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How to Plan Employee Engagement Contests That All Your Teams Will Love

Thirty-three percent. It’s a fairly low number. We wouldn’t want to see that number for our customer satisfaction or client retention rates. But that’s the number of American workers who report being engaged at work. And if a figure that low isn’t acceptable when it comes to our clients, it shouldn’t be acceptable when it comes to employees either. Low engagement leads to poor performance, dissatisfaction, and higher turnover. But there are ways to combat this disengagement. Employment engagement contests help keep people motivated and gives everyone a common goal beyond just doing well at work. You want to make sure your contests are inclusive of everyone within your organization, regardless of department or job title.

Here are a few tips for building employee engagement contests that everyone will love.

Get Out of the Office

When you have different departments with different goals and responsibilities, it can be hard to manage an in-office contest. You can’t pit them against each other to see who can close the most sales or enter the most data, because there will be very clear winners before they even begin. Instead, focus on contests that everyone can reasonably participate in, regardless of their job title or skills.

This often means getting out of the office. Though you might have the time, budget, and resources to execute numerous company outings, planning even a single event a year where employees can get together outside of work for a little friendly competition can help make everyone feel a little more engaged within the company. Do trivia at a bar, play a few rounds of mini-golf, or even see which department can collect the most cans for a community food drive.

Ask Employees What They Want

Employment engagement contests are only effective if they are actually engaging. While no one idea will likely ever satisfy every single employee, it is still a good idea to at least try and get a good idea of what your employees might like to do. After all, this about them.

An employee-led committee to plan contests can incorporate employees from various departments to make sure everyone is represented.  Or you can even use surveys to help you figure out what kinds of contests everyone might be interested in. Most enterprise chat systems have polling features built in. And many HR suites offer employee feedback tools like surveying as well.

Not everyone will excel in every single contest. But you should have a pretty decent understanding of your employees that allows you to tailor your contests for a high chance of success. Contests are a lot less motivating when few participants can succeed. Make sure everyone is gaining something.

Make it Regular

Of course, you can’t host one contest and expect everyone to remain engaged long term.

To keep employees engaged, contests should become regular events.  As is the case with anything good, you don’t want to overdo it. But you also don’t want to introduce your employees to something they enjoy only to never bring it back. Then they’ll just be demoralized on top of being disengaged.

Establish what “regular” means for you and what works for your organization, then stick with.

Whether it’s once a year or twice a week, having something consistent to look forward to always makes work a little more enjoyable. Plus, the more regular these inter-departmental contests are, the most opportunities employees have to mingle and get to know each other.

Reward Teams for Little Tasks

Rewards can go a long way and the be the incentive your employees need to go the extra mile. Come up with contests that involve everyone doing their job but aren’t dependent on specific positions. For example, everyone, regardless of position, should be showing up to work on time. So consider building a contest around perfect attendance and punctuality. Even something as simple as free lunch for the entire floor if the dishwasher gets loaded and unloaded for 30 days in a row can engage employees around a common cause.

Show Off the Results

There’s nothing more frustrating than doing something well and getting no recognition. No matter what kind of contest you decide on, consider displaying the results somewhere or sending them out to the whole team. It’s important to recognize and reward employees for their participation.

You can keep a leaderboard in the break room or leverage a recognition platform to showcase results so that those who didn’t win will be encouraged to work harder next time, and those who did win can appreciate their own victory.

Implement Initiatives to Help With Goals

Have departments in the office compete and see who can hit the gym after work the most days per week or eat the most fruits and veggies for lunch? Is a group of employees working together to raise the most money for a local charity? Help these freelance efforts out! Initiatives like a company-sponsored gym membership, catered lunches, or charitable giving matching can all help employees reach their own goal. Even simple acts like these can increase employee engagement.

Hold Managers Accountable

Getting different departments on board for a contest can be tough. Making sure everyone is involved can make it a little easier. Managers need to set the example for other employees by participating in contests, and by giving it their all.

Seeing managers compete can be good motivation for employees to step up their own game, and the idea of winning a competition against their boss might make people work even harder!

Finally, Be Proactive

The best way to maintain employee engagement is to never lose it in the first place. This is easier said than done, of course, but you should be taking steps to ensure that every employee is engaged from day one, and that they all stay that way.

No matter the age, everyone likes the chance to have some fun at work. Incorporating simple contests into the daily routine can be incredibly effective in helping your teams bond and work better together.

Learn more about what incentives to offer in your next employee engagement contest by accessing Achievers’ e-book: “How to Incentivize the Modern Workforce.

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Laura HudgensLaura Hudgens is a writer for TechnologyAdvice.com. She is a communications instructor and freelance writer who studies and writes about technology, media, science, and health.

 

 

 

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7 Ways to Keep Call Center Employees Engaged

Your call center employees are very often the first employees your customers interact with. They are problem solvers, and they are the keys to driving innovation, knowledge, and revenue throughout your organization.

Call center employees also spend a lot of time talking to customers who are less than happy. The rigors of this work can lead to increased employee frustration and disengagement. A disengaged workforce can cripple your contact center’s ability to provide quality customer service and will ultimately raise recruiting and staffing costs which will impact your bottom line.

According to Gallup, only 30% of the current American workforce say they’re engaged and inspired at work. The other 70% of workers identify as “disengaged” and fall into two categories:

  • Those who do the bare minimum: show up, do their work, then go home (50%)
  • Those who are actively seeding discontent (20%)

The employees who fall into the disengaged category are at risk of fleeing your contact center and bringing others with them. Both disengagement and turnover have been historically difficult issues to tackle within contact centers.

Contact Babel’s 2017 study on U.S. contact centers Source: ContactBabel

According to Contact Babel’s 2017 study on U.S. contact centers, employee turnover at call centers is the highest it’s been since the recession — currently at 30%. Rates can reach as high as 70% at contact centers who outsource call center employees. Remember, a healthy turnover rate is about 10%.

How can you inspire engagement at your organization? Check out seven ways to keep call center employees engaged.

1. Recognize Employees

Appreciation is a fundamental human need, but it’s one largely ignored in the workplace. According to Gallup polls, only one in three workers in the U.S. strongly agree that they received recognition or praise for doing good work in the past seven days. The same study shows that employees who do not feel adequately recognized are twice as likely to say they’ll quit in the next year.

Recognition in the workplace confirms your employee’s presence —and work —is valued by others. As a result, recognition keeps your employees motivated and engaged, which elevates productivity.

2. Listen to Your Team

A great way to gather employee feedback is through pulse surveys. Surveys drill down on how your employees feel about their working situation and your organization. For example, pulse survey allow you to ask more granular questions about what you could be doing better, or how you can support your team more.

With surveys, you’re able to analyze employee feedback and then implement changes that show your team you are listening to them. Change connected to feedback is a great way to keep valuable call center employees engaged and happy in the workplace. It’s never too late to start leveraging employee surveys and feedback tools to gauge employee engagement levels, and take immediate action to address any disengagement right away.

3. Shorten ASA times

One of the major themes at the 2018 Contact Center Week (CCW) Executive Exchange was the importance of decreasing the average speed of answer (ASA) times at contact centers. Shortening ASA improves both the quality of customer service as well as your call center employees’ overall perception of their job.

Callers stuck in waiting queues for long periods of time may be irritated, annoyed, or emotional when their call is finally answered. These emotions are naturally pushed to the agent who answers the call. The more stress your employees absorb, the more likely they are to become disengaged from work— a high volume of stressful calls is taxing on your staff. Further, Michael Tremblay of Air Canada claims 85% of contact at call centers is considered “bad contact,” according to his discourse at CCW.

Taking steps to decrease ASA times can help soften the tone of a call, which ultimately protects your employees from excessive stress, and improves the atmosphere of their job.

4. Focus on Long-Term Hires

Employees who churn after 90 days or less from their hire date are a common problem in the contact center industry. When a contact center is plagued by 90-day turnover issues, it automatically decreases the average agent competency in an organization. With so many ‘learners’ on staff, it is difficult to provide quality customer service. Agents who have more on-the-job experience have more skills to complete their jobs better.

Specifically, tenured employees are more likely to have higher first call resolution rates (FCR). Favorable FCRs create a better experience for the customer and decrease the volume of follow-up calls that burden your workforce.

A staff with more positive than negative experiences is a happy staff. And, happy employees will stay with your organization longer.

5. Zero in on Staffing Balance

If attrition is high at your organization, you may be placing massive stress on call center employees who remain loyal to your team. These staffing gaps can quickly run down employees who are weighed down by additional responsibilities.

Understaffed contact centers also run the risk of inflating their ASAs and FCRs. At CCW, one contact center executive was asked, “What can you do to bring your ASA down to one minute?”  The response was simple enough, “Get five more people on board.”

Overbooking or spreading your employees too thin leads to resentment, increasing both attrition and absence rates, which is often a telltale sign of disengagement. The average absence rate at contact centers is currently 9.1%. If you notice an uptick in absenteeism, it’s time to act quickly to re-engage your staff.

6. Address Financial Wellness

The financial wellness hierarchy of needs suggests all humans need the following to be true to feel financially secure:

  • Control over finances
  • Capacity to absorb an unexpected shock
  • Savings and planning for the future
  • Ability to make a discretionary purchase

Personal finance issues can cause distractions that create disengagement from the workplace. According to PricewaterhouseCoopers, one-third of all employees are distracted by personal financial issues while at work. Nearly 50% of employees with financial stress spend three hours or more each week handling personal finances at work. From a revenue standpoint, this distraction can cost employers $7,000 per employee, per year or about 20 hours of lost productivity each month, per employee.

Many organizations recognize the issues financial stress can cause, and have begun to unroll wellness programs which provide multiple benefits to workers and the corporation alike.

7. Offer Unique Advantages

The current job market is the employee’s market. Thanks to a record low unemployment rate and a plethora of job openings, your employees are always looking for the next best thing. And while monthly bonuses and incentives are a useful strategy for attracting talent, they aren’t always the key to continuous engagement. Find unique benefits that your staff will continue to find useful over their time with your company — something that differentiates you from the crowd.

A growing trend, perpetuated by major contact centers like DialAmerica and CaLLogix is on-demand pay. Offering on-demand payments means your employees have access to their earned but unpaid wages at the click of a button; no more waiting for their next paycheck. It is a great way to reward your employees for the work they’ve already done, and provide them with something valuable as a perk— their money, faster. Daily pay benefits are proven to reduce turnover and absenteeism while simultaneously boosting engagement.

By focusing on employee engagement, you can keep your employees from burning out and turning over. After all, the highest level of growth in an organization occurs when companies have highly engaged staff.

To learn more about how to engage your employees, check out Achievers’ e-book, “Engage or Die: How Companies that Act Fast on Engagement Outpace the Competition.”

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About the Author
Megan Wells HeadshotMegan Wells is a writer for DailyPay, a data journalist, and content strategist based in San Francisco, California. Wells’ work has appeared on Fox, Nasdaq, MSN, Motley Fool, and more. Wells also spoke at the 2015 Exceptional Women In Publishing conference.

 

 

 

 

 

 

employee disengagement

How to Address Early Signs of Employee Disengagement

According to the Work Institute’s 2017 Retention Report, 75% of the causes of employee turnover are preventable. That’s excellent news for your HR budget, as the cost of replacing entry-level employees alone hovers near $4,000 per position. A small change in human behavior can be enough to indicate damage in employee motivation. Yet, detecting early signs of employee disengagement is never an easy task. It requires excellent observation skills and strong empathy to respond in a way that restores engagement across your organization.

At a time where barriers between leaders and employees are at an all-time low and with 70% of employees wanting to spend more time with their manager, simple actions stemming from emotional intelligence and intuitive leadership are powerful enough to correct a subtle motivation drop. Here’s engagement clinics to discover how you can address early signs of employee disengagement.

Note: All names have been changed for privacy considerations.

High Performers: Empowerment is Not Anarchy

Efficient, committed, and highly engaged, Jane was the next talent to accelerate.

Jane’s manager assumed that since she was a high performer, she didn’t need much handholding to sustain her performance. But Jane’s sense of achievement dropped in the course of a few months, an early sign of employee disengagement.

The challenge for any leader is to adjust space for employees to be empowered. For a high performer, too much attention to what she does is micro management. But attention to how she does it and why she does do it can give off the wrong message.

Early Signs of Disengagement - High Performers

Treatment

As any other employee, high performers need frequent recognition to protect their sense of belonging. They want strong feedback to reach excellence in their work. And they crave coaching and mentoring to level up their “soft” skills. After all, 68% of millennials who intend to stay in their company for the next 5 years are involved in mentoring programs.

Discovery of Potential: Stories and Limiting Beliefs

I remember very well Simon. Simon was the go-to expert in his area. Considering his immense knowledge and potential for relationship-building, I assumed his next step was to develop his leadership skills.

What I underestimated at the time is that Simon had little appetite for stepping out of his comfort zone. Early signs of employee disengagement showed up as plain resistance, from “I’m not sure I can do it” to “this is completely useless!”.

Each leader should pay extra attention to words of resistance. Resistance is the seed for limiting beliefs that can become given realities for the employee, and get in the way of performance.

Early Signs of Disengagement - Resistance

Treatment

80% of employees would work longer hours for a more empathetic employer. An emotionally intelligent leader knows that a huge part of the job is to attend to team members and support them towards having a delicate balance of confidence and performance. Performance starts with clear goals. Confidence grows when you support your employees as they achieve those goals, and show them where their true potential is.

In Tune with Culture: The “Selective Memory” Syndrome

How often do you try to communicate a message to your team and some still don’t get it? Frustrating, right? It’s nothing else than human nature.

Driven by fight or flight responses, humans are not wired to navigate change easily. If you try to suggest change towards the way your team behaves, you can might be criticized or worse, ignored. It could be tempting to take criticism as “venting moments”. But if left unaddressed, those early signs of employee disengagement can lead team members to question if their values are still aligned to the company’s mission and values.

Early Signs of Disengagement - Aversion

Treatment

According to Deloitte’s Talent 2020 series, “performing meaningful work” is one of the top three motivational drivers for employees. For team leaders, it could be as simple as making top level communications relatable for everyone and taking the time understand what type of work each of your team members enjoys doing.

In addition, listening to your employees on a daily basis fosters a safe space for them to express their opinion. With the availability of advanced HR technology listening to your employees on a daily basis is now easier than ever. Check out intelligent active listening interfaces such as Achievers’ Allie™. With Allie, you can get clear insights on your employees’ pulse and receive honest feedback.

Final Thoughts

 Deloitte just released its 2018 Human Capital Trends report, where it stated the following:

“Most companies are struggling to recruit and develop these human skills of the future. Despite having an increasingly clear understanding of the skills needed in a world where humans work side by side with machines, 49% of respondents do not have a plan to cultivate them.”

One of those “human skills of the future” is to ensure your leadership includes the best employee engagement and retention tactic: fostering human connections so that you can spot (and address) early signs of employee disengagement.

Do you want to learn more about employee disengagement? Check out Achievers’ white paper, The True Cost of Employee Disengagement.
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Are you free in October? Discover where the future of HR technology and employee engagement is heading by attending Achievers Customer Experience (ACE) 2018 in Toronto, October 23-24. Get the early bird rate and save $200 off the regular rate today. Buy now here.

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About the Author
Coralie Sawruk
Coralie Sawruk helps global organizations create efficient team dynamics. A people-person at heart, she believes the ultimate competitive advantage is created by the right talents working hand-in-hand, cheerfully. Coralie shares her insights on human-centric leadership and leading happy teams on her website. Get in touch on LinkedIn

 

 

 

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The Power Behind Engagement

Top Four Benefits of Employee Engagement

People are always complaining about their jobs; whether it’s a boss who drives you up the wall, work that bores you to tears or even the nagging suspicion that you’re being underpaid, each unhappy employee has their own reasons for dreading a Monday morning. But when all this unhappiness and discontent gets added up, it turns out it’s having a profound impact on economies everywhere: we’re in the midst of a global employee engagement crisis, with just 13% of employees worldwide engaged with their jobs.

So what exactly does this mean? An easy way to think about employee engagement is to look at your existing staff. Engaged staff are often your best performing employees – they’re efficient, motivated, understand their role and tackle it to the best of their ability. Naturally, we think all employees will be like that when we hire them – otherwise, why bother?

During job interviews, most candidates are very enthusiastic about the job on offer and if you hire them, it’s normally this enthused and engaged person that you actually want working for you. Yet if you find yourself looking at that same excited candidate a year into the job and seeing that they’re unmotivated, checked out and unhappy, it’s clear that they’ve become disengaged. If that’s the case with many of your employees, you might have a problem brewing.

employee engagement table

It doesn’t matter if your business is a tiny start-up or huge multinational corporation – disengaged staff can run it to the ground. As employee engagement drops off, business owners find that deadlines start getting missed, staff are constantly off sick and employees start leaving the business in droves. Work slows down to a crawl, leaving engaged staff to pick up the slack and heightening their stress levels (possibly leading to them hating their jobs too!)

Luckily, by focusing on employee engagement and happiness, you can revive even the most lifeless of workforces. Read on to find out about the top benefits of employee engagement, along with some tips on how to improve it throughout your business.

1. Cost-Savings

Disengaged staff are slowly draining the life out of your business. In the UK, employee disengagement is costing businesses around £340 billion every single year in lost productivity, while in the USA Gallup estimates this figure rises as high as $550 billion.

It’s easy to see how – if you’re paying someone to do a job and they’ve only put in half the effort necessary, they’ll still get paid even if you don’t get the results you need. As for very disengaged employees (often easily identified by their miserable and disruptive attitudes), you may as well be giving money away. Employee disengagement can easily decimate the return on investment on salaries.

On the other hand, engaged employees will improve your profitability and drive revenue. In fact, workforce opinion surveys show that highly engaged employees can boost business performance by 30%. This is because engaged employees are emotionally committed to their company, its values and its goals. They want the business to do well and will do their best to help it succeed. The hard numbers prove this too – companies with engaged employees outperform those without by 202%.

Luckily, there are ways you can help to foster this sort of commitment. For instance, people who are bored to death at their jobs are unlikely to care about it much, whereas 78% of employees who say their companies encourage creativity and innovation are committed to their employer. It’s easy for businesses to get into a “this is how we’ve always done it” rut and resist change, but data like this shows that this attitude is detrimental to employee engagement. Instead, actively encourage employees to innovate and explore new ways to do things. They’ll enjoy their jobs more, be more committed and help to power your business forwards.

2. Lower Turnover

Did you know that whenever a staff member leaves, it can cost 33% of their salary to replace them? Hiring recruiters is expensive, but even if you look for someone independently you’re going to need to spend valuable time and money on advertising the position, and screening and interviewing candidates. And that’s not the end of the problem – it’s unlikely a new person will be as comfortable in the role as their predecessor – they’ll require training and time to acclimatize to their new job. In fact, a new employee can take up to 2 full years to reach the same level of productivity as an existing staff member. In the vast majority of circumstances, that’s going to mean some degree of lost productivity.

It’s clearly in a business’ best interests to retain as many of their staff as possible, but with widespread disengagement becoming more and more of a problem, employees are more likely to leave their jobs than ever before. A job for life has become a thing of the past. Estimates vary, but research suggests that as many as 51% of employees were looking to leave their jobs in 2017. And for those who are worried about employees being poached by recruiters and competitors, you might have reason to be paranoid – 81% of employees would consider leaving their current role for the right offer.

On the other hand, a marker of engaged staff is company loyalty. Highly engaged staff are 87% less likely to leave an organisation than less engaged staff. So if you want to reduce staff turnover, it’s worthwhile to take a look at exactly what’s ruining engagement and driving people to leave:

With this in mind, who you hire as a manager and the way you train them is absolutely vital for employee engagement. Audit your existing managers to ensure that they’re fit to lead, and be selective when hiring new ones. An effective manager prioritizes supporting their staff, leaving employees feeling far less disenchanted with their jobs. Furthermore, by implementing company-wide recognition programs, staff will feel more appreciated and motivated to work (rather than just motivated to find a new job).

3. More Productive Employees

As Albert Einstein once said, “The best creative work is never done when one is unhappy.” This remains true in the modern workplace, with overall productivity increasing by 20-25% when employees are engaged.

A big factor in reducing productivity and engagement is work overload and excessive stress. Some managers think that by setting more work and piling the pressure on, they’ll get better results. If you’ve ever felt overwhelmed at work, you probably know that the opposite is true:

It’s clear that stress is not an effective motivator. Instead, take a positive and constructive approach to each employee’s work to ensure that workloads are manageable. Implement effective and personalized feedback and communication structures that allow employees to raise any problems they’re having in a non-judgmental setting.

4. Happier Customers

Happy employees create happy and satisfied customers, and the numbers prove it: companies with a formalized employee engagement program enjoy 233% greater customer loyalty. It makes sense, really – if you’re unhappy at work, the last thing you want to do is have a chirpy, helpful conversation with a customer.

It’s worth noting that part of the reason for this is that engaged employees are often well-trained employees. Far too often, companies neglect thorough training programs in favor of ad-hoc and informal “on-the-job” style training.  This sort of training often delivers inconsistent results, with employees feeling they lack the skills and knowledge to perform their role properly: 28% of employees feel they’d be more productive with better training.

Meanwhile, employees who have received comprehensive training deliver superior customer service and achieve better results for their company. For salespeople, formal and dynamic coaching can improve their win rates by 28%. Furthermore, a lack of training frustrates employees and gives the impression there’s little room for development in their current role. Indeed, ongoing employee development programs beyond initial training periods are absolutely crucial; in a survey by CV Library, 31% of respondents cited a lack of development opportunities as the top reason for wanting to quit their job. If you want engaged employees, you need to invest in their future. After all, you stand to benefit too!

The Bottom Line: Employee Engagement is Worth the Investment

At the end of the day, your employees are more valuable and important to your business than any other asset. People spend a third of their lives at work, and it’s in your best interests to make sure they’re not miserable that entire time.

Management shouldn’t be about forcing as much work as possible out of employees at any cost. You want employees that are happy at work & want their company to succeed, rather than someone who’s looking for a quick exit because they’re unhappy.  By prioritizing employee engagement, you can enjoy all the above benefits: greater profits, lower turnover, more productive employees & happier customers…It really is a win-win situation!

To learn more about the importance of employee engagement, take a look at Achievers white paper The True Cost of Employee Disengagement.

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About the Author
Becca Armstrong Becca Armstrong is a content writer for MadMax Adventures, a purpose build outdoor activity center near Edinburgh, Scotland. They run corporate away-days for businesses that want to improve organisational performance by developing more cohesive teams, rewarding high performance or building relationships with valued customers.

 

 

why employees quit

Understanding Why Employees Quit

Knowing what makes employees quit — and then heading off those problems — is the goal of every HR department. While you’ll never be able to avoid individual events that disrupt the lives of workers and their families, it’s helpful to have an overview of preventable causes for employee churn. People leave jobs for several classic reasons, according to Harvard Business Review, all of which are somewhat predictable. The key is to understand each reason well enough to defuse it with a proactive intervention. Here are the main reasons workers cite for leaving their positions, and how you can slow this expensive leakage and build your employee retention:

They Don’t Get Along with Their Boss

This reason is the elephant in the room, and we can’t discuss employee retention without starting here. Gallup CEO Jim Clifton points out the primacy of management know-how: “When you name the wrong person manager, nothing fixes that bad decision. Not compensation, not benefits — nothing.”

When an exit interview or other feedback shows that you have a problem manager, you need to rectify the situation as soon as possible. If the person seems open to developing new skills, it’s often worthwhile to provide them with intensive management training. However, if real change doesn’t seem possible, you’ll ultimately save money by replacing them with someone who simply has better management skills.

Their Lives Take a New Direction

This may be unexpected, but research cited in Harvard Business Review notes that job-hunting rates jump by 12 percent right before a worker’s birthday. Researchers speculate that a person is often stimulated by the arrival of their birthday or another milestone to take stock of their life and see if their career is going in the direction they want. While you have limited input into this private self-examination, it’s helpful to incorporate a personal check-in along with celebrating your employees’ birthdays. Are they happy with their job? What are their current thoughts and ambitions?

Their Careers Aren’t Moving Forward

In today’s networked marketplace, your most talented employees are going to keep an eye on opportunities in their field, and Gallup’s 2017 report on the State of the American Workforce finds that 51 percent of them are ready to jump ship at any given moment by actively looking for a new job or watching for openings. Harvard Business Review notes that Credit Suisse responded to this tendency by having their internal recruiters cold-call employees to let them know about new openings arising within the company that they might be qualified to fill. This program ended up moving 300 employees into more challenging positions and saved the company $75 to $100 million in employee turnover costs.

They Don’t Feel Challenged

Human resources expert Susan Heathfield warns employers that they have to make sure their workers are actually using their skills and abilities, and Gallup’s report found that 68 percent of today’s workers feel they’re over-educated for their current positions. While this is related to building a career path, it’s not the same. A position may have a title that looks great on a resume, but if the day-to-day operations don’t actually feel interesting and engaging, the worker is going to be looking for the exit door. Heathfield notes, “Work closely with employees who report to you to ensure that each employee is engaged, excited, and challenged to contribute, create, and perform. Otherwise, you will lose them to an employer who will.”

The Company Lacks Vision

To keep great workers, you have to make it possible for them to feel aligned with a company vision that’s both meaningful and tangible. Gallup CEO Jim Clifton, in his foreword to the 2017 report, puts it succinctly: “Change from a culture of “paycheck” to a culture of “purpose.” Your very best employees are the ones with a powerful sense of internal motivation, and you nurture that motivation by showing them how their efforts contribute to the overall goals of the company. CNBC notes, “Some of the most successful companies are able to attract and retain great employees because they are great at communicating their vision all the way from the top down to the front-line workers.”

Their Efforts Aren’t Recognized

While it’s essential to give your employees the sense of purpose mentioned above, that alone is not sufficient. Even your top workers, who care passionately about doing a good job, still have a psychological need to be recognized for the effort they expend. Emotional intelligence leader Travis Bradberry comments that a failure to recognize good work is one of the biggest mistakes a manager can make. He writes, “It’s easy to underestimate the power of a pat on the back, especially with top performers who are intrinsically motivated. Everyone likes kudos, none more so than those who work hard and give their all.” Establishing a system for employee rewards and recognition is fundamental to nurturing those human resources that your company is lucky enough to have.

In today’s tight labor market, it’s more expensive than ever to lose a good worker. Josh Bersin of Deloitte points out that employees are “appreciating assets,” while the cost of losing one is generally about 1.5 to 2 times the person’s annual salary. Furthermore, the increasing team emphasis of many workplaces makes it harder than ever to integrate a new hire. Keeping your workers engaged is essential to running a successful business, and every manager needs to stay focused on this goal. To learn more about employee turnover, check out our infographic 6 Stats That Speak to Employee Retention.

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