A challenge many organizations face is retention. You put a lot of effort into the hiring process to select people who possess high performance potential, only to have those people leave after a short time with the company. The result is a lot of wasted money, time, and effort. And you’re further away from your organizational goals.
There are a lot of factors that can contribute to a high turnover rate, but what you may be overlooking is the amount of engagement you foster in your new hires once they’re in the job. In everything from onboarding to annual reviews, you should be working to enhance the relationship between your employee and your organization. When you focus your development programs on building commitment, you might find higher retention in your top talent.
Our top 5 tips for engaging talent
Understand what employee engagement is
Engagement refers to the connection your employees have with the organization. Employees with a stronger connection are more passionate about their job, more likely to be productive, more likely to be an advocate for the company, and less likely to leave.
Define your organizational purpose
Clearly defined values and organizational purpose go a long way toward high employee engagement. Make sure your employees feel like they are working with you toward a common goal. They are more likely to be interested in a long-term working relationship with you if they feel their values are aligned with those of the organization.
Give your employees a voice
Your employees want to know they are valued. So ask them for their input and then act on their suggestions. Get to know them. Demonstrate true interest in who they are and recognize them for what they’re doing well. Employees who feel like their thoughts and opinions matter are more likely to be invested in their jobs and in the organization.
Consider job design
Make sure the job roles within your organization are significant to your overall goal or purpose. Employees want to know they’re making an impact and the work they’re doing has value. Build in a development plan for each role that includes training, opportunities to acquire new skills, and the ability to give and receive feedback.
Look at retention from multiple angles
There is no single answer to a retention issue. Working on improving engagement can certainly help, but it’s not a quick fix. Look at everything from external factors and availability of talent in the labor market to how you’re structuring your selection process to bring in the right candidates. Retention should be addressed from multiple angles.
How Talogy can help you better engage your employees
Pick the right people
Engagement starts with selection. If you’re not hiring for best fit from the start, you have a lower likelihood of people staying at your organization. Talogy’s robust selection solutions can be tailored to your specific needs to ensure you’re identifying the candidates who will be the right fit for your organization long-term.
Implement an engaging development program
You hired the best — now encourage them to stay. A development program should be designed with employee engagement at its core. Talogy’s sustainable and unique development solutions help organizations drive performance and enhance engagement, equipping individuals, teams, and leaders with what they need to thrive.
Train your leaders to be inclusive
Employee engagement often relies on how inclusive and engaging your leaders are. Leaders have a huge impact on the overall climate and culture of your organization. Talogy’s expert consultants can objectively evaluate the performance and impact of your current leadership, and then implement a development solution that includes interventions like inclusivity and emotional intelligence training.
Customize a complete solution
Engagement and retention are complex issues, and the solution is never the same from company to company. That’s where we come in. We can customize a complete talent solution for your specific hiring and development needs — for every level and stage across the entire employee lifecycle.
Average staff engagement score rose from 58% to 69%
Transforming leadership at London South Bank University
How LSBU partnered with Talogy to implement a development program that enabled leaders to be more empowering, hold others accountable, promote openness to change and innovation, and inspire and engage those they lead
The Caliper Profile helped me determine what a Marlin top sales rep looks like, and since we began hiring from that model, our turnover has dropped from nearly 50% to 16%.
Chief Sales Officer, Marlin Leasing
Engaging and retaining talent with the Caliper Profile
When leaders have a better understanding of an individual’s personality and motivations, they can help keep the individual engaged and performing at a high level. With the Caliper Profile, managers can easily see how well someone fits into the job role and develop effective strategies to prevent unwanted turnover.
Talent management solutions from start to finish.With constant innovation and endless creativity, Talogy crafts solutions that encompass screening, selection, and development — for every employee level. Talogy can help you customize a complete talent management program. Solving for the talent challenges of today and tomorrow.
At Talogy, we ensure you discover brilliance through your talent management solutions. Explore our testimonials and customer stories to learn why organizations like yours choose Talogy as their trusted talent management partner.