Employee Engagement Leads to Higher Employee Retention

By Aatmika Bharadwaj, 3EA
Employee Engagement Leads to Higher Employee Retention

Seamless and optimal functioning of an organization depends to a great extent on its employees and their commitment towards work. In other words, 'engaged employees'. A situation where all the employees are constructively engaged in their own work and also take keen interest in the organization's activities refers to Engaged Employees one who is focussed, open to learning and enjoys his/her work. An engaged employee is one who is satisfied with his work and look forward to continue his/her association with the organisation. An engaged employee will also be proactive in accepting new responsibilities and looks forward towards a long term association with the organization. Simply put, employees who are engaged with their organisations, are less likely to leave their job as they also have an emotional commitment to their job. Researchers have already established there is a direct correlation between employee engagement and employee retention.

Research results suggested that engaged employees are 87% less likely to leave their organisation.

Following are measures that organisations can take to ensure their employees are more engaged and consequently, retained for longer:

1. Identify what would 'engagement' be defined at their organisation: Engagement is not merely about attempting to turn an organization into a 'happy place to work'. It essentially requires reaching down to the team and individual levels to identify and create engagement initiatives that their particular organisation's teams/employees would relate and benefit from.

2. Intangible & Emotional Connect: This is achieved when organisations are successful in creating a sense of common purpose and mission among their employees. Companies that are successfully able to engage their employees at an emotional level keep their focus on driving the companies vision and mission among workers on an ongoing basis.

3. Multi Level Focus: It is imperative for engagement to be optimally crafted, measured and monitored at not just the organization's, but also the team's and individual's level.

4. Linking team manager's compensation to team's engagement: Increasingly, organisations are adopting a compensation structure where managers have to focus on engaging their teams as one of their core responsibilities. Higher accountability is placed by linking a team leaders compensation to their team members engagement, and it sends a powerful signal about the seriousness of engagement efforts.

5. Replacing 'Exit' Interviews with 'Retain' interactions: Retention interviews are fast catching up as an encouraged practice to try and retain valued employees by assessing their needs and if mutually acceptable, learn and offer the employee what it would take for him/her to continue at the company.

No more is engagement just limited to HR, rather the entire leadership teams of successful organisations is being proactively involved in ongoing employee engagement and retention practices. A positive organisation engagement is attained by continuous, ongoing employee engagement efforts.

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Article by: Aatmika Bharadwaj, 3EA