Between the winter and the continued economic struggles, many employers are being lulled into thinking that all is well in the workplace. Turnover is down or non-existent, revenue generation is coming back ever so slowly, and costs have been brought in line. All of this can certainly give companies and organizations the impression that everything is on the upswing and “Life is Good”.
The problem is that when we come out of this economic recession, many people will start looking for other opportunities and in most cases; the good opportunities will be made available to your good people. People are not usually changing jobs for financial differences, but relationship differences. The relationship between the manager and employee is the key to retention of good/great employees.
The main reason for leaving a company is the fact that the manager is either doing something wrong or is just not providing the feedback needed for personal development and advancement. Managers must exhibit an interest in their people; learn to understand what motivates their staff, provide a realistic career path for advancement, and to maximize the talents of their key employees. Leadership and Management Development Programs are designed to teach people the skill sets and competencies that are needed to develop high performing employees in the workplace. Read about these programs here, but let’s get back to engagement….
High performing employees are not always the highly engaged employee. Managers must make sure that all employees are engaged and the key employees must be well aware of how their value contributes to the overall success of the Business Strategy of the company or organization.
Keep in mind, low turnover does not reflect high employee engagement. It doesn’t, but it can! You still need engagement driven by management.
How To Take Action