How to Re-Engage the 70% of Your Employees Who Are Job Shopping

Employee EngagementIf you’ve debated about whether employee engagement was an important topic for you company, here are some important statistics to stop you in your tracks.

Around 70% of all employees are either actively looking for work or are casually looking – that is, they are open to the right opportunity if it came along.  Only 30% are satisfied enough that they plan to stay with their current employer.

The number varies slightly depending on what study you look at, but all point to an employee engagement nightmare:

  • A 2004 study by the Society for Human Resource Management (SHRM) put the number of lookers at 75%.
  • a 2012 study by CareerBuilder put the number at high as 79% for the Gen Y Crowd.
  • Right Management’s 2011 study put the number still higher – a whopping 84%.

And in today’s age of LinkedIn, employees have discovered that often they don’t have to go looking for jobs; more often, I’m hearing stories of my clients losing good people to jobs that found them through no effort of their own.  God bless social networking.

This is why employee engagement is so deadly important.  What good does it do you to have two thirds or more of your workplace day dreaming about working for somebody else?  This is a statistic you cannot afford to accept as your reality or do nothing about.

The good news is in the battle for employee engagement, we have technology on our side, too.

In this article I want to introduce you to one of your most powerful tools to help create and preserve employee engagement, the TriMetrix HD Assessment.  Through the TriMetrix HD assessment, we gain the ability to fine tune jobs into rewarding employee experiences, converting employees from job seekers to job keepers.

What is the TriMetrix HD Assessment?

The TriMetirx HD Assessment is a multi-part tool that measures an employee’s experiences and attitudes in a variety of areas.  The assessment is used in a variety of scenarios including recruitment and promotion, coaching, team building and development, and obviously for diagnosing and increasing employee engagement.

The four main areas assessed by the instrument include job related behaviors, motivators or values, general job competencies, and acumen, or the ability to make accurate judgments about the self and the world.

Each of these areas play a key role in employee engagement.  Here are four ways the tool enables better engagement.

Predict and Prevent Burnout

Stress is an employee engagement killer.  While we all experience stress from time to time, it’s when stress builds or sustains for extended periods of time that job satisfaction goes down and employee engagement goes right with it.

Many managers tell me they can tell when an employee’s work is being impacted by stress.  But few tell me they know what is causing the stress, what kind of stress it is, how severe it is, or how to coach the employee to do anything about it.

That’s where the TriMetrix HD changes the playing field.

The behavioral feedback offered by the TriMetrix HD illustrates not only that an employee is under stress, but how much, what kind of stress, and where it’s coming from.  This information can be used in coaching the employee to reduce stress before burnout ensues, a major factor in job dissatisfaction.

Uncover Values Conflicts

When employees are asked to work in environments that go against their own values or motivations, alienation often results.

For example, in one client I recently worked with, an employee found himself in a sales department that rewarded competitiveness and individual efforts.  This employee found this department challenging not because he was bad at sales – he was actually quite good – but because he saw the company’s sales process as complex, requiring a team effort and the cooperation of several people.

The competitive spirit he experienced from his counterparts went counter to the cooperation he felt was needed to do the best job for the customer.  His colleagues, he felt, didn’t have the best interests of the customer at heart.  Talk about feeling alienated and disengaged.

With this information uncovered, his managers now had the ability to make proactive choices.  They could decide to change the sales team’s culture to a collaborative unit, or they could move this employee to another team where his values would be a fit and he could make a valuable contribution to the company.

Work From Strengths, Not from Overwhelm

In their book Now, Discover Your Strengths, Markus Buckingham and Donald Clifton talk about the value and benefit of working from a position of personal strength and emphasizing your strengths rather that spending all your energies attempting to fix your weaknesses.

Indeed, a key component to the TriMetrix HD assessment is to identify job related competencies that an employ has well developed versus those that are underdeveloped.

A basic tenet of job design is that people excel when they are given roles where the majority of their tasks are things they are good at, but they are also asked to “stretch” and develop in one or two areas.

People who find everything they’re asked to do easy will get bored and disengaged, and people who are overly challenged by all their tasks will get overwhelmed and disengaged.

The TriMetrix HD enables managers to compare competencies demanded by the job to those in the wheel house of the employee to help ensure a position that gives a balance of comfort and growth.

Actually Detect Job Seekers

One of the most powerful sections of the TriMetrix HD assessment is the Acumen section which illustrates the ability of an individual to make accurate judgments about themselves and the world around them.

I’ve used this section in a variety of powerful ways, including flushing out rule breakers, and identifying managers who get overly personally involved with their people to name just a couple.

But where employee engagement is concerned, one of the most powerful features of this section is the ability to identify employees who simply don’t relate well to their work role.

Not being able to relate well to their work role means they see themselves as wholly different from the person they’re asked to be at work.  Rather than becoming the work role, they hold themselves separate and apart, much like an actor playing a part, but only temporarily.

And just like an actor, they stay ever ready to move on to the next part – the next job.

If we’re effectively creating positive, rewarding, engaging environments, we’re not interested in actors who just play the part but never commit.  We’re interested in real people at one with the roles we ask them to play.  The power of the TriMetrix HD is the power to discern actors from real people.

The TriMetrix HD Acumen section has the power to reveal those employees who simply aren’t connecting with their job role and who fit the pattern of job seekers.

This provides the opportunity to coach the employee into better fitting the role, or into a job with better fit.

Use Every Advantage for Employee Engagement

Today, opportunities abound for employees to explore other job options, often even without any effort on their part.  Through technology, they are bombarded with more opportunity than ever before.

It only makes sense to use every technological advantage to level the playing field and boost employee engagement.

As one of the most advanced assessments available, the TriMetrix HD assessment is the advantage the modern employer needs to understand, coach, and retain their best employees.

[Original Article] – http://www.dustinwalling.com/blog/how-to-re-engage-the-70-of-your-employees-who-are-job-shopping/

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