More than 60% of U.S. employees surveyed said their company doesn’t have an employee engagement strategy. 40% of human resource professionals also agreed that it doesn’t exist. With 71% of employees saying they’re open to leaving their jobs, engagement has become a strategic imperative for leaders.
- You Need A Strategy To Engage Your People: Many organizations still do not view people and culture as strategic assets. In those organizations, HR’s primary goal is to ensure people get paid, roles are filled and benefits are administered. HR may be charged with measuring engagement, but they are not in charge of fixing it. That responsibility falls on the managers, rather than HR, to fix it for employees.
- Assign Your HR Team the Responsibility of Leading an Engagement Strategy: Engagement programs shouldn’t operate in silos. When aligned under a coherent, integrated engagement strategy, they can drive more collective impact. Well-being programs tout employee engagement as one of the strongest benefits. To have an effective strategy for engagement, a single organization needs to be clearly charged with developing it.
- A strategy that doesn’t have a good communication plan is the same as not doing anything at all: One reason for the employee-HR perception gap is that only 25% of employees surveyed believe their company does a good job of communicating about engagement opportunities. The cost of poor communication can be as high as $62 million for companies with 100,000 employees or more. For an initiative to be perceived as important, it needs to be communicated across every channel. It’s critical to include a communications plan as part of a solid engagement strategy.
- Companies with strong engagement strategies and missions outperform others: In this age of employee choice, companies need to have a clear, integrated strategy for engaging their employees. It should begin with what the purpose of the organization and clear, defined goals and objectives for their culture. There should be a unified measurement for which initiatives are working and which ones are not. Most of all, it’s a culture that leaders can be proud of and can point specifically to the team that helped create it.
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