Monday, March 26, 2012

Employee Engagement: A Universal Goal

ICC is very excited to have Nettie Nitzberg as this week's guest blogger.  Nettie is the founder and principal of WOW! transformations, a talent development consulting firm. WOW! works with organizations to optimize the return on their talent investment.  
“Employee engagement is more than just an initiative or program started by Human Resources,” said Dean Debnam, CEO of Workplace Options.  “Keeping employees engaged should be a key component of every business strategy.  An engaged staff is a productive, happy and profitable staff.”
  • Fewer than half of IT employees (48 percent) trust their organization’s senior leaders.  By contrast, three-quarters (76 percent) trust their immediate manager.
  • Career development and training are the primary drivers of satisfaction and contribution for this group.
  • But there’s a paradox: Despite lower engagement levels, IT employees are no more likely to jump ship than the North American workforce as a whole.  More than half of the 11,000 respondents (56 percent) indicate they plan to “definitely” stay with their employer for the next 12 months.  If this is true, many employers are facing a challenge dealing with embedded disengagement.
  • IT employees who are considering a move are most likely to leave to pursue career advancement or more fulfilling work.

Apparently more work needs to be done with IT workers.  According to a global study by BlessingWhite, “Only 26 percent of IT employees in North America are fully engaged at work, while 22 percent are actually disengaged.”  Compare that finding to the North American workforce overall: 33 percent engaged and 18 percent disengaged.

An article in Talent Management cited the “Employee Engagement Report 2011,” which explored workplace attitudes among employees and found:
Organizations take notice.  Too many employees are not happy; they want your attention.  They want to be able to trust what you say and do.  They want opportunities to learn new skills and to move horizontally and vertically within your organization.  They want to be respected and listened to.  They want you to stay enamored of them after the orientation honeymoon and create a talent-focused culture.

It is time for training and HR leaders to step up and be strategic members of the organization.  With their help the people side of the business can play an effective role by ensuring the right people are in the right jobs and are getting the right training to become long-term assets.   Onboarding is only a beginning.  Engagement depends on the continuous development of talent.

Tell us your ideas on how you have engaged your workforce for IT workers or any function...


Anthony said...

For me personally the best way to keep my employees constantly engaged is to share the results of the company with them and to show them that they're making progress. There's nothing that puts people off more than a dull and steady job. You would be surprised but unhappiness in the workplace where progress means nothing is often connected to health problems. According to various surveys, people with low-paying jobs and with few possibilities to make progress have a higher risk of heart disease than those who feel satisfied in their careers. I just recently read that only a small number of employees are happy with their working environment which results in increasing importance being placed on different wellness programs and even a workplace exercise regimen to increase productivity and develop a more positive attitude.

Unknown said...

Thanks Anthony for stopping by and leaving your feedback. I so agree that there are many things that play into employee engagement and a lot of those are external factors like you mentioned, shared buy in for results, challenging work, etc. I also agree that we as employees bring many internal factors to the table when it comes to engagement and feeling good an being healthy is definitely one of those. Thanks for pointing these out.

Have a great week!


Romy Singh said...

Employee engagement is a challenge for every large organization. how to engage employees in a shared purpose -- and how to align their interests and efforts with the strategic goals of the organization is main concern of any organization.