If you're like most companies, you have a problem keeping your workers engaged. There's been a lot of research on the American worker engagement problem, and the data reveals about 70% of the U.S. workforce is disengaged from their work. When employees are disengaged, they're less productive and more of a flight risk. That's why employers should conduct "stay interviews," to gauge how their employees feel about their jobs, the company, and their work. Gartner says, "It's especially important to take a pulse of employee engagement during times of disruption." Most companies haven't yet returned to normal since COVID-19 hit; that makes the following questions even more important for employers to ask. Ask these questions to find out (follow-up questions may be required to fully understand employee responses): Understand how your employees feel about the company by asking: Understand if your employees feel like they're part of a team with these questions: Learn if the work itself is engaging the employee by asking: Figure out if the employee is a flight risk: Does the employee feel they are appreciated for their efforts? Here's how to find out: Company culture matters. Is your culture keeping people -- or driving them away? What about advancement? What would the employee like to learn? How would they like to grow -- and are you giving them what they want? Sometimes the answer to a big problem comes in the form of a question. Conducting a stay interview or simply sending out a confidential survey to your employees will help you determine if you have an engagement problem. This knowledge can help guide your efforts to retain your existing workforce. For organizations seeking real, honest feedback from their employees, this is a process that will not change the level of engagement of your workforce overnight. It also will not give you the information you need to create an organizational culture that retains employees long-term -- at least not at first. The process of changing employee engagement starts with regular dialogue about how the organization can improve. These questions are a good start. However, this is an ongoing process that, when conducted regularly, can engage workers in the success of the organization while helping you change procedures, policies, and workflows to improve the relationship with your workforce. It's a necessary process to increase retention and help attract a better caliber of talent to your organization. Need employees who fit, stay, and are passionate about their jobs? Your staffing partner can recruit your ideal candidates -- and help you hire highly engaged, successful employees.Are your employees engaged in their jobs -- and the success of the organization?
Does the employee get the support they need? As these questions to find out: