The best business advice, opinion, news and expertise in Greater Manchester and further afield.

Thursday, 6 August 2015

Member Blog: How Important is Employee Engagement?

By Ailsa Lorimer - Screening Manager, REED

As much as we all hate to admit it, when applying for a new role money is the main motivator. We spend hours scrolling through job advertisements to find the perfect role to then dismiss it in the blink of an eye when the salary doesn’t meet our very exacting requirements. Imagine if the salary was off the table and we could see past the money to look at the other benefits the job could offer- more of a long term plan than a short term fix. Imagine actually going to work because you enjoy it rather than because you need to! Imagine if you could go to work and gain essential skills that ultimately would provide a platform for bigger and better things, how good would that feel? This is where employee engagement programmes come in to play. Most companies are happy to get people in and bums on seats, people who will come in each day, meet the minimum requirements and then leave at the end of the day having carried out their duties. Their retention is low and staff turnover is high. For those companies that do realise the potential of their staff and can see the bigger picture, it is all about the employees. For these companies retention is high and staff turnover is low. Unfortunately it is rare to find a company that is completely invested in its employees and so it’s not to be sniffed at when we do manage to stumble across somewhere that is willing to provide ongoing training and opportunities for ongoing improvement.

From a business perspective, you would think that offering these services would be part of the norm. Speaking as a Manager myself I enjoy the satisfaction of knowing that I am conducting exit interviews for someone that has actually enjoyed working for me and that through my hard work and dedication they have realised their potential. Rather than leaving because they can’t stand another day in a tedious office, they are leaving because you have enabled them to have the confidence to take the next step in their career. As if that isn’t enough, as part of a longer term plan you will have established strong business relationships with potential future Managers, who's to say this won’t lead to referrals for future business?

So, what should you be looking for? For me personally, whilst I would expect to have the usual induction training, I would also be looking more long term than this. What happens when you’ve been in a business for 12 months? Are you just left to your own devices? Is your new starter training the only training you have involvement in? Hopefully not. In my current role I am fortunate to have access to a three-year advancement programme. Each Co-Member (employee) is given access to on the job training, classroom training and directed learning with the chance to become an affiliate member of the Institute of Leadership and Management (ILM) at the end of the third year. Co-Members are engaged and are encouraged to take an active role in their own career path. They become better skilled, better trained, further developed and altogether more well rounded individuals.

Maybe this article won’t change your mind about considering other benefits when applying for a job, but speaking from experience I will certainly be looking twice at the company employee engagement plans when I’m ready to take that next step. This is a direct result of having worked for a business that is 100% committed to its employees and 100% committed to my development.

No comments:

Post a Comment