Global economy has created a whole new level of competition for talents. In 2013, a Gallup study showed that only 13% of employees were engaged at work. It means that only 9 out of 10 workers are either just going through the motion of their daily jobs or they are actively seeking another job.

Why you should care about employees engagement? The previous study further suggests that engaged people are more likely to stay at a company, significantly more productive and delivers better quality of work compared to people who don't!

So what can you do to maximise your employees retention and engagement?

1. Design Jobs with Growth Opportunities

People only could grow in environments that allows them to learn and develop their skills. When creating job descriptions, show a clear path to any possible promotions in the organization, receiving feedback from others to improve their skills and opportunities to work on teams. Creating an opportunity for the employees to grow outside of the organization also would help employees to be engaged and stay motivated.

2. Monitor Job Satisfaction

Satisfied employees = Loyal employees

There's a consistent findings within organizational psychology that found satisfied employees are less likely to leave the company. Monitor your employee's satisfaction with frequency using both quantitative and qualitative means. The tests would help you to detect and improve certain area of the workplace that you might have missed out. 

3. Maximise "Employee Embeddedness"

Evaluate the level of connection each employee has with the organization and job, including how they fit in the workplace, richness of personal connections and what would the person need to let go if they left. You would have better understanding about the employees and makes the employees feel more connected to the organization. The more embedded the employee, the more likely they will stay.

4. Manage Early Interactions

Impressions form fast, especially when we meet new people. Our first few hours of impressions would affect the relationship between you and that person for the next months. Provide a clear and early communication about the work culture and values, so your employees would have more understanding about the workplace and wouldn't feel lost during their first few days.

5. Develop Great Leaders 

Employees want leaders that are committed for a long haul and could help the team to grow. A significant predictor for an employee's retention is the longevity of the employee's direct manager. 

By taking proactive measures to ensure that your employees are engaged, you could save your company a great amount of money in terms of costly salary and training expenses! 

Source: PIWorldwide