Monday, March 26, 2012

Employee Engagement: A Universal Goal



ICC is very excited to have Nettie Nitzberg as this week's guest blogger.  Nettie is the founder and principal of WOW! transformations, a talent development consulting firm. WOW! works with organizations to optimize the return on their talent investment.  
“Employee engagement is more than just an initiative or program started by Human Resources,” said Dean Debnam, CEO of Workplace Options.  “Keeping employees engaged should be a key component of every business strategy.  An engaged staff is a productive, happy and profitable staff.”
  • Fewer than half of IT employees (48 percent) trust their organization’s senior leaders.  By contrast, three-quarters (76 percent) trust their immediate manager.
  • Career development and training are the primary drivers of satisfaction and contribution for this group.
  • But there’s a paradox: Despite lower engagement levels, IT employees are no more likely to jump ship than the North American workforce as a whole.  More than half of the 11,000 respondents (56 percent) indicate they plan to “definitely” stay with their employer for the next 12 months.  If this is true, many employers are facing a challenge dealing with embedded disengagement.
  • IT employees who are considering a move are most likely to leave to pursue career advancement or more fulfilling work.

Apparently more work needs to be done with IT workers.  According to a global study by BlessingWhite, “Only 26 percent of IT employees in North America are fully engaged at work, while 22 percent are actually disengaged.”  Compare that finding to the North American workforce overall: 33 percent engaged and 18 percent disengaged.

An article in Talent Management cited the “Employee Engagement Report 2011,” which explored workplace attitudes among employees and found:
Organizations take notice.  Too many employees are not happy; they want your attention.  They want to be able to trust what you say and do.  They want opportunities to learn new skills and to move horizontally and vertically within your organization.  They want to be respected and listened to.  They want you to stay enamored of them after the orientation honeymoon and create a talent-focused culture.

It is time for training and HR leaders to step up and be strategic members of the organization.  With their help the people side of the business can play an effective role by ensuring the right people are in the right jobs and are getting the right training to become long-term assets.   Onboarding is only a beginning.  Engagement depends on the continuous development of talent.

Tell us your ideas on how you have engaged your workforce for IT workers or any function...

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