Posted by EmployeeChannel on 12.13.2018
“Dr. Sharkey, I keep hearing this phrase, ‘It’s a job seekers’ world, right now!’ This doesn’t just scare me from a low talent pool sense. It also frightens me that our current employees will take advantage of this and begin active job searches or allow determined recruiters to sway their interest. How can I increase engagement to keep my employees dedicated to my company?”
Unfortunately, this is a problem that crops up frequently, particularly in a very tight labor market. Remember the ominous War for Talent from the early 2000s? Well, it’s undoubtedly back.
Companies that have always remained true to their employee-centric company culture won’t struggle. This is especially true if they have a fair compensation policy, good leaders and managers, and truly care about their employees’ development and well-being.
But, unfortunately, when facing the recession and the hard economic claw, many employers cut costs by reducing employee-related issues. As a result, programs were deleted and wages went stagnant.
As companies try to recover from those decisions, it’s important to remember that recruiters are constantly digging for passive candidates. These candidates’ ears perk up when they hear about compensation that goes above their current wages and, more importantly, enticing career advancement opportunities.
Now, internal teams must be proactive. Be sure you are prepared to battle recruiters’ offers by being competitive with your own compensation and opportunities.
In addition, here are three employee engagement essentials that will keep employees dedicated to your organization:
Discover employees’ career aspirations. Then, discuss how you can actively help them achieve those goals within the walls of your company. Ensure you’re also considering their current role.
Further their employee engagement by communicating how this role will give them the tools to move up and hit that next career goal. Be a “partner boss” by making this a regular one-on-one conversation to show you’re dedicated to their success at your company.
Research underscores the importance of learning in the workplace. However, this is a two-way street. Employees must want to learn and you need to provide effective, engaging, and updated learning opportunities.
“Educational opportunities” does not always mean courses, specifically. It’s just as effective -- and essential -- to provide hands-on experiences, exposure to new tasks and programs, as well as mentoring and coaching.
It’s also important to note that learning does not have to cost a massive dollar amount. It just needs to fulfill these three criteria: linked to career goals, connected to their current role, and be provided in real-time. Often, this type of learning can come from discussion and reflection.
Don’t forget to let employees know they’re appreciated for what they’ve learned and their continued contributions.
Don’t treat your employees as people who are there to make you look good. In reality, it’s the other way around. Find out if you’re honoring this by getting feedback on how you are performing as a boss and leader. Use that information to continually work at being your best and put ‘heart’ into how you interact with employees and co-workers.
Following this formula will ensure high employee engagement. But remember, people will move on when the time is right. You can’t stop this, nor should you. Remain connected with former employees as referral partners. They will help you as they transition out and you’ll have dedicated allies when they reach their new role.
Dr. Linda Sharkey is a best-selling author and in-demand speaker and coach. She is dedicated to helping businesses prepare for the future and developing leaders and teams to support company growth.