How many paychecks do you sign every month that are not providing the best ROI? What is low morale and performance costing your business every year? Have you ever had an employee that you were so excited to hire and it didn’t turn out well? Have you been the employee and starting a job with so much hope and enthusiasm only to find out it was not what you thought or expected? Have you experienced team members who became disengaged, frustrated, or angry and left? According to Gallup, 70% of employees are disengaged. Disengagement caused by unrealized expectations is the problem. Well-meaning parents and other mentors in our life want to inspire and encourage us. They tell us how great we are. They tell us we deserve the best things and the best people in our life. They tell us to follow our passion. They tell us we will be most successful when follow our passion. You want to believe this. I want to believe this! Who wouldn’t want to believe this?! Many of the youth today and our current workforce are not equipped to handle the challenging environments of business. They have not learned how to work. They are not prepared to handle the disappointments of relationships. Many give up when things don’t go the way they had expected. They may quit a job or relationship. Or worse, they stay and are miserable. It is how we behave in these challenging times which defines individuals as leaders, and as dedicated spouses and significant others. Many who are not equipped to handle disappointment show up in a way that is detrimental to the business or to the relationship. In this 60-90 minute interactive presentation, Spencer will discuss five dynamics to increase employee engagement to improve retention: 1. Create a great culture: Hiring and HR professionals must ensure their workplace culture and employee engagement strategies are of equal importance to compensation, benefits and other responsibilities. 72% of employees indicate that respectful treatment of employees at all levels was “very important”. This was the top contributor to overall employee satisfaction. This ranked higher than pay and benefits. (SHRM, Employee Job Satisfaction and Engagement Study, 2015) 2, Be honest: Be open about the way it really is at your company. Don’t paint the picture that everything is perfect. Let candidates know there are challenges. The pay received is based on work, which requires effort. Being honest will help develop trust with leadership and narrow the gap between expectation and reality, which are necessary ingredients of employee engagement. 64% of employees rated trusting their senior management as the second most important contributor to job satisfaction. (SHRM, Employee Job Satisfaction and Engagement Study, 2015) 3. Hire for behavior, train for skill: Find the people who are willing to be flexible and fight through adversity. Use effective tools, these will help remove the frustration of hiring by helping you, better match people to jobs. There are effective tools to create accurate job models based on your best performers and input from management. With the correct application of these tools, you will more effectively attract the best candidates. These tools will also help hiring managers ask the right questions to find the best possible person for the job. When you effectively match people to positions, you will strengthen the culture, increase employee engagement, increase productivity and reduce turnover and waste. 4. Provide the right praise: Many of the younger generation, coming in to the work place, do not know how to respond well to adversity and criticism. Many are part of a generation, which have been praised by well-meaning parents who told them how smart and talented they are. Sporting programs meaning to boost self-esteem may also be contributing to the problem by providing awards for kids who just show up. The result is well stated by the psychologist, Carol Dweck, “many can’t function without getting a sticker for their every move.” (Mindset, Carol Dweck, 2006) Employers are perpetuating the problem through recognition programs to support these employees who need constant reassurance and can’t take criticism. The alternative is to praise for taking initiative, for commitment, for overcoming a setback, for learning something new. 5. Develop your people: Organizations that dedicate a portion of their budget to professional development send a message that they invest in their employees. Additional benefits of professional development include personal development and greater opportunities for career advancement. Although employees continue to place value on professional development opportunities, fewer organizations are investing in these types of benefits. (Society for Human Resource Management, 2014. Workplace Visions: Trends in Workplace Professional Development. Issue 3) As more and more of the experienced workforce retire, developing employees becomes more necessary. Employees are more likely to be engaged when they feel their employers are invested in helping them develop their careers. Implementing these suggestions takes commitment. The payoff will be worth the investment!