Leaders need to give employees reasons to stay
Business leaders who aren’t doing everything they can to keep great employees risk watching them walk out the door.
Nationwide, our research shows roughly one third of employees are considering pursuing a better job elsewhere. And keep in mind, we’re studying organizations that either qualify as Top Workplaces or aspire to get there.
What makes employees want to stay? When organizations focus on what really matters – connection, alignment and effectiveness. Healthy organizations thrive when people feel connected. Whose responsibility is this? Senior leaders. It is their role to ensure employees understand where the company is going and how it is getting there.
Biggest challenge: Labor
Connection should be a big concern for employers, because hiring and retention are not getting easier. While pay and perks can offer some happiness, they are part of what we consider “Me” factors in workplace engagement. What matters more are the “We” factors. With that connection, employees are willing to invest more of themselves. Without it, they are more likely to underperform or leave.
Organizational health pays off
Engaged employees are motivated to do great work, loyal to the organization and recommend the organization to others. Lack of engagement hurts productivity, hiring, retention and, ultimately, it hurts profits.
Those who “got it” years ago are well-prepared, while organizations without a solid retention plan are probably in trouble. Workplace culture and employee engagement are more important than ever before. When you combine the “Me” and the “We,” you’ve got the recipe for the organizational health to serve up long-term, sustainable performance.
Doug Claffey is founder and chief strategy officer at Energage, a Philadelphia-based employee survey firm. Energage is The Washington Post’s survey partner for Top Workplaces.
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