Employee Engagement and Surveys

We came across this post on Mike Morrison’s blog and wanted to share it with our subscribers and clients.  Mike makes some very good points.  You can’t create an employee engagement or talent management strategy if you don’t understand the issues.  So often companies charge head with well-intentioned plans that fall short.  Instead of motivated, engaged employees they end up with a  skeptical and jaded workforce.  Much of this can be avoided if companies strategically hire people.  In short…

1) Understand the kind of people you need to grow profitably and competitively

2) Quit interviewing to validate resumes and start interviewing for performance predictability

3) Survey to understand the “real” workforce issues

5) Create a talent and retention strategy the accounts for generational issues and with an eye toward the future

Thanks Mike for the good info here ….


Aging Parents Can Impact Retention

This Wall Street article is an excellent example of the kinds of issues Strategic Employers embrace and leverage for retention.  A good chunk of the corporate management corps will have to deal with aging parents.  They will look for employers who recognize and support this need when it arises.   How companies react to this issue will also be closely watched by the younger generations.  They know that one day it will be their turn and they especially want to associate with employers who allow them to integrate their lifestyle with the demands of work.  As the labor pool shrinks and top talent becomes harder to find, Strategic Employers will have to pay attention to these issues if they want to attract and keep good people.