The Strategy of People – Employee Engagement is Worth the Effort – Leadership Insights from Liddell Consulting

Leaders across industries and companies sizes run into issues with recruiting, hiring, and retaining the right people. Why is this such a consistent complaint?

Leaders across industries and companies sizes run into issues with recruiting, hiring, and retaining the right people. Why is this such a consistent complaint? Staying on top of your culture and employee engagement is an invaluable investment in recruiting and hiring the right people, then getting them to stay.

“What helps people, helps business.”

-Leo Burnett

Look at Your Hiring Practices

Traditional recruiting and interviewing inherently makes it difficult to accurately evaluate potential employees. It’s hard to really get to know people. Shortcuts like accreditations, education, and career accomplishments, as well as professional recruiters can help narrow the pool, but they don’t necessarily tell the complete picture. Evaluating someone’s interest in learning, resiliency, attitude under pressure, and work style can be a huge indicator of how they will perform and what their future at your company might look like.

Refresh Your Reward Process

Company culture is a moving organism that requires consistent maintenance. Attitudes toward transparent communication, freedom to make mistakes, and seeking opportunities for career growth begin at the top. Almost nothing can impact team performance and continuity than watching good people leave because they don’t see opportunity within your company. Leaders who challenge and reward top performers and provide opportunities to explore and grow, will see higher engagement and a more productive culture. Changes over the past year have highlighted individual talents among people who may work better in a remote environment. Now is a prime opportunity to empower people to grow in their role or change their responsibilities to let them know you noticed.

Don’t Avoid Accountability

The remote environment has changed the accountability loop. Employees at all levels are more responsible for their own quality of work and productivity. Although some have thrived, others have not. The question is whether the changes causing the downturn are permanent or if there is something that can be done about it. Accountability up and down the company ladder is essential to growth. For all of the negative impact of losing a top performer, there is an equally adverse affect of not addressing a poor performer. A culture of productivity and engagement can be entirely derailed if an employee who is struggling is allowed to continue to flounder.

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Employee Engagement: The Statistics

1. 34% of the US workforce say that they feel engaged in their workplace.
2. Statistics about employee engagement reveal that 53% of US workers are not engaged.
3. Statistics on employee engagement show that 13% of US employees are actively disengaged.
4. Global employee engagement statistics report that only 15% of employees around the world are engaged in their work.
5. 47% of employees actively looking for a job say that they would prefer working for a company with an established and thriving culture.
6. According to employee engagement statistics for 2020, one in every three employees quit their job due to boredom.
7. 61% of American employees are reportedly burned out in their jobs.
8. Only 25% of employers have an active engagement strategy for their company.
9. 84% of workers from the Fortune Best 100 Companies to Work For say that they look forward to coming to work every day, with the overall figure from all US.
10. 75% of employees who voluntarily quit their jobs do so because of their bosses.

Source: Techjury

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