I’ve been reading (and hearing) about this common concern in companies: finding the right people to hire. In non-construction sectors, the selection pivots on quality; within construction sectors, it’s about shortage.
Whether the issue is quantity or quality, though, as leaders we need to do better at keeping the employees we already have. We’ve invested in them, so let’s retain them.
After all, if we can’t retain our top talent—or even find it in the first place—what does that portend for your organization’s future?
Strongly consider creating a formal employee engagement strategy to attract and retain top talent.
A successful employee engagement strategy results in a culture that evolves into a great place to work. As a result, productivity increases, turnover is minimized, innovation flourishes, customer satisfaction rises, continuous improvement is commonplace, highly functional teams are created, and profitable growth is achieved.
This describes employees who are engaged. They feel passionate about their jobs, are committed to the organization, and put discretionary effort into the work the do.
No doubt you’re already contributing to high levels of employee engagement, but the question to ask yourself today is:
What are we not doing that we could be doing to attract or retain top talent?
Or maybe a better question is:
What are we doing, or not doing, that’s contributing to employee disengagement?
Once you commit to a formal employee engagement strategy, then create action plans that address these and many other questions.
Having a formal strategy might not solve your problem of quality or quantity short-term, but it will help retain your good employees and put you on the path of not having to worry about them long-term.