Employee Login

[Employees] [Community]

Engaging the Emerging Talent Pipeline

Posted on by Sarah Munson

by: Meg Kubisch, McClone HR Strategic Risk Advisor

The War on Talent has forced many companies to take a hard look at Corporate Learning practices and ask “what am I doing as a Premier Employer to keep my employees engaged and ultimately more productive.

How important is it to have motivated and inspired employees? “A highly engaged workforce not only reduces turnover and hiring costs, but also ensures performance growth and longevity in the marketplace. According to a report of more than 550 executives, 71 percent of respondents rank employee engagement as very important to achieving overall organizational success. However, only 24 percent say employees in their organization are highly engaged.”

What does engagement mean? The answer is twofold. Engagement often means the employee knows and understands the “Why” of the company and buys into it. They know the company’s mission and vision and it resonates with them. Secondly, an engaged employee knows that their leader is willing to take the time to understand why they have chosen to work for them. They trust that their leader is interested in their growth, development and attainment of their goals. They feel personally inspired and motivated by this relationship.

This makes it more and more challenging to be an effective leader today. It means a supervisor/manager needs to be willing to invest in their own professional development to become more effective. It means leaders realize their own development is imperative to the growth of their team members. Then and only then will leaders advocate for their employees development plans because they personally understand the importance.

The concept of PUSH/PULL learning is emerging and companies are becoming more aware of and open to this concept. Historically employees have felt it was 100% of the company’s responsibility to train them. This is called PUSH training and it is only a piece of the learning experience. The other side of the formula is the PULL piece and this means learning to listen to individual employees as they share what they personally need to grow and develop. An engaged employee knows what they need. A leader needs to listen and hopefully find a way to help these employees grow. At the same time a manager will want to spend time with the less engaged employees to encourage them to help identify what they need to feel more empowered and inspired.

Engaged and motivated employees are more productive in the workforce. That said, the question organizations should be asking is how do we train and develop a workforce where everyone can thrive and survive going forward. Discover what ways you need to transform Corporate Learning to attract and retain quality employees today.

McClone HR provides innovative HR, benefits and payroll solutions designed for proactive, growing companies. 

Leave a Reply