A Gallup poll found that only 31.5% of U.S. workers reported they were engaged in their roles in 2014 – a disturbingly low number, especially when one considers that it was even lower (29.6%) in 2013.

Finding effective and innovative ways to engage employees in an age where competitors have more access to talent than ever before can be difficult.

Deciding which tactics are the most viable when time does not allow for trial and error can leave the HR function scrambling to retain employees and terrified of attrition.

The landscape of employee prospects is transforming, and demands an accurate engagement strategy implemented by human resources.

The Corporate Leadership Council [CLC] found in a study of performance and retention through engagement that strongly non-committed employees had a 9.2% probability of departure within the next year, while the probability of strongly committed workers leaving was just 1.2%, and that every 10% improvement in employee commitment to their roles decreased their chance of leaving by 9%.

Inspiring future leaders through engagement investments
Forming sustainable leaders in your organization is key to the future growth of the workforce, and engaging employees through leadership training is a great investment both for the present and the future. Focusing time and attention in this area will not only increase the level that employees are “switched-on,” but allowed them to feel valued by their organization as it works to advance their personal learning and development.

Achievement recognition through rewards and praise
Employee engagement through recognition does not have to be financial, and verbal praise can be just as effective as physical rewards. Encouragement from both the executives and HR personnel can rapidly increase employee happiness, and leave staff with a willingness to work and succeed for their company. That being said, all employees respond well to physical or financial incentives from time to time, and setting office goals that reward the best work can be great strategies for advancement.

Non-traditional team-building
The concept of gathering the workforce outside the office for the day is overdone, and many staff dread the prospective of spending their day doing bonding exercises when they could be at their desk finishing their own projects. The workforce has become a more casual place to be, and strategies to increase engagement should reflect that. Allowing for a longer lunch once a week or month and encouraging staff to get together over coffee can be a welcome break from duties as well as further engagement and office communication. It does not take the weeks of planning and paperwork that out-of-office team-building days do, and it is far more cost effective.

Mentorship roles between established employees and new hires
This is another great tactic for building sustainable leaders, or just to ensure the development of existing and new employees. Mentor roles are rarely used in most organizations, but those that do have them report massive successes in engagement. The CLC study found that an effective mentor increases discretionary effort by 25.5%, allowing employees to feel connected with their company as they begin to learn through the eyes of another.

Employee engagement strategies should always be an integral part of your people operations function.

Consider which tactics you think could benefit your company, and revitalize your engagement levels to increase your chances of finding and retaining the right talent.

© New To HR