Your company has grown, and you are in charge of a workforce of hundreds. Well first of all -congrats to you and your company. It's not easy to have a profitable business that can hire so many people. And I bet finding the right people wasn't easy.
Now consider how you're going to keep those people within the company. Not taking the time on building company culture, all the work you've put in hiring the current employees, might be in vain.
Employee engagement is more than just a new, cool concept in Human Resources Management. People spend two-thirds of their daily life at work. So, their need for work satisfaction is nothing but legitimate.
E mployee Engagement has achieved buzzword status. It is the cool thing to have, next to Big Data, AI, VR, and so on. But we're going to cut through the noise and give actionable tips and insight.
R ecruiting. It’s the bane of growing companies. While being in a position to be able to hire new employees is a good thing, recruiting for immediate needs adds stress and subtracts time from operations – time needed to run a growing company.
A s companies grow, they systematize processes and procedures to increase efficiency. We build out job descriptions based on roles, rather than individuals, and create standardized performance metrics that tie specific work activities and outcomes to compensation. This makes sense—company leadership doesn’t have time to individualize roles and there is often a need for a large group of people to perform acertain set of tasks. Job descriptions and metrics keep people accountable to the same goals and help weed out low performers. Yet according to Gallup’s State of the Global Workplace report, 87% of employees around the world are actively disengaged in their jobs.