Is Employee Engagement the only Retention Strategy?
Higher levels of engagement based on fundamental beliefs :
1. Successful execution of any business strategy - Engaged workforce is your only true competitive advantage. It is impossible to copy and without it, execution of most initiatives becomes difficult.
2. Engagement is not a short-term initiative - Takes years of steady progress to build high levels of engagement, and without the proper care and feeding, these gains can wither and fall away.
3. Engagement must be driven from the top - Engagement is a business imperative, NOT HR initiative, though HR should be a key player in driving it. Support from the top means senior leaders must be highly engaged themselves. It’s hard to imagine highly engaged employees without highly engaged leaders.
4. No one impacts the state of engagement more than an employee’s immediate leader - Show us a highly engaged team, and there’s a strong likelihood of a leader who is coaching for success, setting clear goals, empowering others, providing open and honest feedback, and making the winners feel valued.
5. Measuring engagement and demonstrating its business impact is crucial, but it’s only a small part of winning the battle. Far too many organizations pour hundreds of thousands of dollars measuring and re-measuring engagement, leaving little energy or budget for actually improving engagement levels. Keep engagement measures simple and cost effective.
6. Engagement means reaching the heart - Highly engaged employees give that extra effort because they care. And, they care because they feel someone is caring for them. A vice president for customer service insists that his managers really get to know the individuals on their teams as people, not just employees. This sends a powerful message to employees that the organization understands and appreciates that they have a life outside work.
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