Businesses with more engaged employees perform better, have higher retention rates and typically have better customer service. Research indicates that engaged employees are up to 50% more productive and are more likely to expend discretionary effort at their job. Employee engagement also has a positive impact on customer satisfaction and profitability of a business organization because employees are more likely to go out of their way to ensure customers are satisfied with the products and services they receive. Employees are also more likely to stay with an employer who recognizes performance and rewards discretionary effort. Employee engagement programs play an important role in keeping employees satisfied have been shown to increase loyalty and commitment towards the organization. For more information on developing an employee rewards and recognition program and on other employee engagement programs visit http://www.myhrpro.ca/engagement-and-retention

Employee engagement programs in many business organizations end up failing for a number of reasons. Here's some that are quite common- 1) a lack of senior management's involvement is one of the reasons that prevent employees from being fully engaged. Apart from HR managers, other leaders from the top management also play an important role in increasing employee engagement level in an organization. Ensuring active communication and involvement from Senior Leaders reinforces that employee satisfaction and engagement is a priority for the organization. 2) Focusing on some departments such as sales and marketing and ignoring others is one of the reasons why employee engagement programs fail. It's common for some departments to be much more actively involved in employee engagement and retention programs than others. To avoid this create a system of accountability to ensure that all Departments are carrying out engagement activities for their employees. 3) Give employees a voice. Employees know better than anyone else what motivates them. Ensure your employee retention and engagement program involves input about what rewards, recognition and program components that your employees want. That way you're more likely to develop a program that hits the mark and gives you the outcomes you are looking for. More information on employee retention and engagement is available at http://www.myhrpro.ca/engagement -and-retention

When it comes to employee recognition and engagement, the important role played by managers cannot be overlooked. It is essential to make your recognition program more manager-friendly. Here's how it can be done- 1) Managers' involvement and participation is crucial to the success of your recognition program. It is important to communicate the goals and objectives of recognition programs to managers and let them know why the program is being established. 2) Keep your recognition program simple and easy to manage. This will make it easier for managers to implement it. 3) Build in a feedback process to identify areas where the program is working well and areas that can be improved. For more information on employee recognition and engagement visit http://www.myhrpro.ca/engagement-and-retention

Many businesses can't afford to pay their employees more. But that doesn't mean there is no way of stopping your best employees from leaving your organization. Here's how you can retain your best employees without raising their salaries. 1) Provide them more freedom and control. Employees like to work in organizations that give them the freedom to decide when they work and how they work. Where possible try to build in flexibility and provide the opportunities for employees to determine how certain types of work gets done. 2) Provide clear goals and vision to your employees. They should know what the key business objectives are and how their work aligns to them. 3) Your talented employees want to grow, so it's important to provide learning and development opportunities so they can increase their knowledge and skills. This not only benefits them but the organization as well. For information on employee retention visit http://www.myhrpro.ca/engagement-and-retention

Improving employee engagement in business organizations is one of the major challenges faced by HR Departments. Here's how it can be done- 1) the first step is to hire competent employees who fit within the culture of the organization. Working with people who don't fit in can have negative impact on employee retention levels in an organization. Taking the time to conduct potential employee appraisals and pre-hire tests can identify traits that aren't easily detected during an interview saving time and money from hiring the wrong person. 2) Next provide a challenging working environment for employees where they have a chance to apply new approaches and methodologies to solve problems. This will keep employees engaged and committed, improve innovation in your organization and improve performance results 3) Provide learning and development opportunities that help your employees improve their skills and grow professionally. 4) HR should play a proactive role in promoting communication between management and employees. This will result in high employee retention and engagement. For more information on employee engagement visit http://www.myhrpro.ca/engagement-and-retention

There is no denying the fact that increasing employee engagement levels requires a significant investment of time and money. However, not taking any substantive measures to increase employee engagement levels may prove to be more 'costly' for business organizations. 1) If your employees are not fully engaged, you may end up losing a large number of customers. 2) Many talented employees will leave your organization if you fail to provide a positive working environment for them. This will result in loss of talent and high turnover costs. 3) Your organization will fail to achieve its goals and objectives if your employees are not working with full-commitment. For more information on employee retention and engagement visit http://www.myhrpro.ca/engagement-and-retention

A high potential employee is an employee who has the ability and potential to move to successive leadership positions in your company. It is a major HR challenge to devise a mechanism to identify high potential employees. Here's how it can be done- 1) it is important to be open and forthright when it comes to identifying high potential employees. Being secretive and inconsistent can create ill-will among employees. 2) Hold senior management accountable for identifying and developing high potential employees. 3) Look for high potential employees in all positions and departments. Don't restrict the search to traditional staff positions. For information on performance management and employee engagement visit http://www.myhrpro.ca/performance-management

Managing individual performance is key to creating a high performing organization. Strong individual performance management systems include not only annual employee appraisal but also include performance planning, performance feedback and coaching from supervisors. These elements combine to ensure employees are clear on expectations about their performance, and have regular and timely feedback on how they are performing. Organizations that have these things in place are well on their way to becoming a strong performing organization.

To improve your performance management system further consider using a performance management maturity model to monitor how your performance management system is evolving. In terms of their performance management maturity, companies can be categorized into 3 stages- 1) 'Novice' stage in which the companies have either not yet started or have just started to develop their performance management strategies. 2) 'Intermediate' stage in which the companies are in the middle of developing and implementing performance management strategies. 3) 'Advanced' stage in which the companies have clear performance management strategies in place. In a study conducted to find out how performance management is organized within companies today, it has been found that more and more companies are starting to shift to advanced stage of performance management maturity. To find out what's involved in having an advanced performance management system or for more information on performance management and employee engagement contact This e-mail address is being protected from spambots. You need JavaScript enabled to view it