Employee engagement and retention is the main portion of the work I do as a consultant. So this article, by Tom Devane, now VP of Consulting, part of the Enerage.com, peaked interest and some tips to share with you.
Part 1:
Show me the money isn’t where it’s at:
Top leaders are shocked when talented employees jump ship. Working with more than 57,000 organizations over the last decade, we’ve seen this reaction before. Leaders left scratching their heads, curiously thinking: But we paid them far above the industry average. Why on earth would they choose to leave?
The truth is, “Show me the money” isn’t where it’s at.
Now, we’re not saying money is unimportant. It is. Just stop paying your people and see if they show up to work tomorrow. What we’re saying is, money isn’t the most important thing.
You see, pay and benefits are part of what we call “The Basics” at Energage. They’re the part of a job a candidate generally knows in advance of accepting an offer with your organization. And they’re not what drives employee engagement.
What really matters most employees:
If pay and benefits don’t lead to employee engagement, then what does?
Let’s take a look at the top four:
1. Direction: “I believe this company is headed in the right direction.”
Successful organizations are made up of employees who believe in the direction set by senior leadership. But getting Direction right can be challenging. That’s because it requires an authentic belief, a smart strategy, and regular communication.
While human resources can champion Direction, it’s the responsibility of senior leadership to drive it. When everyone is aligned behind the company’s direction, it connects them to the common ground of sharing their desire to achieve it.
2. Appreciation: “I feel genuinely appreciated at this company.”
Employees who feel unappreciated are less likely to have the desire to improve. But when you take the time to recognize what they contribute to the organization — as minor as it may be — and employees will emulate that behavior in the future. Think of appreciation as a magnet that draws people toward better results.
Big Idea from Alysia:
We have currently started a class called ‘The Crazy Cycle in the Workplace’. Employees want to feel they are getting Personal Care; when they don’t get it, they tend not to be respectful to their bosses / employer. When the Employer does not feel respect then they don’t want to give employees personal care. Then you all go on a whirl around the crazy cycle in your conversations, and how they feel about each other. There are 3 techniques that help both employees and the employer: Decode, Demonstrate, Deposit.
More Employee Engagement ideas in Part 2