Boost Employee Engagement and Retention
Employee Engagement is the Engine of Your Business
If your employees don’t care, your customers won’t either. That’s why employee engagement has such a deep impact on the success of a business.
And it’s not enough to just have a few highly engaged top performers. They’ll quickly get burned out and leave if others aren’t keeping up. And worse? The people who stay are only doing the bare minimum.
Solving the employee engagement problem is really a culture problem. And fixing it requires some major changes in leaders’ behavior. Fortunately, DDI can help.
Leaders Are the Biggest Driver of Engagement
Managers account for at least 70% of variance in engagementGallup, Why Great Managers Are So Rare, 2015
CEOs rank failure to attract & retain talent as #2 top challengeDDI, Global Leadership Forecast, 2018
of people have quit or thought of quitting because of their bossDDI, The Frontline Leader Project, 2019
When leaders better try to understand and listen, they promote engagement...I’ve seen the positive outcomes when they start bringing a more personal approach to their interactions with their crew members by being more of a leader, and not necessarily the boss.
— Jeremiah Lemons, General Manager, Oldcastle Materials
Focus on the Frontline
Frontline leaders are directly responsible for about 80 percent of the workforce. So it’s in their hands whether their employees are feeling super motivated…or super miserable.
The reality is that most managers have had little training. And when they know better, they do better. At DDI, we can teach your leaders to make their teams feel valued, respected, and empowered. As your leaders grow and develop, so will team engagement.
Unleash Leadership Potential…Early
One of the big reasons people become disengaged? They feel like they’re being overlooked—especially for promotions to leadership. This can be especially true for younger workers who are eager to see a path to leadership, but may not be ready yet.
The first step is to start with data. Assessments can help the company spot people who have potential to lead, but may have been overlooked. And if someone’s not ready to lead yet? Then the data can show them what they need to do to improve.
It’s Tough to Engage a Bad Hire
Let’s be honest: It’s incredibly tough to engage someone who just isn’t the right fit for a job. Even the best managers will struggle. That’s why employee engagement really starts the moment the candidate applies.
Then it’s up to the manager. They’ve got to host a great interview, and make an unbiased decision on who gets the job. Unfortunately, a lot of companies don’t show their leaders how to interview. Nor do they have a robust process on the back end to ensure that managers make good decisions.
The risk? Expensive turnover. Low employee engagement. And very little progress made toward business goals. So there’s no time to waste getting your leaders to make great hires.
It’s not just their ability to get the job done, but also their engagement in doing interesting work and actually pushing the organization to do better.
— Cory Kreeck, Vice President, Organizational Development
Featuring Lauri Lipka, Vice President, Global Human Resources, on how DDI supported AGCO’s successful career management initiativeCLIENT STORY
How AGCO Found Career Management Success
If you aren't concerned about employee engagement on your team and in your company, you're making a huge mistake. (Episode 17)PODCAST
Employee Engagement is Essential
Ready to learn how to improve employee engagement? Here’s a hint: the top 3 drivers are the ones that employees are currently least happy with.BLOG
How to Improve Employee Engagement