Brian Formato rightly said, “Aim to engage your employees and your retention number will improve”. Good (—) ladies and gentlemen. I am here to speak a few words about how employee engagement results in high retention. Employment engagement indicates to what extent an employee feels passionate about their job, is committed to the organization, and has put discretionary effort into their work to move the company forward. An engaged employee is also a retained employee. They feel connected to the company and their work, resulting in better performance and retention in a particular job.
Employees generally seek to grow and learn new things by the passing of days in their job. Employee engagement lets the employee explore all levels of their jobs and seek new opportunities within their jobs. When such opportunities are given, even with a basic salary, the employees feel good to do the job instead of doing a dictated or monotonous job.
Today, organizations are seeking the help of HR to help their employees achieve employee engagement.
Employment engagement can be obtained through social cohesion and interpersonal relations, by being supported by the supervisor and higher authorities, by having common visions, goals, and objectives, and by gaining trust. The management should make sure that their voices are heard and that their opinions matter for the growth of the company.
Some distinctive features that can be seen in an engaged employee are optimism, team-oriented behavior, passion for knowledge and learning, selflessness, solution-oriented behavior, etc. We can also observe that these people pass credit but take the blame for their actions. They can be relied on and be held accountable for company matters.
The authority should make them feel that they are a part of the plans of the company. Job rotation would be a good way to take away monotony and to make them equipped with the work of different departments. This will give them an overall idea of what all the company does. They should be provided with formal opportunities like performance reviews, goal-setting, training, employee surveys, etc, and also with informal opportunities like mentoring, coaching, career development discussions, company social events, personal crises, etc.
Lack of employee retention or labor turnover mainly takes place due to lack of opportunity for growth and progression, overtime and overwork, lack of feedback and communication, lack of recognition, not giving opportunity for decision making and matters of the organization, etc. The employee is the best method of keeping turnover at check.
Employee satisfaction and employee engagement are two different terms. If a company offers an employee with a good salary and expects a minimum outcome from the person, the person seems to have job satisfaction. In employee engagement, the work and performance that the person gives are remunerated. When the employee is engaged, they feel more connected to the organization and begin to have honesty and dedication towards the organization. Thus the person will not quit or go about looking for other jobs, thereby increasing job retention.
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Mark K. Stafford is an American English writer. He was born in Los Angeles and earned a BA from the University of California. He is a passionate author who wrote on Essays, Poetry, and Journalism. Now he writes full-time books and articles for TheWordyBoy.