Engage4more What would contribute most to your being both happier and more productive at work? How about feeling truly taken care of, appreciated, and trusted by your employer? More than 100 studies have affirmed the connection between employee engagement and performance, but the Towers Watson 2012 Global Workforce Study — 32,000 employees across 30 countries — makes the most powerful, bottom line case yet for the connection between how we feel at work and how we perform. This new study concludes that the traditional definition of engagement — the willingness to invest discretionary effort on the job —is no longer sufficient to fuel top performance in a world of relentlessly increasing demand. The problem is that “willing” doesn’t guarantee “able.” What’s required now is something called “sustainable engagement.” The key factor, the study finds, is a work environment that more fully energizes employees by promoting their physical, emotional and social well-being. I’d add to that mental and spiritual well being — or more specifically, the added energy derived from the capacity for absorbed focus and a strong sense of purpose. “Many employers are pursuing a variety of wellness efforts, typically focused on giving incentives or penalties to people who embrace healthy behaviors like exercise, good diet or effective management of a chronic illness,” the report concludes. “These are important, but to sustain energy, employee engagement events have to go beyond these core programs and embrace the notion of workplace energy on a far broader plane.” Source:- http://engage4more.com/how-employee-engagement-hits-the-bottom-line
Employee Retention Now a big Issue: Why the Tide has Turned
Employee Retention Now a big Issue: Why the Tide has Turned • I can tell the economy is recovering: we’re suddenly seeing companies tell us that “employee retention” has become a critical issue. Let me give you some research-based perspectives on this critically important topic. What does Retention Mean? Nearly all companies measure turnover. In some industries (retail, customer service, hospitality) turnover rates of 30-40% are common and sometimes even accepted. I had a conversation with one HR manager who told me “we design our organization around high-turnover: we make sure jobs are easy to learn so we can rapidly assimilate new people.” While this may be a reality in many companies, our research shows that it’s not a sound strategy. Regardless of the role they play, tenured employees drive far greater value than those who are “cycling through” the business. Many studies show that the total cost of losing an employee can range from tens of thousands of dollars to 1.5-2X annual salary. Consider the real “total cost” of losing an employee: • Cost of hiring a new person (advertising, interviewing, screening, hiring) • Cost of onboarding a new person (training, management time) • Lost productivity (a new person may take 1-2 years to reach the productivity of an existing person) • Lost engagement (other employees who see high turnover disengage and lose productivity) • Customer service and errors (new employees take longer and are often less adept at solving problems). In healthcare this may result in much higher error rates, illness, and other very expensive costs (which are not seen by HR) • Training cost (over 2-3 years you likely invest 10-20% of an employee’s salary or more in training, that is gone) • Source :- http://engage4more.com/employee-retention
Engage4more Snap
Engage4more Snap
Engage4more Snap
Address • Mumbai Address: • 5, creative industrial estate, road no 2, • sunder nagar, kalina, santacruz east, • mumbai 400 098 • Call us @ +912240061561 •
+919867319977
• Delhi Address: • 307-308, Vardhman Crown Plaza • Plot no. 2, Sector 19 - Dwarka, Delhi 110075 • Call us @ +911165651966 •
+919810442800
• Or Visit @ http://engage4more.com/