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Boost Employee Engagement and Retention

Employee Engagement Is Essential in the Great Resignation

In a world where every employee is re-evaluating their relationship to work, people are looking for more than just a job. They want to work where they make a meaningful contribution. That's why employee engagement is essential to your talent retention and attraction strategy.

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


40%

of employees stated they are considering leaving their jobs in the next 3-6 months.

Mckinsey 2021

55%

More than half of CEOs rank attracting and retaining top talent as a key challenge today

DDI, Global Leadership Forecast, 2021

61%

of frontline workers say they are struggling or barely surviving at work right now

Microsoft Work Trend Index 2021

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 employee engagement and retention. 

Learn about our team engagement program

DDI Early Identifier leadership potential assessment shown on a laptop and mobile phone?auto=format&q=75

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. 

Explore the Early Identifier

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. 

Learn about behavioral interviewing

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