“Unemployment is at a 44 year low (3.8%).”
Employers no longer hold the power when it comes to talent. Unemployment is at a 44 year low (3.8%). Nearly three quarters of employees fall within the “high-retention-risk” category, and the reason most cited is due to having nowhere else to go on their current organisation’s career ladder. They are confident too, with 53% sure that if they quit or lost their current job, they would be able to find a comparable position within six months. This makes one thing very clear: if you don’t have a strong reason for employees to stay, they’ll be moving to where the grass is more rewarding.
“53% are confident they could find a new job.”
Competition for talent is high which is why you can’t afford to not be engaging in your employees. Engaged employees are more likely to be present, focused and energised; people go above and beyond when they feel engaged and part of a greater purpose.
“Engaged teams go above and beyond”
There are so many ways to improve engagement, but here are just a few for starters:
Ensure your purpose (or mission or vision statement) is well thought through and widely shared with and understood by teams. Ensure it is written with your teams in mind, and not merely catering to stakeholders or customers.If you get it right for teams, the customers will follow.
- Build relationships
Just like any relationship, it takes time and effort. Having personable and reasonable managers and mentors can make all the difference in team culture. Spend time with employees and get to know them, it doesn’t all have to be work. Employees are people too, and if they feel understood and like colleagues are taking an interest in them, this can go a long way to providing the glue to encourage teams to stick together and remain invested in your company.
Some companies have large bonuses or monthly prizes for hard work, but these are not always the best way to create engaged teams. Simply writing a quick email, or even better, telling someone in person how much you appreciated their support on a project or passing on positive feedback you have heard about their work can go a long way in boosting someone’s motivation and creating a positive environment.
- Measure and take action
There’s no point in doing all the feedback surveys and qualitative research to then sit on it for a few months. Show employees you are truly invest in their experience and act quickly, at least on the more easily actionable tasks of the feedback. This will build momentum and allows you time to plan the longer-term actions.
- Have a chat with 106 Comms!
We’re happy to provide a complimentary comms and engagement health check on your organisation.