Retention and Hiring Metrics Audit & Build

Employee engagement is imperative and no longer an option.

Companies Doing It Right Are Continuously Asking Themselves:

Why do our best employees stay and what should we do more of?
What do we need to do to continue to attract the best talent in the market?
How can we build lasting engagement through extensive data use and analysis, surveys, and anonymous feedback?
Are we having fun? Do we have a stickiness with our employees?
How are we encouraging a healthy work-life balance?
Are we being transparent with our people?
Are we continually improving and growing our people?

The best companies know that fostering community and encouraging philanthropic work creates positivity, a sense of purpose and team bonding to encourage their employees to participate.

21%

greater profitability is shown by highly-engaged teams.

4.6x

more likely to perform best work when employees feel their feedback matters

89%

of employees at companies with well-being initiatives refer others to their company.

43%

of highly engaged employees receive feedback at least once a week

2.5x

Greater revenue for companies with engaged vs unengaged employees.

21%

greater profitability is shown by highly-engaged teams.

4.6x

more likely to perform best work when employees feel their feedback matters

89%

of employees at companies with well-being initiatives refer others to their company.

43%

of highly engaged employees receive feedback at least once a week

2.5x

Greater revenue for companies with engaged vs unengaged employees.

Employees Are Traveling Elsewhere.

Companies can no longer settle.

Employee engagement is taking center stage in the business world. No longer pushed as a responsibility of the HR department, we are building retention plans that are an integral part of companies’ business strategy. Working with companies year after year on these topics, it is increasingly clear that unhealthy and unengaged employees are taking a toll on productivity, morale, innovation, and the direct bottom-line.

Employee engagement continues to be a challenge for businesses small and large. The demands and expectations of today’s diverse, multi-generational, tech-driven workforce demand a more flexible, values-centric work environment, one which most companies are just beginning to invest time and resources to developing.

We have seen time and time again that fully engaged employees who show up every day with passion, purpose, happiness and commitment can take a company to new performance levels.

Engagement is how employees FEEL about why and how business is done every day.

The Top 9 Ways Companies Effectively Engage & Retain Key Employees:

Make professional development & continuous learning a top priority.

Have employees select books, articles or videos that offer insight directly connected to their work. Cross train employees across different departments on projects outside of their typical scope. Discuss how your employees are going to implement their new learnings into their daily, weekly and monthly work.
It starts with recruiting and hiring

Hiring the right, top talent is the first step to improve retention. Find and build a team of extraordinary people. If you hire too many average performers or people who are not a good culture-fit, you’ll lose your A-players.
Know why people STAY at your organization.

Ask your high performers what they look forward to when coming to work, what are they learning and what else would they like to learn, and what are some of their challenges. Use that information to learn how to easier and better attract, engage, motivate and retain top talent.
Make day 90 as important as day 1.

Onboarding goes beyond the first week in the role. Have a comprehensive onboarding plan built out for the 90-180 days with clear goals and expectations.

DOWNLOAD THIS LIST AS A PDF

Turn failures into opportunities.
Have employees articulate what they learned from mistakes they have made on a monthly basis. Seeing failures as opportunities for improvement can help build resilience and foster a culture of continuous learning.
Encourage flexible career paths.
Millennials in particular are not just interested in climbing the corporate ladder, but making lateral career moves in pursuit of purpose and fulfillment. Discuss your employees goals each quarter to understand how you can help them achieve those goals.
Break routine.
Encourage employees to mix things up to help foster creativity. Try a new technique to see if it helps improve a process, conduct sponta- neous brainstorming sessions for a new product, or schedule meetings offsite for a change of scenery.
Offer work flexibility.
Not only Millennials, but all generations today are seeking flexible work schedules outside the traditional 9-5 workday. Companies should be proactive in creating that work/life balance, such as offering wellness days, telework options, floating holidays or volunteer days.
Make “people time” a priority.
Employees want to feel heard and supported in their organization. Have managers dedicate time to motivating, inspiring and coaching their team, not just reviewing an employee’s tasks list. Determine what coaching success will look like for a Manager and add those metrics to your managers’ perfor- mance evaluations to measure their success.

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