About the Host and Guest Speakers
Episode 23. Manage to Retain The Employee Series
Listen to business experts and the blinds spots they see.
Hear the blind spots and understand how, through data and analytics, you can eliminate those blind spots.
Takeaways from the
Episode 23. Manage to Retain The Employee
Employee Engagement is a Recurring Topic: The episode starts with a discussion about employee engagement, which has been a recurring topic in business discussions. It is considered both interesting and challenging.
Identifying Employee Engagement Challenges: The hosts, Sherry and Lou, emphasize that employees may not directly express their engagement issues. Leaders need to sift through the conversation to identify subtle hints and challenges related to engagement.
Using Empathy Graphs for Insights: The hosts introduce an "empathy graph" that helps leaders understand employee engagement better. The graph visualizes various key performance indicators (KPIs) and compares an employee's performance to the average. This data can provide insights into the employee's engagement levels.
Balancing High Workload and Engagement: The example of an employee named Ethan is discussed. Ethan has a high number of appointments and low subscription cancellations, indicating strong client relationships. However, his completion percentage is low, suggesting potential burnout due to a heavy workload. This highlights the importance of balancing workload and engagement.
The Complexity of Employee Engagement: The hosts highlight that employee engagement is multifaceted. It depends on factors like workload, understanding job expectations, alignment with company values, and open communication. Identifying and addressing these factors can contribute to improved engagement.
These points provide insights into the discussion around employee engagement in the episode. Now, let's delve into some statistics to add authenticity:
- According to a Gallup poll, only 36% of U.S. workers feel engaged in their jobs (Gallup, 2021).
- A study by the Society for Human Resource Management (SHRM) found that 60% of employees consider communication with their direct supervisor essential for engagement (SHRM, 2020).
- On average, it takes about 42 days to fill a vacant position, highlighting the potential cost of employee turnover (SHRM, 2021).