More than half (56%) of HR managers around the world concede that their organization’s employee engagement programs fall short on delivering bottom-line results, according to a new survey by Right Management.
The findings suggest that companies need to connect employee work contributions with specific business outcomes in order to build engagement and reduce turnover, according to Right Management.
“Employee engagement should be a mindset, not a program that starts and stops when morale is bad,” says Scott Ahlstrand, Right Management’s global practice leader for employee engagement. “Unfortunately, many large organizations don’t have a true pulse on the value of their engagement. They need to effectively turn engagement data into meaningful intelligence at the department and individual manager level to help employees recognize their contributions to the business.”
Amid a well-documented global skills shortage, employee engagement is receiving a heightened focus as firms recognize that talent is their only sustainable competitive advantage, according to Right Management.
“Effective engagement produces bottom-line results, makes employees feel valued, and ultimately builds loyalty that keeps the best employees on board,” says Ahlstrand. “The importance of engagement cannot be understated in today’s uncertain business environment.”
The survey was conducted in the second quarter of 2013, polling more than 1,800 HR managers.