IT Management: Employee Engagement: Rules for Recruiting, Retaining Top Workers Evolving

 
 
By Corinne Bernstein  |  Posted 2012-08-31 Email Print this article Print
 
 
 
 
 
 
 
 
The concept of employee engagement seems simple at first blush, but designing and developing a successful strategy to attract and retain a quality workforce can be daunting and complex. The concept involves matching "individual priorities, goals and desires with the needs of the organization in order to deliver business results," according to Aberdeen Group, which published a study, titled "The Rule of Employee Engagement: Communicating, Collaborating and Aligning with the Business" (August, 2012). Although a well-executed plan can boost staff retention, performance and productivity—and directly affects company profits—engagement levels are "dangerously low" for many companies, according to Aberdeen. The research firm, which studied employee engagement at 258 organizations, found that less than one-third have a formal plan for putting together, implementing and evaluating employee engagement programs. Changes in the business world, from rapid-fire growth of social networks to an increasingly flexible workforce, make it hard for companies to execute engagement programs. Aberdeen looks at how companies are capitalizing on these developments in social media and other areas to recruit and retain employees. Here, eWEEK—with input from Aberdeen Research Director Madeline Laurano—offers 10 takeaways from the study.
 
 
 

Engaging Everyone

Engagement programs should involve and have an impact on the entire team and every aspect of the business.
Engaging Everyone
 
 
 
 
 
 
 
 
 
 
 

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