Are your employees engaged? Do not wait for your employees to quit before finding out.
Managers may be evaluated by their employees occupational wellness, a sometimes hazy calculation that measures employees' professional and personal contentment. The connected concept of employee involvement, which measures employees' commitment to their company's success, is not as common. Only 15% of U.S. employees feel engaged, while 71% of executives consider employee engagement essential for their success.
Employers are not happy that 70% of U.S. workers are unhappy in their jobs.
What is the cause of all this? The possibility of a better job elsewhere and developmental stagnation at work are often referred to as a higher pay role, but also as one that offers a path toward professional and personal growth and upward mobility.
Let's not just list all the errors. Let us assess your company's employee engagement and development efforts.
Many employees feel dissatisfied at work, and the pandemic has only made matters worse.
This article aims to provide a simple plan to assess your employees' engagement and take targeted steps to create the kind of workforce that will thrive and survive in today's market.
Common mistakes in corporate career development
When researching employee retention for our startup, we discovered a few common and recurring flaws in career-development practices that will be familiar to most Fortune 500 companies as well as scaling high-growth startups.
Our focus was on how companies align their skill needs with their workers capabilities and aspirations. We also examined their strategies for advancing employees to jobs that are both desirable and important to them.
We identified three areas where behavioral design was failing: The strategic framework for employee engagement, advancement and implementation; the process and templates; and the goal setting and reward systems.
We examined the company's strategic framework. This included upskilling, tuition reimbursement policies and spending; individual employee future-fit assessments; tools to help employees model and advance their career paths; and early-incareer and diverse-hire career progression programs.
We examined the following: onboarding, employee performance and development cycle; feedback from managers; succession planning.
We examined the goals and rewards of managers and VP-level employees in order to determine if they were setting or pursuing their career aspirations.
This employee development survey is available
Let's take a look at your company's engagement and employee development efforts. Can you answer yes to any of the following questions?