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[forum admin]

New research has suggested that employers need to maintain a focus on making employees feel engaged with their company, if they are to retain talent and remain as competitive as possible during the recession and beyond.

Conducted by an independent research company on behalf of Taleo Research, the ‘Engaging Times’ study found that of 1,020 workers surveyed, half feel that their career appraisals aren’t constructive and only 45% are aware of the job opportunities within their company.

According to the researchers such findings indicate that employee engagement strategies are not being implemented by many organisations and that visibility of personal career opportunities is needed to engage staff.

The report considers the engagement levels of UK employees and some of the factors that can influence employee engagement.  Employees who have a restricted view of personal development, career progression and alternative job openings can struggle to see a future with their employer, according to Taleo. One in five employees said that despite the economic downturn, they are still interested in looking for a new job.

Alice Snell, Vice President of Taleo Research, commented:

“HR directors need to ensure a higher level of employee engagement in these challenging times. Otherwise they risk losing talented employees. In 2008, the average staff turnover rate in the UK was still 17.3%. If employees aren’t engaged, they will look for opportunities, especially among competitors that provide better assurances of a structured career path and job security.

“In the current climate, competition between companies to survive, succeed and grow will only become more intense. To improve employee engagement and productivity, organisations need to take action. Steps include ensuring employees can manage their career goals, have a clear career path, receive constructive appraisals and have good visibility into other job roles and promotion opportunities in the company.  On top of these employee engagement benefits, this will also provide the employer with a strong and well structured employee base to grow from once an upturn starts.”

[Jonathan]

If people aren't engaged or even bothered about who they work for they're more likely to jump ship as soon as trouble or a better offer comes along.

[Gota]

I know loyalty is loyalty and people don't seem to know about that these days. I'm talking about the staff as well as the boss.

[Robin Tetley]

I was just talking about this kind of thing in another discussion strand. That was concerning employers who freeze salaries when they don't need to. Well, it was a hypothetical question but along the same lines as loyalty. 

[Malcolm]

That would be a cheap tactic and I don't think an employer that did this would care about their workers at all.

[Robin Tetley]

I agree but isn't "the bottom line" ultimately more important than anything to the majority of businesses anyway? I mean without the profits there would be no employees so perhaps some might see this as a necessary evil?

[Malcolm]

Profits are the ultimate test of whether a company is doing well or not but many people don't treat their workers like garbage in order to maximise these. Both things are possible.

[Bob]

In my experience most companies do treat there workers like garbage for more profits.

We don't even have cleaners to clean desks that are used literally 24/7 so there are horrible clumps of dust floating around the backs of the computers.

[Jonathan]

Why is that then?

[Gota]

So who cleans the desks? Or is it the task of whichever person is working at whichever station?

[Bob]

We clean them ourselves if the team leader actually has any screen wipes. If not the dust floats around. Really nice.