Achieving Results through Employee Engagement
Most companies understand that having employees who feel cared for, listened to, and tied in to company strategy is one major key to organizational success, and that a workforce that isn’t engaged doesn’t translate to good performance. In a recent study, the Corporate Executive Board reports that engaged employees are 30% more profitable than those who are not.
At Cartus, we know that engaged employees will provide the best support to your relocating employees, and we’ve worked hard to create an environment in which our employees take a proactive part in shaping their work environment. We are proud that those efforts are paying off with our recognition as one of the Achievers 50 Most Engaged Workplaces™ in North America for the second consecutive year.
In a recent discussion with some of our clients, the following emerged as tips that have worked at Cartus—and other companies—to drive heightened employee engagement.
If your model for providing feedback is the traditional annual review, it’s time for rebuilding. Employees want real-time information that lets them know how they fit into the organization, right now. Waiting months after a project concludes to address performance can leave an employee with misperceptions that may negatively impact your business. Continuous and consistent feedback, on the other hand, meets employees’ needs by confirming their role on the team and providing growth opportunities.
Growth and Development
Today, we are capitalizing on the information available in the market rather than our own hubris. But are we comfortable that we are using that information correctly and to our greatest benefit? Employers serve their employees best when they give them opportunities for development and advancement—something easily achieved with the abundance of digital resources available today.
Right People, Right Places
In his best-selling book, Good to Great, author Jim Collins wrote about great leaders: “They start by getting the right people on the bus, the wrong people off the bus, and the right people in the right seats.” In other words, great management begins by ensuring the right people are in the right roles. Workforce mobility is a driving factor in making sure that your talent is in the right location.
How do we know when engagement is where it should be for our employees? We often hear that employers aren’t getting enough feedback from employees on a real-time basis. Thus, we must find ways to read the pulse of our workforce. Engagement surveys, more frequent reviews, and discussions with management, and open team “huddles” can help the flow of communication.
What Does this Mean for Relocation Managers?
Relocation’s closer ties with talent management means there is a growing recognition of the role of transfers and assignments in contributing to the company’s talent goals. Applying steps to ensure an engaged workforce will contribute to those goals:
- Build frequent feedback into assignments through performance measurements and regular reviews.
- Keep lines of communication open through management and mentors to ensure you know what’s happening with assignees on the ground.
- Use data available to you to assess the success of the assignment (sales pipeline, project completion status, etc.)