A recent Aberdeen poll found that 83 percent of employers have low engagement levels among employees, with the biggest challenge being a lack of ability by leadership to define engagement in a meaningful way. This and other reports highlight a growing need for firms to accelerate professional growth holistically, so they can help workers realize their strengths and leverage them to develop their own career path. One tip for achieving this is to adjust managerial mindsets to develop processes to engage workers and those they desire. A second strategy is to give employees, particularly millennials, a sense of purpose in their jobs with a specific mission and vision. Also recommended is cultivating more effective leaders by implementing processes that support first-time managers. In addition, employers should help managers impel clarity and alignment by practicing regular check-ins with their direct reports, clear communication and goal setting. Finally, recognizing employees for good work also should be embedded within the workplace, as should a culture of regular feedback.
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Tags: retention , Talent Management , Succession Planning