What it comes to helping your employees plan their career, you have many options available to keep them engaged within your organization. These include career planning, development plans, learning, mentoring, and succession planning. Both employee engagement and retention are strong reasons to participate in these activities with your employees.
According to a Gallup poll, employee engagement differs between different segments of your employee population. Engagement is highest among managers (38.4%) and lowest among millennials (28.9%), and there is value in looking at these numbers and knowing if your workforce is simply not engaged or actively disengaged. There are many causes of this level of disengagement, and according to Forbes, the biggest cause of this is when companies fail to consider the employee’s life outside of work and don’t treat them as a person.
Some things to keep in mind when addressing employee engagement include:
- Engagement starts at the top.
- Mission and vision statements are a way of living.
- Create harmony between the “dual lives” of employees.
- Communication is key.
- Invest in your employees’ future careers.
Low engagement of employees can also have an impact on employee retention, and some other factors you can look at to assist with retention include:
- Job fit
- Career opportunities
- Work environment
With both employee engagement and retention, your investment in your employees’ careers and opportunities is important. So acknowledging your employee’s life outside of work is not only a benefit when keeping them engaged but also reaps benefits when creating their succession planning and career development. Catch our blog to see other ways to make sure that you turned disengaged employees to engaged employees.