Motivate and Retain Top Talent Preview

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www.starleadership.us service@starleadership.us 856-258-9022 Written By: Peter Adebi Professional Development Series HOW TO ENGAGE, MOTIVATE AND RETAIN TOP TALENT Preview

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What We Will Cover The role of culture in cultivating engagement Trends in employee engagement Management practices that reinforce engagement Keys to motivation and retention Benefits of an engaged workforce Strategies to improve engagement and retention Preview

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What is Employee Engagement? Employee Engagement refers to a worker’s willingness to voluntarily and optimally invest his or her capability and an employer’s commitment to providing the necessary tools and support for the good of the organization. Preview

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Three Types of Employees Reference: Gallup Management Journal, January 13, 2005 Engaged Employees: Highly dedicated employees who constantly seek ways to improve their contributions to their employer. They work with passion and feel a profound connection to their company. Not-Engaged Employees: These employees put in time at work but not enough interest, passion, or energy. They simply go through the motions or “sleepwalk” through their workday. Actively Disengaged or Disgruntled Employees: Not only are these employees unhappy with their employer, they are busy acting out their unhappiness. They put the organization at risk by undermining its efforts. Preview

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Benefits of an Engaged Workforce Only 16% of employees worldwide believe engagement levels are high within their organizations.—Melcrum, Employee Engagement Survey (2005) 16% of the US workforce is actively disengaged, costing the US economy upwards of $300 billion in lost productivity.—The Gallup Organization, Employee Engagement Index Survey (2007) Increasing employee engagement by only 5% can add 2.4% to a business' operating margin; for a $3 billion business, this represents an additional operating profit of $25 million.—Towers Perrin, Talent Report (2004) Employees who are most engaged perform 20% better and are 87% less likely to leave the organization than those who are not engaged.— Corporate Leadership Council, Employee Engagement Study (2005) Employee Engagement Facts Preview

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Benefits of an Engaged Workforce Engagement case studies II The extent to which employees are engaged at work has a dramatic impact on their physical health and psychological wellbeing.—Gallup Organization study (2005). 62% of engaged employees feel their work lives positively affect their health. 22% of actively disengaged employees feel their work lives positively affect their health. Gallup Study: Unhappy Workers Are Unhealthy Too (2005) Preview

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Practices that Reinforce Engagement Hiring process I Behavioural interview: Research shows that statements received from a candidate during a behavioural interview yields a 55% prediction rate of future on-the-job behaviour, while traditional interviewing has only a 10% prediction rate. Peer interview: In addition to interviewing from an in-depth understanding of the job, peers can assess a candidate’s potential to fit into their team. This is critical to engagement and the new hire’s success. Contact us for assistance with creating your Behavioural Interview Questions. Preview

To learn more : 

To learn more To learn more about the steps for building a high-performing team, visit Star Leadership® at www.starleadership.us Contact the author at padebi@starleadership.us