Engaged employees start from day one

| By:
Kathy Smith

High turnover. Bad cultural fits. New hires who can’t keep up.

Finding and keeping the right people can be a frustrating, time-consuming challenge, but it doesn’t have to be. When Dale Carnegie’s Rick J. Gallegos spoke at IT Nation last year, he introduced some exciting concepts about how to attract, motivate, and retain the right talent.

Get them plugged in

According to Rick, getting the right people on board is all about engagement. When an employee is engaged in the work they do, they’re committed to contributing to the productivity and quality of the company as a whole. Employees who aren’t engaged are operating under the mentality of ‘do the minimum, get paid, go home,’ and they’re more likely to end up spreading negativity.

Making sure people are engaged gives them a sense of belonging to a larger purpose. By focusing on the factors that can improve engagement, you’ll be strengthening your staff and decreasing the issues that come with disengaged employees.

Big or small

No matter what size company you’re running, there are important things to consider to bolster engagement. But we all know small companies don’t run like large ones, so here are three factors to help companies of every size keep their employees connected.

For large companies, engagement centers on the perception each individual employee has about their immediate managers and the overall management. For your large company, engaged employees are:

  • Satisfied with their immediate manager
  • Confident in the competence and strength of senior leadership
  • Proud of the organization

With small companies, the focus is more on how each individual employee feels like they impact the company as a whole. Employees at a small company feel most engaged when they:

  • Believe they have a positive impact on the company
  • Are doing work that is varied and interesting
  • Feel connected to the company

Your employees are your strongest assets, and your success depends on nurturing engagement for every employee. That engagement can be measured even before they are hired, so make sure that even in the interview process you’re asking questions that can highlight a candidate’s likelihood to truly engage with your company and its success.

  • For an example of a suggestion the candidate made that was implemented in a previous position. This can be a great way to spot big thinkers.
  • What challenges the candidate is looking forward to. Not only does this help you make sure they understand their role, but it can give you a look into how they think of challenges.
  • What they already know about your company. Did they do their research? Candidates don’t have to be experts, but they should understand the basics of your field and your company.
  • Why they want to work for you. A candidate should be able to tell you what makes your company the right fit for them.

With a few probing interview questions and a long-term focus on the most important factors for your company size, you’ll establish a loyal and engaged group of employees who are excited to help your company grow and thrive.