It’s an old-fashioned proposition that employee loyalty immediately follows the provision of a paycheck. That’s simply not the case, although once upon a time, it may have been.
Nowadays, employees expect more from employers. It’s a two-way street. A far cry from the traditional model of loyalty being expected. Employee loyalty is not a given. It must be earned and it must be earned intentionally and strategically.
Engagement by the numbers
While employers can argue that they’ve invested in the employee and trust is implicit to that investment, trust is a two-way street. The employee has skin the game, too. And frankly, isn’t that the kind of employee you want?
Employees content with a paycheck are unlikely to be superstars. Superstars are those who understand that they’re investing in you and what you’re doing. They’re committed to being part of it.
With employee engagement a growing imperative for employers, it may well be that the data collected to this end isn’t being managed as well as it should be. Employees can become suspicious of a data-driven engagement strategy, fearing their performance is being micro-monitored. That doesn’t foster trust.
Engagement by the numbers isn’t the font of mutual trust. So, what is?
Engaging the engagement
The data you collect to track employee mood and engagement with the company presents an opportunity for employers. Inviting them to the data party to review what you’ve found out from it is where the loyalty rubber meets the road.
And this is true of employees who are disengaged from their roles, as well as though who are fully engaged.
Find out from them what specific items are propelling their engagement – or lack thereof. Getting honest feedback is the only way that the data you’ve been gathering has any real purpose. It’s most effective when it’s shared and analyzed with employees.
Encourage your employees to collaborate with you to identify areas of improvement and Centers of Excellence. Allow their feedback to guide you to where your company can grow in the project of fostering loyalty.
The freedom of anonymity
Anonymous feedback gives your employees freedom. It allows them to say what’s on their minds without fear of reprisals. It also sends the message that you value their privacy and their right to express their opinions.
Trust-building is a process. Inviting your people to the data party is the first step, but that must be followed by successive steps, like encouraging regular commentary on the workplace, it’s strengths and weaknesses. Another important step is visible employer commitment to addressing actionable items which arise in the feedback process.
When your teams know they’re valued, you’ve laid the foundation for loyalty. And once that foundation is built, a solid construction results that will not only endure, but trickle out to the top talent you’re seeking.
At Precedent HR, we’re setting the standard, with leading edge software solutions that track every phase of the recruitment cycle. Contact us for a free trial to discover online applicant tracking that changes the game.