Still, U.S. businesses have an employee engagement problem.
According to a recent Gallup poll, nearly 70% of U.S. workers are disengaged. In addition to simply being less productive than engaged employees, disengaged workers are more likely to put a damper on collective employee morale. They’re also more likely to look for work somewhere else.
Luckily, there are tons of tools and technologies you can leverage to improve employee engagement and retention one way or another. Here are three of them.
While it might not be your typical employee engagement technology, Headspace — an app that encourages meditation and mindfulness and tracks your progress — can definitely help your team feel more connected to their work.
Meditation is great for our health. It’s great for our work too. Since meditation helps us relax, we’re able to approach work from a calm and focused perspective after taking a few minutes to check in with ourselves.
A little self-promotion is OK from time to time, right?
An easy way to make sure your employees are engaged is to use a platform like TINYpulse Engage to check in with them on a regular basis. TINYpulse allows organizations to send out short surveys each week to their employees. Since the surveys only take a couple of minutes for employees to fill out, managers get access to organizational health information in real time.
There’s no sense in letting a handful of people — like management and HR — determine what an organization’s culture should be like on their own. Your employees have great ideas. All you have to do is listen to them.
Thanks to big data, organizations have more information than they know what to do with. The good news is that there are tons of people trying to figure out how to make that data useful.
Like the folks over at Retensa, who built a platform that allows organizations to calculate HR metrics by using predictive analytics. This functionality allows managers to see which kinds of candidates are most likely to succeed in a sales manager role, for example. It also provides insight into what point in time a high-performing employee most likely to quit.
Armed with that knowledge, organizations can set themselves up for success by hiring the candidates who are most likely to succeed according to the data. They can also figure out what changes can be made to ensure their best employees don’t hop to other companies after a fixed period of time.
By investing in these kinds of technologies, businesses can significantly reduce the likelihood their employees are all at the end of their ropes, ready to quit at any time. And as an added bonus, investments in employee engagement will likely translate into a healthier bottom line.