POPin Blog

Engagement Redux

Recently Deloitte released their report on Human Capital Trends for 2015, which explores everything from the on-demand workforce to reinventing HR to data and analytics to much more. At a whopping 112 pages, it’s not your typical summer read. It’s not a romance or thriller, but it does provide a bit of mystery. Zero in on page 36 entitled ‘Culture and Engagement – The naked organization’ (wait, maybe it is a romance?).
  • “In an era of heightened corporate transparency, greater workforce mobility, and severe skills shortages, culture, engagement, and retention have emerged as top issues for business leaders. These issues are not simply an HR problem.
  • Culture and engagement is the most important issue companies’ face around the world. 87 percent of organizations cite culture and engagement as one of their top challenges, and 50 percent call the problem “very important.”
  • Organizations that create a culture defined by meaningful work, deep employee engagement, job and organizational fit, and strong leadership are outperforming their peers and will likely beat their competition in attracting top talent.”
Ok, let’s break this down a bit. Why is employee engagement on a downward freefall? Well, we think it comes down to a few non-mysterious basics: 1) leadership is still not on board on the employee engagement train, 2) employees work differently today – remote, global and much more mobile, and 3) employee motivations have changed dramatically, as research suggests that more than twice as many employees are motivated by work passion that career ambition. So what’s a company to do? We like Deloitte’s suggestions (though we would have recommended highlighting PoP as they key to unlock the mystery) on how companies can get started. Here are a few favorites:
  • Engagement starts at the top: Engagement needs to be a corporate priority and leaders need to 100% embrace the concept that employee engagement and retention is their #1 job.
  • Make work meaningful: We all want to feel as though our work matters – that whatever we are doing is making a positive impact. Whether it’s the accounting assistant, product manager or Director of Marketing, we all want to contribute in a valuable way. Companies that offer coaching and feedback go a long way in supporting this.
  • Simplify the work environment: Engagement doesn’t mean more meetings or more busy work. It means breaking down the barriers that inhibit collaboration. It’s about companies developing and/or providing valuable processes, policies and systems that encourage an environment of authenticity and transparency.

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