What do you do if your employees are disengaged and leaving your company?

Si tus empleados están desvinculados y abandonando la empresa, aborda esta situación con atención y acción inmediata. Realiza encuestas de satisfacción laboral para identificar las causas subyacentes de la desvinculación. Establece programas de retención que promuevan el bienestar y el compromiso de los empleados, como flexibilidad laboral, desarrollo profesional y reconocimiento. Fomenta una cultura de apoyo y valoración, donde los empleados se sientan escuchados y valorados. Realiza entrevistas de salida para obtener información valiosa sobre las áreas de mejora. Toma medidas concretas para abordar las preocupaciones identificadas y mejorar la retención del talento.

Embracing a culture of active listening among your workforce marks the initial stride towards combating disengagement. Cultivating an environment where employees feel empowered to voice their concerns and ideas is paramount. Consider implementing mechanisms like anonymous surveys or suggestion boxes to gather unfiltered insights. It's imperative to not only acknowledge the feedback received but also articulate the ensuing actions to be taken. By demonstrating a genuine appreciation for their viewpoints and a steadfast dedication to implementing change, you can kickstart the process of rebuilding trust and reigniting employee engagement.

Esta é uma quest?o difícil de avaliar porque, n?o temos como saber se o ambiente em determinada empresa é tóxico ou ainda, se a empresa proporciona possibilidade de crescimento através de algum programa interno que motive e estabele?a regras imparciais, onde o que está sendo considerado ser?o as habilidades técnicas e comportamentais dos selecionados, sem utilizar favorecimentos de qualquer natureza. Além disso, o RH deve atuar ativamente para ouvir a voz do funcionário e incentivá-los a expor suas dificuldades sem risco de interpreta??o dúbia ou desencadear demiss?o por usar a transparência na opini?o, o que será um canal, primordial para identificar os problemas e encontrar solu??es viáveis para reter os talentos.

I will conduct a staff engagement survey and unearth the root causes. The engagement survey should be confidential and employees should be assured that their individual responses would be anonymous and will not be used against them. Giving that assurance will help employees to open up during the survey. Depending on literacy levels, an online engagement survey will be the most ideal. After unearthing the root causes, its imperative to the come up with action plans per each root cause and come up with time lines for closure purposes. In my personal experience, the common root causes for employee disengagement are company policies, leadership concerns, unclear reporting structures or duties, company resources, manager caring and friendship.

Analyzing causes are important to understand what we are not doing right. Or what we could be overlooking. Insufficient growth opportunities, toxic work culture, and poor work-life balance are common causes. Addressing these issues requires providing growth opportunities, fostering a positive environment, and promoting work-life balance. Identifying these causes earlier could be better prevented if we hold more frequent “check/in” sessions or coffee chats with them.

Offering growth opportunities is crucial for keeping our employees engaged and increasing retention. That's why at Cegos, we are committed to providing various avenues for professional development. Training programs, mentorship opportunities, and clear pathways for advancement is necessary for clarity and to give a sense of purpose & mission to grow together with the company. We also encourage our team members to take on new challenges and responsibilities, fostering a culture of continuous learning and skill development. By nurturing their potential and providing opportunities for advancement, we not only retain valuable talent but also cultivate a motivated and committed workforce.