What Is Employee Engagement?

Employee engagement is an outcome of a company people strategy. The benefits of employee engagement and high performing teams are far-reaching. Having a people strategy that works can drive sales revenue, increase customer loyalty, and result in happy employees that positively impact key performance metrics.

How Organizations Can Create Workplaces Where People Matter

The Predictive Index Talent Optimization Platform provides a scientific tool that uses people data to link corporate strategy to people strategy to business results. The rate to achieve success occurs more quickly when organizations harness the energy, talent, and skills of inspired employees and teams. Learn about the effects of employee disengagement on company revenue, productivity, and other key metrics in this article and why your organization should invest in engaging employees.

High Performing TeamHigh levels of enthusiasm and connection with co-workers and management build high performing teams. In ideal situations, employee engagement measures how motivated people are willing to go above and beyond because they enjoy and find meaning in their work. Highly engaged employees are committed to growing with organizations that invest and believe in them.

Why Employees Disconnect

Are your employees connected with each other and with management?  If not, you may be noticing the effects of low productivity, high turnover, poor morale, a company culture disjointed from employee needs, a lack of shared values, and a failure to meet goals at different levels of the organization.

Companies who don’t measure the costs of employee disengagement are often shocked by the aspects of the workplace that drive employee turnover. The percentage of employees leaving the workplace can be decreased by building a company culture that builds employee loyalty and goodwill.

Companies rarely think of employees as customers. Happy employees create satisfied customers who become raving fans. Company leaders who motivate and lead by example are essential to creating a culture where outstanding employees become the norm not the exception.

The High Cost of Replacing Employees

A report from the Center for American Progress cites eye-opening statistics about the cost of employee turnover:

  • One-fifth of workers voluntarily leave their jobs each year; an additional one-sixth are fired or let go involuntarily
  • For workers earning less than $50,000 annually (estimated to be 75% of all workers in the United States) the typical cost of turnover is 20% of salary or $10,000 per occurrence
  • The cost to replace nursing home, home health care agency workers, and home care aides can range from $952 to $3,362. Turnover in these industries is particularly high at about 50%. The cost of losing ten employees each year at the high end of the turnover rate is $33,620.
  • The turnover cost for one highly skilled manager ranges from 50% to 200% of annual salary which can be in the $100,000 to $200,000 range.

Recognizing these statistics, why aren’t companies more concerned about costs associated with employee turnover? Why isn’t anyone raising a red flag to signal trouble?

Solutions for People Problems

Why isn’t leadership asking for solutions? It’s simple. Many companies don’t realize that employee turnover is an outcome of not having a people strategy that supports company goals and delivers company results.

Companies in the healthcare and other service industries with traditionally high turnover may feel that employee training and development is pointless because employees come and go. In other industries, management may feel like employee wages are high enough to retain good workers.

There are many reasons companies don’t create people strategies. Not enough time, no one to implement the program, too much effort, and a list of other excuses. What has your company tried? What’s working and not working? Is it time to investigate a scientifically proven talent optimization program like The Predictive Index? Contact me for more information.

High Turnover, Low Productivity, and Ineffective Teams are a Drain on Morale

Until leadership recognizes the benefits of a plan for training and development that can reduce turnover, the revolving door of people in and out of a company rarely stops. A feasibility study to identify the right behavioral profile for each position can increase hiring and retention success.

It’s no surprise that high turnover is a drain on company morale. Underperforming employees–not having the right people in the right positions and teams who don’t deliver results add to people problems.

Managers and human resource departments spin their wheels and invest significant time hiring, onboarding, and losing employees. Little or no time exists to focus on implementing business strategies that create results. In franchises or companies that have multiple locations, the manager at each location may not have enough or the right support from the corporate office or the right team members at the local office. 

What can be done to reverse the substantial cost of annual employee turnover?  employee engagement

One solution is to gain an understanding of employee development needs, desires for growth, and behavioral patterns. By using people data available through The Predictive Index platform, leadership can guide employees. Understanding work styles and how to interact with others can promote shared values and positive connections. Culture change supports workforce commitment.

High Performing Teams Promote Personal Growth and Success

High performing teams grow from collaborative cultures. People who work well together achieve more. As time passes, hierarchical structures are shifting to cross-functional teams.

Cross-functional teams define goals, commit to action, and hold members accountable for results. Employees who succeed in collaborative teams accept accountability, build trusting relationships, and embrace learning to achieve goals and outcomes. Making a difference builds meaning at work and in the personal lives of employees.

Building Engagement with a Remote Workforce

A manager’s ability to engage, motivate, and develop individual contributors or associates is a valuable workplace skill that supports employee engagement. Managers with skill gaps may struggle to manage employees in remote environments. Supporting and retaining employees who work at home requires a different approach.

The flexibility to work at home is a dream for employees who had lengthy commutes or who juggled work, life, and family responsibilities. However, working at home blurs the boundary between work and personal life. On the other hand, remote work can help employees incorporate healthier habits by eating meals at home and exercising as a mid-day break.

Distractions can occur when working at home. Employees who establish a home office in a room with a door fare better when spouses and children know that the home office is off-limits during working hours. Temptations to be productive working at home exist for employees who lack self-discipline, time management, and organizational skills.

HIgh Performing TeamRemote Teams Require Different Supervisory Skills

Remote work means that employees can’t leave their personal problems or distractions at home. Home is the new workplace filled with child care, elder care, and other distractions like pets or noise for employees living in multi-unit buildings.

Greater compassion and empathy are new skills for supervising employees in remote work situations. Without regular contact, goal setting, and monitoring results, the habit of tracking key performance indicators can drop from focus.  Previously high performing teams may decrease in productivity and effectiveness.

Even more important in remote environments is the ability of managers to develop or face losing talented employees who feel disconnected from co-workers and the office environment. Different ways to stay connected by using a variety of technology can bridge the connection, training, and accountability gap.

According to the 2019 Retention Report by the Work Institute, the three top reasons for employees leaving positions were:

  • 22% leave for career development, equating to no advancement or promotional opportunities
  • 12% leave due to a lack of work-life balance, including commute and schedule flexibility
  • 11% leave because of manager behavior including poor communication, unprofessionalism, lack of support, and lack of manager competence

The rates of voluntary departure are projected to grow from 27% in 2018 to 35% in 2023. For the average company of 50 people, the cost of these departures in 2023 figures is $170,000 derived from the turnover of 17 employees at a cost of $10,000 each.

Is your company adding the cost of turnover into annual budget projections?

Men and women leave companies for different reasons:

High Performing Teams

  • Men are more likely to leave positions due to career development, compensation, and benefits
  • Women quit because of manager behavior, well-being, work-life balance, and relocation

The Benefits of Employee Engagement and High Performing Teams

Building high levels of employee engagement requires a commitment from company leaders. Employee engagement and high performing teams are an integral part of a corporate strategy followed by a people strategy that drives results and financial growth.

When leadership supports a people strategy, employees at all levels can be ambassadors of employee engagement. Department managers can become advocates for personal development and workplace fulfillment.

Questions to ask about employee engagement

Are your employees engaged? How might you know?

  • Do employees contribute individually or work on teams to achieve results?
  • What is the employee retention rate?
  • Is your company recommended as a great place to work?
  • Do managers possess leadership, motivation, and training skills?
  • Does leadership clearly communicate the company vision?
  • Do employees know what it takes to advance?
  • Are employees recognized and rewarded for accomplishments?

Inspire Employees By Using The Predictive Index Talent Optimization Platform

When you understand behavioral styles and what motivates employees, the possibility of creating a  company culture of success grows. The Predictive Index Talent Optimization platform is a scientifically proven people data tool that helps organizations build a better workplace.

Employee engagement results from helping employees understand their strengths and build better workplace relationships. A six-minute PI behavioral assessment and a 12-minute cognitive assessment begin the process. Employees learn about their workstyles, identify ways to improve working relationships, and increase team effectiveness.

Supervisors learn how to flex management approaches with each employee to strengthen relationships. Confidence in management and feeling that supervisors care are predictors of employees willing to go above and beyond in their work. The Predictive Talent Optimization platform features tools to analyze 1:1 relationship and evaluate teamwork styles.

What is employee engagement

Soft Skills Are Essential for Manager Success

Employees leave because of bad managers, a poor cultural fit, and being in the wrong job. Gossip, a lack of trust, inability to manage conflict, poor relationship skills, a lack of ethical behavior, poor communication, and a lack of commitment to developing employees are the reasons employees leave managers.

Yet, not all companies offer training and development programs for managers. Some employees are promoted to management positions with little or no training. The basis for the promotion was a high performing employee in a job that had nothing to do with managing people. The Predictive Index offers a tool to ensure a greater likelihood of success for internal transfers, promotions, and putting the right people in the right jobs.

Creating High Performing Teams

Imagine having the power to build a stronger workplace that enables high performing employees and teams to excel.  Putting the right person in the right job can make a significant difference in performance and turnover.

Hiring employees to complement the skills of existing teams can skyrocket team spirit and commitment. Creating a dream team is possible. Help your employees live their professional and personal dreams by creating and supporting a people strategy.

Miracle – The U.S. Olympic Hockey Dream Team 1980

“Great moments are born from great opportunity.”

As a company leader or a manager, you have the opportunity to champion positive change in your organization by using The Predictive Index Talent Optimization platform.

Imagine an engaged workplace where employees:

  • Display positive attitudes about work activities
  • Initiate new projects without being asked
  • Support teammates to deliver results
  • Embrace and implement change
  • Radiate pride in work accomplishments
  • Exceed performance expectations
  • Convey the value of self-development and learning
  • Display leadership skills and motivate others
  • Experience greater life satisfaction, physical and mental well-being
  • Build positive relationships at work and in personal relationships
  • Connect with and serve community organizations

How to Inspire and Engage Employees

The Predictive Index is more than an employee assessment tool. The various components of the program—Design, Inspire, Hire, and Diagnose—give organizations the tools to build upon one success after another. High performing team

Features of the PI Inspire program include the ability to:

  • Create new jobs and career paths for employees
  • Refresh stagnant job roles
  • Create position profiles to target the right hires
  • Confirm the right people are in the right jobs
  • Develop leaders
  • Create high performing teams
  • Match teams to strategic and business plans
  • Reinforce a company culture of employee development and training
  • Retain employees
  • Reduce conflict

How to Champion Employee Engagement

You may be interested but unsure about how to communicate the value of employee engagement programs to upper management or the c-suite. Build a case to invest in employees by identifying gaps in key metrics.

Examine:

  • Employee disengagement resulting in turnover or low productivity
  • Customer service ratings
  • Missed timelines for product or service development
  • Sales or revenue gaps
  • Poor performing teams or departments
  • Managers struggling to motivate employees

Link the financial cost to your company of these key performance indicators. The loss of an employee earning $50,000 each year has an associated cost of $10,000. How might a cost savings of $10,000 or more be beneficial to your company?

When thinking about building a case for employee engagement to upper-level decision-makers start asking questions. What cost savings can be gained? Who is the best person to present the program to management?. Are there multiple stakeholders involved in evaluating the program–and what’s important to them? What other questions should you be asking? Having a solid strategy increases the likelihood of success.

Employee Engagement is Phone Call Away

Every company has a starting point and goals related to employee engagement. The fact that you’ve read this article to the end places you in the position to champion change for your organization.

What’s next? Contact Pamela D Wilson by email or call 303-810-1816 to ask about how The Predictive Index can support your goals. Pamela will help you create a solid plan to gain management approval and implement a people strategy program. Employee engagement is a team effort that delivers success.

©2020 Pamela D. Wilson, All Rights Reserved.

Pamela D. Wilson, MS, BS/BA, CG, CSA, a National Certified Guardian, a Certified Senior Advisor, and Predictive Index Talent Optimization Certified Leader. Her experience as an entrepreneur, led to creating people strategies that incorporated workplace training with valuable personal and life skills. In addition to working with companies and groups to optimize talent and company strategy, Wilson offers online caregiver education and events to support working caregivers in providing, navigating, and planning for care for elderly parents and themselves. Caregiving and elder care programs are an essential component of corporate employee health and wellness programs. 

 

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