Retain Top Talent

Here's counter argument to employee engagement. I do not agree with the author's statement that the most we can expect from an organization is 35% engagement.

Problems: First, I do agree that the engagement number has hovered around 25-33 percent for 20 years. Why? Is there a limitation or is it due to some other factor? I'll contend that you will always have a group of engaged employees no matter what you do. Second, the group that offers the greatest opportunity to raise the engagement number is the disengaged group - we're failing to engage this category of employee. In fact, I'll suggest that 80 percent of all engagement initiatives fail for lack of effective execution. Finally, we're leaving the actively disengaged in our companies dragging down the numbers. Get rid of these folks - they are negative influence on everyone else.

The solution might be better execution from the HR team in driving initiatives and programs around engagement.

Everyone organization is a technolgy company now! Are you using apps and tools to make life more efficient and enjoyble for your employees? Here are some ideas for employee engagement through Slack. If you're using teams - what is the comparable apps/tools?

Interesting article on performance management - particularly questions around feedback. The author suggests feedback is not as important as it once was since everyone feels that's the standard = unfortunately many companies still suffer from a basic last of effective feedback by managers. Is it time to reassess managerial skills in giving feedback. Many CEOs assume that if their direct reports carry manager level titles, they must understand how to give feedback. Nothing could be further from the truth.

Good refresher on core elements of employee engagement - measuring it, benchmarking, Gallup research. Frightening stats on weak employee engagement.

Every organization today is a digital organization. Helping your employees to be successful through the use of apps like Slack, Teams, Basecamp, Bonus.ly, and others can help you rapidly improve process for workflow, performance management, hiring, and employee engagement.

One area getting recent attention are apps that improve the onboarding process. I guess I should first say that most of the companies I consult with have an onboarding process that is still stuck in the 1970s which basically is having new employees watch videos and having them fill out HR paperwork.

Not having a robust app to drive onboarding can result in starting off on the wrong foot - and moving your new employee from excited to disengaged within days.

What's your next step to improve your on-boarding process?

Are any of these telltale signs of disengagement occuring in your organization? I would guess it's all over the place if we're being honest since research indicates that 50-70 percent of your workforce is disengaged. The real question is what are you doing about it?

Some interesting insights into your workforce - particulary the disengaged who don't care whether they continue working for you  - new study pegs it at 25 percent. I believe it's much higher - particularly if you look at the Gallup research.

Great set of statistics reminding us of the value of creating a sense of belonging, community, and matterness. What specific intiatives is your organization moving forward with to stimulate this level of employee engagement around relationships?

People might come to you because of your rep, salary, location, job opportunity - but they'll leave for a lack of relationships - boss, peers, teams.

Most companies invest ZERO time in stimulating the relationships among co-workers, and creating a sense of community and shared purpose. If we don't work on these elements, how can we ever hope to build high performing teams?