Have You Asked about Employee Engagement Lately?

Hands are raised holding "bubbles" meant for feedback on employee engagement

The report is in…Saba, the talent management solutions provider, conducted a survey that claims businesses are way out of tune with how their employees actually perceive employee engagement at their workplace.

There is a worrisome disconnect between how employers and their employees rate the level of engagement.

Why? Because employers rarely ask.

In most organizations, there is no system for continuous feedback from employees on what matters to them. And this is a loaded situation. Without a finger on the pulse of employees’ wellbeing, a company’s leaders could easily move in a direction that decreases engagement, lowers productivity and morale, and increases turnover.

Let’s take a closer look at what the study revealed…

  1. Regarding training and development opportunities
    While almost half of the HR managers surveyed felt that their companies were providing relevant and quality training and development opportunities, only one-fifth of the employees agreed. A critical factor in employee engagement is the belief that there is a meaningful career path ahead. If such growth possibilities are not available or not easily accessed, employees are likely to look elsewhere for chances to enhance their professional knowledge and skills.
  2. Regarding employee suggestions for improvement
    When there is a system for employee feedback, employees feel empowered. The implication is that their opinions are valued and will be acted upon. This is most critical during the first 3 months of new employee orientation and assimilation. If new hires have a mechanism to share their thoughts, they feel a much more important part of the organization and sense that they will have a voice in the organization’s future direction.
  3. Regarding social responsibility
    While the survey found that only about one-third of employees are highly engaged, the report also stated that, when an organization adheres to a socially responsible agenda as a part of their leadership development, there is a positive impact on engagement numbers. Employees like to know their organization is giving back to the community and are more committed (read engaged) to those companies that project and serve this value. A culture that has purpose and a broader mission than just making money attracts, engages and retains talented employees.

Companies that care about employee engagement need to ask their employees for feedback, not just once a year but throughout the year. Technology provides many options that reach out, gather and analyze employee thoughts and opinions. No leader today has the excuse that they didn’t know what employees were thinking. A simple process for collecting continuous feedback can avoid unforeseen problems and miscommunications that lead to discontent.

Have you asked your work force lately what matters most?

To learn more, download Research Report – Relationship between Employee Engagement and Manager Effectiveness

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