Author: Cynthia B. Okonkwo
INTRODUCTION:
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If you’re an HR professional, like me, or a people manager, you’ve likely gained new insight, over the past year or more, into how important employee engagement is to employee retention. Because we’re in a job seeker’s market right now, it’s more important than ever to connect with your employees.
For the first time in long time, there are more jobs available than there are job seekers. This has created massive demand for qualified job seekers. It has also opened the door for those scarce qualified applicants to demand higher salaries. And, it’s motivated employers to create a better employee experience for their current and new employees in hopes that they won’t jump ship for a “better opportunity.” So, today, we’re going to look at five major points of connection between successful employee engagement and retention.
ENGAGEMENT AND RETENTION DEFINED:
First of all, what are engagement and retention? My perspective on employee engagement and retention are below.
Employee engagement is the level to which employees feel connected to their employer’s mission, vision, and values. It is also how much they feel that their personal values mesh with their employer’s values? And, feel that they are a part of something bigger than themselves and makes a difference in our world.
Retention is the employer’s ability to keep their employees from leaving because they feel connected, valued, well-compensated, and psychologically safe.
FIVE WAYS TO IMPROVE EMPLOYEE ENGAGEMENT:
- Recruitment/Selection Process – An employer should engage potential applicants from their first visit to their website. It should make them want to become a part of the organization. So, include information on the organization’s founding, current executives, its mission, vision, goals, and values. Make job postings easy to find on the website. Ensure that the application process is user-friendly and not time-consuming.
- Pre-boarding – Once a candidate accepts a job offer, reinforce their decision to join the organization. Make him/her feel welcomed. Send the official offer letter within twenty-four hours of verbal acceptance. If possible, send them a company swag box or a branded gift. The recruiter or hiring manager should touch bases with the new hire at least once a week leading to their first day on the job.
- Onboarding – This is the time to find out their preferred first name. Initiate their pre-employment background check and tell them about the process. Start their new employee paperwork process. Answer their questions. Encourage their manager to assign an office buddy to them. Plan their first day logistics, including orientation. Hold a short meet & greet with their new colleagues.
- Probationary Period – Make sure that they have a copy of their job description. Send them a short survey after their first thirty, sixty, and ninety days. Ask them what they liked most about their onboarding. Also, ask for ideas on how to make the process better.
- Workplace Culture – Create a psychologically safe workplace. Encourage creativity and out-of-the box thinking. Make sure that new employees know who to contact in case they experience on the job challenges. For example, make certain that they know how to contact the Employee Assistance Program (EAP); conflict resolution services, if they need them; compliance hotline; Professional development resources; opportunities for career advancement; tips on creating and maintaining work/life balance.
IN CONCLUSION:
There is likely no business that has escaped the wrath of the great resignation. The strange fact is that the mass employee exodus from the labor market is not all due to the pandemic. Some of it was fueled by feelings of a lack of feeling valued; a lack of diversity; and a lack of meaning in the work.
Hopefully you found this post useful. Wherever you’re watching, like it, subscribe, or leave a me a comment. I’d love to hear from you. In fact, if you’re an HR professional, let me know which one of these ideas you’ll implement at your workplace. If you’re an employee, tell me which idea you wish your workplace would implement.
My goal is to help you live your best career life. So, Career Success to You! Go Get Your New Job!
