Getting Engaged

Why now is the time to show your employees that you're invested in a long-term relationship with them

Many American workers feel like they’re in a “marriage of convenience” with their current employer.  Since the recession, a lot of employers have acted like they’re a prized catch – their workers are lucky to have a job, given the economy and massive layoffs, and therefore little effort is necessary to nurture the employee/employer relationship.  But when the economy recovers and it becomes an “employee market” again, these same workers will be the first ones out the door.  
 

Like any committed relationship, what employees want most from their employer is to be appreciated.  In our new “Employee Attitude Survey,” the majority of American workers polled (56%) said that aside from compensation and benefits, being appreciated would motivate them to stay in their current position – even more so than an opportunity to advance their career (46%). 

So what should organizations be doing now to increase employee morale, engagement and retention?  There are several simple solutions, but it all boils down to one word: engagement.  Managers and executives need to get their people more engaged and open the lines of communication on everything from employee performance and development plans, to career paths and recognition for a job well done.  Our survey found that over two in three employees haven’t received useful feedback from their supervisors in the last six months.  And when people are not being given feedback and not being offered solutions to help in improving their job performance or in developing their careers,  they feel like their company and manager don’t have their best interest in mind.    

Employee engagement can be something as simple as walking over to someone’s desk who works for you and opening the lines of communication.  It should be an ongoing process in good times and bad, both frequent and proactive vs. a once a year performance review discussion.  And employee engagement doesn’t just benefit the worker, it benefits the organization as a whole.  A more engaged workforce is a productive workforce, and this leads to higher profitability and a stronger competitive advantage.  
 

So now is the time to engage your workforce.  Show top performers and high-potentials that you value them, that you’re invested in the long-term relationship.  It will make it easier to retain them as the economy improves.  
 

Julie Norquist-Roy is VP of Marketing for Cornerstone OnDemand.  She has more than fifteen years of enterprise software and media experience, working with fast-growth organizations in both Europe and North America.