Category: Employee Engagement

TalentMap has studied employee engagement and human behavior for more than 20 years. Through this research, TalentMap has clearly proven that managers are the critical link to influencing employees’ performance and success.

High-performance managers increase productivity and success by leading with a focus on employee engagement. They consistently create an engaging environment that energizes and motivates employees and teams. And TalentMap and others have established that high levels of employee engagement link to nine critical performance outcomes.

With a high-performance manager in place, everything goes well for a team. People love their jobs, they are productive, customers are engaged, and the organization grows. When the wrong person is manager, nothing fixes it. Not compensation, not benefits, nothing. One of the greatest challenges you face as a manager is to enhance employee and team performance.

In most organizations, managers are accountable for five important activities:
1. Recruitment/Talent Selection – Recruiting and selecting employees with talent that matches the best performers and that has the potential for excellence in the role.
2. Development – Supporting employees to garner the knowledge, skills, and experiences they need to develop their talents into strengths and express those strengths as proficiency and excellence in their roles.
3. Employee Engagement – Creating a work environment where employees are enthusiastic about and involved in their work and the organization as a whole.
4. Performance Management – Helping employees meet and exceed the results and outcomes they are expected to contribute to the organization.
5. Promotion or Transition – Enabling and supporting employees to advance to a new role and/or set of responsibilities that are suitable for their strengths, current stage of development, or life circumstances.

You are responsible for creating an engaged, committed team and holding your employees accountable for their performance. This employee engagement guide provides insights to help you build an engaged, committed, and high-performing team.

Is Employee Engagement Part Of Your Organization’s DNA?

Where does the notion of employee engagement come from? What’s the motivation? For HR leaders looking to elevate their status and overall value, making those kinds of connections can be the portal to a C-suite. It’s all about how you connect something like attraction and retention to corporate culture, and that culture to employer/employee branding, and that […]

A Point or Two About Engagement and the Time it Takes to See Progress

When an organization is on a mission to improve employee engagement, questions abound. Invariably someone will ask, “how much can we expect engagement to improve year over year?” It’s a stock question without a pat answer. Engagement measurement isn’t an exact science. There are lots of variables to consider. How long has employee engagement been a […]

Promote, Praise, and Influence Engagement in the Workplace

When was the last time someone at work gave you recognition for a job well done? Count yourself lucky if you can remember, and extremely fortunate if employee recognition is frequent and regular. Recognition has an impact on everything from employee retention and churn to customer satisfaction, increased productivity, cost savings and even improved safety. […]

How Engaged Companies Handle Parenting

It’s difficult keeping our parenting and work worlds apart. We worry about projects and deadlines when we’re home, contend with babysitters, sick days, PD days and how to get the kids to their dental appointments when we’re on the job. “More and more companies are coming to terms with the fact that the majority of […]

Why & How Employee Engagement in Higher Education Can Help

Higher education is facing enormous hurdles. By some estimates, 50% of universities and colleges in the U.S. are likely to face bankruptcy in the coming decades. Most colleges failed to meet their revenue or enrollment goals for 2016. National Student Clearinghouse data shows U.S. college enrollment has declined for five consecutive years and is projected to continue declining for the […]

Why Employee Engagement Is Globally Misunderstood

When we talk about talent acquisition we tend to cast a wide net to find the people we’re looking for to move our businesses forward. One of the things that’s becoming an interesting addition to the conversation is the whole idea of a global workforce strategy. Back in 2004, management guru Dave Ulrich said “for […]

5 Internal Communication Strategies for HR Professionals

A new study exploring communication requirements of non-desktop, remote, and office workers found despite their different work environments, all three segments share a common view of the importance, frequency, and channels of communication. Research revealed that employees would like to hear from their HR teams more frequently and consider open communication to all employees one […]

5 Conversations Guaranteed to Improve Employee Engagement

In my role at TalentMap I present employee engagement survey results to countless HR and leadership teams. Inevitably, the discussion turns to what to do to improve employee engagement. While each and every presentation and discussion is unique, there is one element that is common throughout: the large majority of strategies and tactics to improve […]

Engage Your Employees Through Compensation, But Without Money. Wait. What?

Are your compensation policies contributing to employee engagement? Perhaps, but it is probably more likely that your compensation policies are actually acting as a drag on engagement, even if your compensation plan is competitive in the marketplace. To understand the role that compensation plays in employee engagement, we need to understand that there are many […]

Employee Turnover Costs & Retention Tips

Employee turnover cost-estimates are as varied as wildflowers in a field. The average cost-per hire is $4,129 says the Society of Human Resource Management based on a human capital benchmark survey of 2,048 respondents reflecting fiscal year 2015. Total direct and indirect costs of replacing a supermarket cashier earning $6.50 per hour is at least $3,637 according […]