A Discussion of GLINT Inc’s Seven Habits That are Stalling your Employee Engagement Program
Written by Melissa Telecky
The struggle to find top talent in today’s labor market is as real as it has ever been. Candidates and employees have gained the upper hand against employers, with employees having more job options than ever before. Employees today are not afraid to seek out new career opportunities that promise better advancement, pay, culture, work-life balance, recognition, the list goes on. Job hopping is no longer frowned upon, like it once was. In fact, most high performers view it as necessary to advance in their careers. This shift to an employee-driven market is the first of its kind, and employers are being forced to make the changes necessary to engage and retain the top-talent they already have. Unfortunately, most employers nation-wide are not keeping up with such effective engagement strategies and instead are continuing with outdated habits that are costing their organizations millions of dollars each year.
However, today’s high performing organizations have begun to make the necessary changes for increased employee engagement and retention. Understanding today’s workforce trends has been a first step in the right direction for such organizations, as is discussed in Glint Inc’s Seven Habits That are Stalling your Employee Engagement Program. There is now a shift of employee power in the marketplace due to a shortage of available talent. According to Glint Inc, “Active job seekers are now 30% of the workforce. And ‘warm, passive candidates—those who are open to speaking with a recruiter or are already reaching out to their networks—now make up 57% of the workforce”. That is an astounding 87% of the workforce population today that is open to a new opportunity (Glint, 2018).
Technology has also become an imperative contributor in today’s marketplace that has shaped the way employees view company brands by allowing for constant connection in a real time fashion. The power of social media is in the hands of everyday people, including active and passive job seekers. Every individual has full access to post their opinion, positive or negative, about their current or past employer at any time. Most candidates today rely heavily on this accessible information and use it to influence their decision to join a new organization (Glint, 2018). According to Glint Inc, the higher an organization’s employee engagement, the more likely it is to have positive reviews that will in return effect the way in which a company’s brand is positively viewed. However, the negative contrary to this stands true, as well.
Technology has allowed us to stay connected to one another, world-wide, in an immediate fashion. People have been conditioned to expect instantaneous communication and feedback. This makes it even more imperative for today’s employers to stay ahead of updated strategies for employer engagement, before it is too late and the talent is already out the door (Glint, 2018).
According to Glint Inc, there are Seven Habits that most organizations utilize that are outdated and, if continued, will unquestionably hurt employee engagement and retention. The following are the Seven Habits to avoid, according to Glint Inc’s Seven Habits That Are Stalling Your Employee Engagement Program and How to Fix Them (2018):
1. The annual engagement survey
2. Using static high and low scores to dictate your company’s strategy
3. Fixing engagement challenges for your former employees
4. A one-size-fits-all strategy
5. Engagement data is guarded under lock and key
6. Leaving the employee out of employee engagement
7. Maintaining the organization’s most important metric in a silo
Each “habit to avoid” is further explained in Glint Inc’s article with appropriate action steps that should be considered for one’s organization. However, a common thread in Glint Inc’s recommendations is that real-time responses, that reflect levels of employee engagement, need to be tracked and responded to in real time (Glint, 2018). Organizations also need to spend time assessing and understanding what truly motivates their employees by department and teams vs. making generalized assumptions about their organization as a whole (Glint, 2018). This will allow organizations to formulate the best metrics to track that mirror what is important to their employees.
In conclusion, employers today need to embrace open communication with their employees and create a continuous channel for conversation, as employees today value feedback and coaching (Glint, 2018).
Adopting these positive habits will help increase employee engagement and ultimately influence higher rates of retention in today’s ever-evolving, employee-driven environment (Glint Inc, 2018).