Redefining Employee Retention and Engagement in Today’s World of Work

The struggle to attract and retain top talent has become an uphill battle for employers in today’s competitive job market. As the workforce landscape continues to evolve, one critical factor emerges as the linchpin for success: employee engagement.

The era of “quiet quitting” is upon us, and its impact on organizational productivity and morale cannot be ignored. In this article, we explore the vital relationship between employee engagement and retention, shedding light on how nurturing a culture of engagement can minimize the impact of quiet quitting.

What’s the Link Between Employee Retention and Engagement?

Employee engagement and high employee retention rates are closely intertwined. When employees are engaged, they are emotionally invested in their work, committed to the organization’s goals, and motivated to contribute their best efforts. They develop stronger relationships within the workplace and feel a sense of belonging or connection with their colleagues and the organization at large.

This sense of engagement has a significant impact on their decision to stay at their workplace long-term. What’s more, according to a Gallup study, engaged employees have a 52% lower likelihood of seeking a different job in the next 12 months compared to disengaged employees.¹ This, in turn, results in reduced turnover costs, increased productivity, improved customer satisfaction, and a positive company culture.

How Does Quiet Quitting Affect Employee Retention and Engagement?

Quiet quitting is when employees disengage from their work and organization without openly expressing their dissatisfaction or intentions to leave. Instead, they silently endure their discontent. According to Gallup’s report, about 6 in 10 employees fall under this category.² These disengaged employees may still physically show up for work, but their commitment and enthusiasm wane significantly.

They become less proactive and less productive, leading them to exhibit signs of disinterest or apathy toward their roles and responsibilities. It doesn’t stop there. Quiet quitting could lead to a ripple effect where disengaged employees may spread dissatisfaction to their colleagues, impacting team dynamics and overall employee morale. Recognizing the signs of quiet quitting is essential to intervene before it escalates into a full-blown exodus of valuable employees. Common symptoms may include:

Decreased productivity
Increased absenteeism
Decreased innovation
Reduced collaboration,
Disconnection from the organization’s goals and values.

The Changing Landscape of the Job Market

In recent years, the job market has undergone a significant transformation, becoming more competitive and challenging for employers. The advent of technology, globalization, and shifting demographics have all contributed to this evolving landscape.

Technological advancements made remote work and flexible arrangements more feasible, giving employees greater freedom in choosing their workplaces. This increased flexibility has empowered job seekers to be more selective about the organizations they join, seeking those that align with their values, offer growth opportunities, and promote better work-life integration.

Globalization also expanded the talent pool, allowing employers to tap into talent from around the world. This means employers are not only competing with local businesses but also with organizations from different countries. To stand out in this global marketplace, employers have the responsibility to constantly demonstrate why their workplace is the best choice.

The demographic shifts have brought new expectations and priorities from the incoming workforce. Millennials and Generation Z, who make up a significant portion of the workforce, value purpose-driven work, opportunities for growth, and positive company culture. They seek more than just a paycheck; they desire meaningful and fulfilling careers.

Fostering Employee Retention and Engagement: 8 Ways to Keep Employees Engaged at Their Jobs

Following the COVID-19 pandemic, what employees demand from their employers has taken new turns. Beyond competitive pay and benefits, here are some of their top demands:

1. Better Work-Life Balance

A healthy work-life balance helps to reduce employee burnout and stress levels. When team members are constantly overwhelmed with work demands and have little time for personal activities, it can lead to chronic stress, negatively affecting their well-being and work satisfaction. Employees can better manage their responsibilities and maintain a healthier work-life equilibrium by implementing policies and practices that promote work-life integration, such as flexible work arrangements, telecommuting options, and adequate vacation time. Reduced stress levels can contribute to increased engagement as employees feel more motivated, energized, and focused on their work, leading to higher productivity and performance.

2. Opportunities for Growth and Development

Offering career development opportunities through training programs, workshops, mentoring, or providing resources for self-paced learning allows employees to see a future within the organization. When employees perceive a clear path for advancement, they are more likely to stay motivated and committed to their current role, knowing there are potential opportunities for promotion or career progression. This can reduce the likelihood of them seeking opportunities elsewhere.

3. Employee Recognition and Rewards

Recognition and rewards demonstrate an organization’s values and appreciation for its employees. When employees receive acknowledgment for their hard work, they feel a sense of validation and worth, leading to higher job satisfaction and commitment. This sense of value fosters a positive workplace environment and strengthens the emotional connection between employees and the organization.

Related Articles: 2022 Peak Performers Employee of the Year

4. Autonomy and Empowerment

Autonomy refers to the level of independence and self-governance that employees have in their work. By granting autonomy, you acknowledge the unique skills and expertise of your employees, allowing them to exercise their judgment and creativity. This sense of freedom enables individuals to tailor their work processes, set their own goals, and determine how to best achieve them. As a result, employees may feel more engaged because they are actively involved in shaping their work environment.

To implement autonomy effectively, it’s important to establish clear expectations, provide necessary resources, and offer ongoing support and feedback. Regular communication channels can also help to ensure that employees’ voices are heard and their ideas are considered.

5. Workload Balance

When workloads are excessive or poorly managed, employees often feel overwhelmed and struggle to meet deadlines and expectations. This can result in a loss of autonomy and a feeling of powerlessness. However, by ensuring a balanced workload, employees are more likely to experience a sense of control and ownership over their work, leading to increased engagement and motivation.

Workload balance also encourages skill development. When employees are not overloaded with work, they can take on new projects, learn new skills, and broaden their knowledge base. They’ll also have the flexibility to allocate time for personal and family commitments. This flexibility helps reduce work-related stress and allows individuals to maintain a healthier work-life integration.

6. Sense of Purpose

Purpose instills meaning and direction in employees’ work. When individuals understand how their contributions fit into the larger picture and how their efforts contribute to the organization’s mission, they develop a sense of purpose. This sense of purpose goes beyond mundane tasks and helps employees connect their work to a greater impact. When employees feel that their work matters or that their values and aspirations are consistent with the organization’s culture and objectives, they are more likely to be engaged and driven to excel in their roles.

Related Articles: Peak Performers Mission

7. Positive Work Culture

A positive work culture values diversity and fosters an inclusive environment where every employee feels valued, respected, and included. It promotes equal opportunities and discourages discrimination or bias based on factors such as gender, race, ethnicity, age, or background. When employees feel accepted and welcomed at work, they tend to experience a sense of belonging and fulfillment. This can encourage them to stay committed to the organization in the long run.

8. Health and Well-Being Support

Prioritizing employee well-being through initiatives such as wellness programs, mental health support, and work-life integration policies is a strategic approach that can have significant benefits for both employee engagement and retention within an organization. When employees feel that their well-being matters to the organization, they are more likely to feel valued and motivated. This, in turn, leads to higher levels of employee engagement, as employees are more willing to invest their time and effort in their work.

Remember that every employee is unique, and individual preferences may vary. It’s crucial to have open channels of communication and periodically assess employees’ needs and engagement levels to tailor strategies accordingly.

INCLUSIVITY HIRING AND EMPLOYEE RETENTION GO HAND-IN-HAND

Employees with disabilities bring unique perspectives, experiences, and problem-solving abilities to the workplace. This diversity of thought can lead to increased innovation and creativity within teams, as different perspectives often generate more comprehensive and effective solutions.

At Peak Performers, we help you hone a workforce that consists of diversity by placing a strong emphasis on inclusivity in the hiring process. Whether you need a temporary solution or direct-to-hire services, be sure to contact us today and learn more!

References

1 Gandhi, Vipula and Robinson, Jennifer ” Great Resignation is Really Great Discontent?” Gallup, 22 Jul. 2021, www.gallup.com/great-resignation-really-great-discontent. Accessed 23 June 2023.

2 “State of the Global Workplace: 2023 Report.” Gallup, 2023, www.gallup.com/state-of-the-global-workplace. Accessed 23 June 2023.

Engaging and Remote Workforce

Remote Workforce Engagement – A Guide for Businesses

Overview of Remote Work Challenges

Over the pandemic, we saw a huge shift to the number of employees working remotely. Even today, the number of remote and hybrid workers far outstrips those from before. However, employee engagement is a painpoint among remote talent and something many companies struggle with. How does your company engage with and include people not in the office?

In this video we share our advice for companies looking to better engage remote workers through an inclusive culture. Featuring Brandon Kline from our Disability Inclusion Management team.

The Changing Landscape of Remote Work

Prior to the pandemic only 6% of workers were remote. At the height of the pandemic, as many as 35% of the workforce was working remotely, and that has since dropped to 26% (December 2022). However, this still poses a five-fold increase in the number of remote workers.

Furthermore, remote work is one of the most in-demand job types out there. Many employees are even willing to take a lesser paying job for the flexibility, comfort, and work-life balance that remote work can afford. With our modern technology, remote work is not going away.

Remote Work – A Range of Employee Experiences

While remote work is very popular, many express feelings of loneliness or trouble engaging with with the company. While some workforces feel fully integrated, others feel fragmented with remote workers gaining less visibility and less recognition for their hard work.

Thus, as a company who hires remote workers, you want to make sure that you’re creating a consistently positive experience for all of your employees no matter where they are.

What Can You Do?

Regular check ins – just as you would with any other employee, its important for managers to have a cadence of regular check ins that are given the same priority as in-person check ins.
Respecting their time – it’s important to make sure that when you schedule time with remote workers that you recognize their time is valuable and seek to prioritize showing up for those meetings the same as you would for employees in your building.
Show your face – its important to utilize video chat in order to build rapport and have deeper engagement. This is especially important if you schedule a meeting and they show their face but you don’t show yours. Face time, even if 1,000 miles away, is still important.
Show your support – make yourself always available to chat and consistently provide them feedback. It’s also important to remember to build relationships with your remote staff the same as you would in-person staff. It’s also important to remember to help ensure they take breaks and disconnect the same as on-site employees. Finally, provide recognition company-wide so everyone to celebrate their accomplishments.
Host virtual events – it can be disappointing when an employee can’t join you for in-person event. Try alternating between on-site and virtual after-hours and team building events.

Respecting Boundaries

Many remote workers can feel challenges with being able to disconnect. If their bedroom is their office and if their phone and email goes off all hours of the day, it can be difficult for them to take necessary time away. As employers we need to be respectful of and honor those boundaries.

Finally, understand that differences in time zones may make it difficult for people to attend certain meetings scheduled earlier or later in the day.

Loneliness at Work

Loneliness and the Work World

Advice for Businesses to Combat Loneliness

Whether employees are working on-site, hybrid, or remotely, loneliness at work is an increasing challenge many individuals and their businesses are facing (though perhaps its felt most by remote employees). What employers may not realize is that this is hurting bottom line and productivity by causing higher rates of burnout and turnover.

Let’s talk about loneliness and building a culture of inclusion, especially in a world where many of our co-workers are half a continent away. Watch the video below with Peak Performers’ Nick Bergen.

Key Stats about Loneliness

36% of Americans feel loneliness at work on a regular basis
61% of young adults feel loneliness regularly
51% of mothers with small children feel lonely

Loneliness affects a lot of people. These statistics have drastically increased since 2014 and the COVID-19 lockdowns have accelerated the trend even more.

Despite the amount of connectivity we all have access too, many people are feeling more disconnected than before.

Why should you care as a business?

While this may feel like something that’s “not your problem” this can adversely affect productivity, employee engagement, and retention.

Employee engagement is most drastically affected by loneliness. If someone is feeling lonely, they are much more likely to disconnect at work. Employees want to like who they work with and seek social engagement in their work.

And when someone is feeling lonely their productivity tends to decrease. Additionally, they’re more likely to turn over or “quietly quit.”

When we talk about company culture, it’s important to recognize that for most people company culture is the people and the experience of going to work.

What can businesses do to positively impact company culture and loneliness?

First off, understand that socialization happening at work is not a drain or something that needs to be punished. Time spent around the proverbial “water cooler” is time well spent to increase a culture of inclusion and improve company culture

It can also be helpful to implement an employee wellness program. Many such programs focus solely on physical health but having a social and mental health component can help with employee loneliness.

Also make sure to include all of your employees in company events and social activities wherever possible. Be on the lookout for those who are most socially disconnected and make a concerted effort to include them

Finally, strive to make your workplace more inclusive by including more people of various different background. It’s important to remember that hiring just one person from a representative group is not enough for true inclusion and it helps to avoid multiple people from various diverse groups to mitigate “tokenship” effects.