3 Factors for Improving Employee Engagement

The problem in talent today is that we don’t focus on engagement where engagement lives: on teams and with team leaders. We’ve been so focused on managing talent that we have overlooked how to activate talent – which starts with where work is actually happening.

The ADP Research Institute study Fixing the Talent Management Disconnect reveals that the number one reason people choose to leave a midsized company is due to a poor relationship with their direct manager. Further, the Gallup report, State of the American Manager estimates that 70% of variation in team performance is due to the team leader.

Let’s face it, people don’t always become managers because they want to lead others. Managing a team is frequently added to one’s responsibilities as they excel at their role and progress through their career. But people who are good at their job, aren’t always good at managing others so they need to be given the tools and education on how to better lead and engage their workforce.

In an environment where the economy is near full employment and organizations are fighting to recruit a small segment of available talent, it only makes sense to put additional emphasis on developing and engaging the skilled talent you already have. 2017 Gallup research shows that high engagement leads to 21% higher profitability, 20% higher sales, 70% reduction in safety incidents, and 24% lower turnover.

So, how do you start? It’s important to consider what engagement is. We define it as the conditions needed for people to do extraordinary work.

Find out three tips to ensure your providing those conditions to help engage and retain your top talent in this recent byline by ADP’s Amy Leschke-Kahle in TLNT.

This article was originally published on ADPs Connect  http://bit.ly/2oJb1eG

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