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Employee Engagement & Retention Strategies

November 30th, 2014 Leave a comment Go to comments
Employee Engagement & Retention
Employee engagement illustrates the commitment and energy that employees bring to work and is a key indicator of their involvement and dedication to the organization. Employees who are engaged are more productive, content and more likely to be loyal to an organization. When organizations put sound HR practices in place, they are more likely to discover that employees feel satisfied, safe and will work to their full potential…and that means they are more likely to stay put.
HR Responsibility How it relates to employee engagement
Strategic HR Planning People are the main resource that organizations have for delivering services
Strategic HR planning links HR management directly to an organization’s strategic plan and that means that staff will have meaningful roles tied to the strategic direction of the organization
Strategically planning how your organization will meet its current and future HR needs and how people will be supported and nurtured within your organization is critical for success
Operational HR Planning At an operational level, organizations put in place HR management practices to support management and staff in achieving their day-to-day goals
Whether it’s determining how many employees are needed to deliver services over the next year or how performance will be monitored, the HR management practices and activities need to be planned to answer the question: “Where is our organization going and how will it get there?”
An operational plan ensures that employees are properly supported
Compensation and Benefits Though usually not ranked the most important, compensation is an important factor in job satisfaction
An employee who feels adequately compensated monetarily is more likely to stay with your organization
Developing HR Policies Policies and procedures both communicate the values of your organization and provide everyone with a consistent process to follow
Policies and procedures provide your employees with a process to follow and that knowledge can help them confidently approach situations, particularly difficult situations
Employment Legislation and Standards Provincial/territorial and federal governments outline the minimum requirements to ensure a safe and equitable work environment for employees
Job Descriptions Job descriptions are basic HR management tools that can help to increase individual and organizational effectiveness
A well-written job description sets an employee up for success by outlining their responsibilities and the parameters of their position
Job descriptions also show how an employee’s position contributes to the mission, goals and objectives of the organization
Performance Management Performance management is an ongoing process where the manager/supervisor and employee work together to plan, monitor and review an employee’s work objectives or goals and overall contribution to the organization
Motivates employees to do their best
Establishes clear communication between the manager and the employee about what s/he is expected to accomplish
Provides on-going, constructive feedback on performance
Establishes plans for improving performance, as necessary
Identifies the skills and abilities of each employee so that work assignments build on and reflect an employee’s strengths
Identifies individual employees for more challenging work
Assists and supports staff in achieving their work and career goals by identifying training needs and development opportunities
Contributes to the succession management plan so that employee skills are developed and employers develop the skills they need to fill an potential HR gap in the future
Learning, Training and Development Investing in training programs helps employees develop personally and professionally
Workplace Diversity Creating an environment where people feel welcome and safe from harassment and discrimination motives staff to perform
Absenteeism and performance problems decrease while productivity, morale and employee retention increases
Work Teams and Group Dynamics When you develop and support effective teams, you enhance the power and feeling of satisfaction of individuals working on the team
When a team works well, it means that staff trust one another and that leads to better sharing of knowledge and understanding
Conflict Resolution In a healthy workplace, there will be conflict
Having a conflict resolution policy and a process will mean that conflict is constructive and not destructive
Workplace Wellness Initiatives A healthy workplace means more than just warding off colds and the flu
It is more holistic and takes into consideration the physical, spiritual, environmental, intellectual, emotional, occupational and mental health of employees
Wellness promotion doesn’t just benefit the employee — an organization filled with healthy, balanced and fulfilled employees is a productive workplace that retains its employees
Employee Recognition Giving employees a sense of shared values and purpose by creating a relationship with them is important
When you thank employees you value them and that, in turn, is motivating
Updating staff on organizational issues through internal communications like e-mail updates and newsletters builds the sense of team and their value to the team
Staff-volunteer relations Develop a sense of team with staff and volunteers contributing to the organization’s mission
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