of glass ceiling [The Federal Glass Ceiling Commission describes the term ‘glass ceiling’ as “the unseen, yet unbreakable barrier that keeps minorities and women from rising to the upper rungs of the corporate ladder, regardless of their qualifications or achievements.”], are all very pertinent issues which hinder gender diversity in the world of work.

Gender diversity at the workplace, is a crucial pre-requisite in the globalized world of work we all inhabit today. And here are only some of the reasons about why it is so important.

  1. Increased organizational performance

    Any organization’s performance is a reflection of the core values and principles of the organization. In other words, the performance of the team is directly related to the organization’s attitude and investments towards the team. One of the most important aspects which have a direct influence on organizational performance is equality and inclusivity. The employees, irrespective of their gender, need to feel like they are equals. It is only then that the motivation and interest to give back to the organization can be sustained within them.

  2. Ability to retain a diverse customer base

    In order to help your business grow, it is important for you to be able to attract and sustain a diverse customer base. It is difficult to be able to meet that requirement unless your employee base in itself reflects gender diversity. It is a fact that men and women perceive things differently, with relation to certain key issues. Diversity in thought at the end of the organization is directly related to how successfully the organization is able to retain a diverse customer / client base. A gender diverse work environment is by default a more engaging and supportive work environment.

  3. Decrease in attrition rates

    One of the most important causes leading to high attrition rates for any organization is inequality, or just the overall work environment which may not be very inclusive. Lack of equality or unfairness breeds dissatisfaction within the workplace, thus contributing to reasons for higher employee turnover or attrition rates. This not only reflects badly on the goodwill of the organization, but is also a rather expensive error to rectify. Workspaces which are more inclusive and fair tend to have lower attrition rates.

  4. A better talent pool

    A more inclusive and diverse work space by default guarantees a richer talent pool. By being gender biased as an organization, you automatically forego a huge chunk of talent. You never know what attributes, and skills you’re missing out on by eliminating or limiting female representation or engagement at various levels in your organization.

  5. Reflection of the organizational culture and values

    As we move towards a more globalized world of work, the values and the principles that organizations play by have started gaining more and more importance. It is exactly these values and principles that set an organization apart from others. It is the culture and the values harbored by an organization which lend to it, its reputation. One of the primary reflections of the same is the factor of gender diversity within an organization. The values of fairness, inclusivity and equality while being the most basic expectations, also paradoxically end up being very rare to find. And surely enough, any organization which boasts of these values, is one worth aspiring to be a part of!

 

It is an understated fact that we need more women at work, in the world of work. We at OBOlinx are an all women’s team, and have a ton of inspiring ‘women at work’ stories which we would love to share with you. But before that, we would love to bring your stories to the world. Tell us what has worked for you, and what hasn’t worked for you, as a woman at work. You never know who you might end up inspiring and providing hope to, out there!

5 Quotes that Sum up the Essence of Team Work

5 Quotes that Sum up the Essence of Team Work

by | May 16, 2017 | Leadership, Management, Motivation, Performance, World of Work

Great teams are not built in a day. It takes perseverance, patience, unmatched leadership, hard work and the many other ingredients that make up the magic sauce of Team work. To create magic as a team, it takes individual and collaborative synchronization.

Today we send some inspiration your way in the form of some very effective insights / quotes that will inspire you to be a great team player, and illustrate what real team work looks like.

1. Alone we are a drop in the ocean, but together we are the ocean itself.

“Team work is the ability to work together toward a common vision. The ability to direct individual accomplishments toward organizational objectives. It is the fuel that allows common people to attain uncommon results.” – Andrew Carnegie

2. Like the age-old saying goes, united we stand.

“None of us is as smart as all of us.” –Ken Blanchard

3. To begin, to forge ahead, and to succeed.

“Coming together is a beginning. Keeping together is progress. Working together is success.” –Henry Ford

4. Because no great team is built without a great leader. It takes a good leader to take responsibility, to share success and to never forget the pat on the back!

“If anything goes bad, I did it. If anything goes semi-good, we did it. If anything goes really good, then you did it. That’s all it takes to get people to win football games for you.” ― Paul W. Bryant

5. Mistakes happen. What is more important is sticking together unconditionally because after all you are a team. You must finish well, what you started together.

“We’re a team. It’s part of our job to help each other out, and to forgive each other quickly. Otherwise, we’d never get anything done.” ― Jeramey Kraatz

But what is most important is to realize the transience of bad things, and good things. To realize that winning is great, but losing gracefully defines who you are better than a win does. No one says it better than Lance Armstrong in these very powerful, and beautiful words.

“When you win, you don’t examine it very much, except to congratulate yourself. You easily, and wrongly, assume it has something to do with your rare qualities as a person. But winning only measures how hard you’ve worked and how physically talented you are; it doesn’t particularly define you beyond those characteristics.
Losing on the other hand, really does say something about who you are. Among other things it measures are: do you blame others, or do you own the loss? Do you analyze your failure, or just complain about bad luck?
If you’re willing to examine failure, and to look not just at your outward physical performance, but your internal workings, too, losing can be valuable. How you behave in those moments can perhaps be more self-defining than winning could ever be. Sometimes losing shows you for who you really are.” ― Lance Armstrong

Love working as a part of a team? Prefer working alone? What do you think is a better way to be most productive? Share your thoughts on team dynamics and we’ll be happy to share them further!