Employee Engagement Paper

Any expert business executive will tell you that saving money is all dependent upon having the right people working in the business and keeping the turnover rate low. It has been proven that employees who feel appreciated and happy will do anything necessary to stay and continue their career journey. For decades a great deal of time and money has been invested into updated recruitment strategies, but it appears somehow turnover is still inevitable no matter how great the effort. It is one of the biggest and most costly issues plaguing businesses today, so figuring out the best resolution is the challenge most are still trying to overcome. Everyone knows talented people are an asset to any business, no matter the industry. We also know how

“An idea of “Employee Engagement” is the level of emotional bonding an employee has to his organization and ardent about his work” (Jindal, Shaikh, & Shashank, 2017, P. 7). This is simply the level of satisfaction and happiness an employee feels related his/her job duties. People have a natural desire to feel appreciated and proud of their work contributions and HR plays a very important role by developing strategies that target it specifically. Of course, strategies will depend on business and resources available, but no cost should be too large for success. Due to increased competition, the focus on this has grown greatly in the last decade as employees can and have easily walked out of the door and found happiness at the competitor down the road. Make the employees feel needed and wanted when they go into work each day. Encourage them. Reward them and not monetarily. Simple acts can go a lot further than most businesses think; however, far too many businesses are scared to change their ways which hurts growth in the long run. Over time these strategies have been proven to increase productivity and efficiency while reducing turnover rates resulting in a happier

This is a business strategy that they hope will enable them to retain their most talented employees. When businesses tell a prospective employee that they value internal promoting and are encouraging of their personal goals, they will be more inclined to continue their career journey there. For many, career opportunities are just as important, if not more, than compensation or rewards alone and some people won’t even apply if that isn’t a part of the culture. There should be a program within the business that allows employees to shadow or work within the other business units to groom them for potential openings or fill in when temporary vacancies arise. This results in a win for everybody. Employees just don’t want to get stuck in the same role with no chance to move around, so using a similar strategy will ensure you keep the best people on board. Another method would be to invest in proper compensation. Now this can be both monetary and non-monetary in form, but usually includes a base salary, health insurance, bonuses, etc. Businesses for many years have used it as means for attracting talent and stealing away from competitors. Although many business leaders don’t believe in comparing to competition, but it has been proven to be a good way of gaining competitive advantage.
Businesses worry about losing their best employees to competition, but there are ways to fight back that won’t break pockets. It