In today’s job economy, unemployment is low, competition is high, and turnover is expensive. Many employers struggle to keep their employees from leaving for greener pastures. They’re asking the same questions: Why do our people go? And why do they stay? It’s frustrating when the only answer seems to be increasing employee compensation. While compensation is undoubtedly important, if we focus strictly on salaries, we miss one of the most important drivers of employee loyalty: engagement. Engaged employees are easy to recognize. They’re the ones who are energized with confidence and positivity. They don’t just get the job done, they go above and beyond. So how do you master this elusive employee engagement? Clear career paths Employees are motivated by a variety of factors, but our research shows that not having a clear career path is one of the major culture drivers for why your workforce may be unhappy. How many times have the managers and leaders at your company expressed disappointment that an up-and-coming employee is leaving because you had “big plans” for them? Did the employee know about those big plans? Employees who don’t have a sense that they can grow at an organization are likely to leave. When you provide a well-defined career path, employees not only understand the possibilities on their horizon, but they also know they’re more likely to have access to professional training and development for their next role. Established expectations Most managers believe that their team knows what they should be working on and why it’s important. However, there is often a gap between what the manager thinks and reality. A lack of consistently communicated expectations causes that gap. The most effective way to bridge this gap is for managers to tie performance expectations to the company’s strategic plan. Most organizations have a strategic plan, but too often that plan is known only to members of the leadership team. As a result, employees have a hard time connecting their performance to the company’s long-term success. Share your strategic plan with your entire team and use it to map employee’s performance expectations. When someone Read More »

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