Finding and keeping great talent can be challenging. Therefore, organizations must be willing to reinvest in talent, with successful onboarding and training. Despite this knowledge, many organizations are not progressively active in this area. What steps can leaders take to engage employees, increasing retention while helping employees reach their full potential?
Recent polls indicated that only 30% of employees in the United States feel they were engaged with their companies. Today, these numbers have not significantly improved. Although many organizations rely upon the talent of their managers to keep employees engaged, many leaders do not possess manager-level qualities. Therefore, it is critical that organizations have plans in place which focus on developing effective managers who have the skills to keep employees engaged and energized about their future, as well as ensuring the organization has a new generation of managers prepared to lead.
Engaging employees requires creating individual development plans. It is important to sit down with an employee and determine their interest and goals. This will help to identify which activities the individual should be partaking in, since everyone does not share the same perspective. Development plans provide a roadmap for the employee, which includes measurable goals, and a realistic timeframe to achieve them.
Second, engaging employees requires removing organizational barriers. Many organizations are rigid in their structure and processes which can make it difficult to implement cross-functional development and facilitate high performance training. Today’s workers are accustomed to open work environments that allow them to explore. Organizations should remove barriers and watch people flourish.
Third, engaging employees requires outlaying resources. Employees are an investment from which an organization expects a return. Resources such as training, online learning, and coaching are well worth the monetary investment, particularly when they are aligned with the organizations strategic goals, and the individuals development plan.
Finally, engaging employees requires leaders to set the example. An employee will see the value of the development process when they see their current leaders continue to develop personally and professionally. By modeling this behavior, leaders build credibility and trust among their employees, demonstrating to employees that development is a part of the culture.
Engaging tactics should be used within an organization no matter how large or small it may be. Click here for more information on engaging employees in the workplace.