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Evidence states that the lost productivity of actively disengaged employees costs the US economy $370 BILLION annually. Indications show that in 2011, the number of employees voluntarily quitting surpassed the number fired or discharged.The clues confirm that dissatisfied workers cause greater absenteeism and lower productivity in an organization. If sources are to be believed, 2012 will be a more challenging year for retaining and attracting top talents 75% of leaders have no engagement plan or strategy even though 90% say engagement impacts on business success. Read more to find out how to retain employees happily.
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‘I QUIT’When employees say
Evidence states that the lost productivity of actively disengaged employees costs the US economy
$370 BILLION annually.* Gallup Management Journal, 2011
Indications show that in 2011, the number of
employees voluntarily quitting surpassed the number fired or discharged.
* US Bureau of Labor Statistics
The clues confirm that dissatisfied workers cause greater absenteeism and lower productivity in an organization.
*Gallup poll on employee turnover
If sources are to be believed, 2012 will be a more challenging year for retaining and attracting top talents
Blessing White, 2011 Employee Engagement Report
INTERROGATION REVEALS TOP REASONS
Career advancement 32%Job security 2%Pay/benefits 22%Work environment 17%Flexibility 8%Lack of fit to job 20%
* Gallup Management Journal, 2011
75% of leaders have no engagement plan or
strategy even though 90% say engagement impacts on business success * ACCOR
Investigations
72% of US workers are not engaged in their work. Defined essentially as ‘sleep walking’ throughout their day * Gallup Management Journal, 2011
Suspects are disengaged
80% witnesses, basically senior HR professionals have given their statement that employee engagement is high priority in organizations today.* From a global sample of 60 corporations the Corporate Leadership Council
Frequent appreciation of great work
gives employees a reason to repeat this behavior.
Mind it!
1
Recognition of potential talents
in employees besides work is a great way to bond with
them.
Try discussing their individual interests and personal goals in formal
meetings.
2
Don’t only reward accomplishments or
achievements every time.
Recognize the journey of their failed efforts that laid
down the path to success later.
3
Nurture relationships with your colleagues. Regularly interact with your team members, provide constant guidance, coaching and feedback outside your board room.
4
Give them ample opportunities to lead projects or task forces.
Its good to make them feel part
of something big and important.
5
Investigation is still ON!
Case registered under Social Reward & Recognition files…
