Per the Gallup State of the American Workplace report, only 33% of American employees today are engaged at work; and 51% are actively looking for a new job. Keeping your best employees (and attracting the best new ones) requires a strong employee engagement program.
Does your program have what it takes?
To find out, see if you can answer these 12(ish) questions:
- What are the company’s goals?
- What positive impact does the company intend to make on its industry or community through those goals?
- What are the goals for each position, and how do they align with the company’s goals?
- How will each position contribute to that positive community impact?
- What are the possibilities for progressing within the company? Is there more than one path?
- How does the company recognize and reward employees who contribute to the company goals or make that positive community impact?
- Is there a mechanism for employees to recognize each other for their contributions?
- Are managers hired or trained for their coaching skills?
- Is continuous feedback a part of the culture here (as opposed to the dreaded annual review)?
- How actively engaged are management team members? How many of them have been recognized by their peers for their impact?
- How will this position enable me to use my greatest strengths? And how will it enable me to stretch and find new strengths?
- How flexible is the physical work environment? Can an individual adjust it to increase his or her personal productivity?
Investing in a strong employee engagement program (and knowing how to talk about it with employees and candidates alike) will make you a competitive employer.
How engaging is your program?