Engaging Employees by Knowing What They Want

by Jun 14, 2016Employee Engagement Training

We believe that the more we know about what employees truly want, the better we can advise our clients on how to engage them successfully. We have conducted our own research, have learned from our own experience and are constantly on the lookout for new studies in the arena of employee engagement.

One key finding from a recent CEO Challenges study by the Conference Board caught our eye because it underscores how critical employee engagement is to an organization’s success. With all the challenges CEOs face today—economic pressure, cybersecurity, new global competitors and cash flow volatility—we were a bit surprised and pleasantly happy that the top concern of the 605 leaders they surveyed was “their failure to attract and retain top talent.”

Our own  title=”Find Out What Your Employees Want” employee engagement research is based upon annually surveying over 500,000 employees across more than 5,000 organizations. We examine ten overall categories that combine to describe employee engagement. We measure alignment with goals, individual contribution, team effectiveness, retention risk, trust with coworkers, manager effectiveness, trust in senior leaders, feeling valued, job satisfaction and benefits. The metrics from these areas will tell you just how engaged your work force is and, therefore, how well positioned you are to attract and retain the “A” players you need to meet the challenges of the future.

We try to make it simple. We boil down the data so leaders can zero in on what will matter most in their unique environment and situation. Rather than have them struggle to improve on all fronts simultaneously, we help them focus on the two or three critical employee engagement and retention moves that will have the greatest impact quickly.

A recent client experience was typical of other assessments we have conducted. We found that there were essentially three factors that mattered most to their employees in terms of engagement.

  1. Leadership’s Commitment to Improving the Employee Experience
    Employees look to their leaders for their commitment to making the organization a great place to work. When leaders can show that they value employees and that they care about creating a positive employee experience, employee engagement is high.
  2. Strategic Clarity around Organizational Goals
    Employees want to know and to be involved in defining the future direction of the company. They want their leaders to share critical information. That is what builds trust and their belief in where the company is headed.
  3. An Understanding of Individual Contribution
    The better an individual worker understands where they fit in the organization as a whole and how they contribute to the organization’s success, the more committed they are to their work. When their success is linked to the success of the company, they work harder and are happier doing so.

Download our employee engagement and retention toolkit for leaders now

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