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Employee engagement is one of the issues plaguing big businesses and HR today. Research shows that more than two-thirds of employees have ‘checked out’, in that they are not actively motivated or are seeking opportunities outside of their current organisation. In the quest to reduce turnover and retain talent, it is crucial to measure what ‘drives’ your employees.
Engagement is a multi-faceted concept that consists of a number of different elements:
One of the most objective ways to assess engagement is via an online Motivations assessment. This assessment is a quick and simple tool that profiles the wants, needs, drivers and motivators that underlie an employee’s behaviour in the workplace. Reports can be analysed on an individual or group level to assess trends within teams, departments or the organisation as a whole.
Understanding what drives your employees is the first step to boosting engagement
Another way to assess engagement is to conduct a culture or climate survey. This can consist of as few as 10 or as many as 100 questions. It is not an objective assessment, but instead a subjective survey that asks employees to provide their opinion and thoughts about aspects such as management style, rewards structures, remuneration and teamwork.
There’s no one size fits all approach to improving engagement. However, there are strategies that can be applied both at an organisational level and an individual level to proactively retain talent in your company.
At an individual level, it is crucial to align an individual’s strengths and drivers to a role that suits his or her talents. If someone is a good fit to their job role as well as their team role, they will find the work they do to be more motivating.
e.g. Candidate A was hired as a sales executive but is not performing or meeting targets. Assessing her motivators, as well as her competency potential, has shown that she has a strong preference for structure, security and analysis. In addition, she is more introverted and isn’t able to easily strike up conversation with new people. Moving Candidate A into a more administrative or technical role will enable her to work to her strengths, and will greatly reduce the pressure that she places on herself each day to meet the expectations of her current sales role.
The results of an individual’s motivations assessment will also reveal specific insights that can be shared with the line manager. Each person should be managed, where possible, according to these drivers in order to maximise performance.
At a company-wide level, a number of different strategies can be employed to address the engagement issues that are most commonly highlighted by employees across the world: