Employee

Engagement

& Retention

Presented by: Erin Stewart

Senior HR Business Partner

OneDigital Health and Benefits

Session

Objectives

• Understand the concept of motivation, engagement and retention

• What motivates employees

• Steps to improve employee engagement during a pandemic

• Discover best practices for employee retention

• Culture, employee relations and workplace considerations

What Motivates

Employees?

The more things change,

the more they stay the same.

5 Ways to

Motivate

Employees

• Remain calm and communicate a clear plan

• Make safety a priority!

• Comply with state and federal guidelines

• Publically discuss company health policies, highlighting any change in plans for employees affected by COVID-19

• Offer premium pay/bonus for extended working hours or hazardous conditions

• Pay attention to employee concerns

• Re-train or cross train employees

• Invest in professional and business development

Strategic

Employee

Engagement

It’s time to engage about

engagement.

Why Does

Engagement

Matter?

• Overall, companies with high employee

engagement are 21% more profitable

• Employee engagement improves morale in the

workplace

• A recent Gallup study shows that highly engaged

workplaces saw 41% lower absenteeism

• Engaged employees provide a better customer

service experience

• It costs businesses $4,129 on average to hire new

talent and around $986 to onboard a new hire

Steps to

Improve

Engagement

1. Create a sense of belonging

2. Enable teamwork and collaboration

3. Recognize and reward good work

4. Show employees that their work is meaningful

5. Give employees the freedom and authority to make decisions

7

Sense of

Belonging

• Communicate, communicate, communicate

• Create a virtual community

• Solicit ideas and suggestions

• Provide guidance and resources

• Loosen up and ensure flexibility

Teamwork &

Collaboration

• Connect through collaboration

• Solicit and welcome feedback

• Demonstrate willingness to listen

• Let employees know you acted on suggestions

9

Recognition &

Reward

• Recognize good work and good deeds

• Implement or improve reward and recognition programs for instant appreciation

• Encourage employees to recognize each other

• Management should take extra steps to reward employees for going the extra mile

Meaningful

Work

• Work provides identity and individual self-esteem

• Autonomy, competence, and relationships at work nourish and sustain meaningfulness

• Share success stories

• Help employees cope, show extra support and understanding

Freedom &

Authority to

Make Decisions

• Trust employees to make decisions

• Impossible to control everything

• Provide direction as time and circumstances allow

• Welcome questions

• Empower employees

Retention

Motivated employees are

engaged employees and

engaged employees stay!

Total costs associated with turnover range from 90% to 200% of an employee’s annual salary.

Tim

e • Interviewing

• Disruptions to team-based work

• Orientation

• Benefits enrollment

• TrainingM

on

ey • Accrued paid time off

• Temporary coverage

• Decreased productivity

• Recruiting efforts Kn

ow

led

ge • Experience

• Past projects

• Customers/clients

• Products/services

Why Does Retention Matter?

Retention

Strategy

Foundation

• Solutions are about how a company treats employees

• Recent studies support that employees want to make a difference

• Employees value work/life balance

• Create a retention strategy based on the vision and values of your organization

Happy Employees Stay!

Keep Company

Culture

Thriving

• Culture, leadership and employee experience

• Discovering the new normal

• Value employee’s mindset over short-term profit

• Creative thinking for the unplannable future

• Foster communicate in remote workforce

• Help employees manage work/life balance

• Encourage virtual fun

• Remote manager-employee relationship

• We’re in this together

Employee

Relations

• Set clear expectations right up front (e.g. policy handbook, job description)

• Orientation and onboarding

• Frequent and open internal communication

• Provide constructive feedback

• Praise and gratitude for a job well done

Job and

Workplace

Considerations

• Strong management team

• Set expectations

• Free to express ideas

• Challenging and meaningful work

• Growth opportunities

• Fair and equitable treatment

• Access to management

Best Practices

to Improve Job

Satisfaction

• Town Hall Meetings

• Welcome letter to new hires

• Reward managers for exhibiting core values

• Wellness or fitness program

• Charitable foundation and giving back to communities

• Group lunch with senior leaders and employees

• Fun events

• Corporate communications

20

ONEDIGITAL FUTURECAST

The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria

for recertification credit pre-approval.

This activity has been approved for 1 HR (General)

recertification credit hours toward aPHR™, PHR®, PHRca®,

SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through

HR Certification Institute® (HRCI®).

Activity ID: 522605

Please make note of the activity ID number on your

recertification application form. For more information about

certification or recertification, please visit the HR Certification

Institute website at www.hrci.org.

OneDigital Health and Benefits is recognized by SHRM to offer

Professional Development Credits (PDCs) for the SHRM-CPSM

or SHRM-SCPSM. This program is valid for 1 PDCs for the

SHRM-CPSM or SHRM-SCPSM.

Activity ID: 20-SR297

Please make note of the activity ID number on your

recertification application form. For more information about

certification or recertification, please visit

www.shrmcertification.org.