Employee Engagement – Some Important Questions

employee engagement

Why Employee Engagement Matters

A common theme emerges when companies begin researching how to embrace employee engagement. These companies discover that employee engagement begins before the employee is even on the payroll. The way an organization conducts the interview and hiring process is what invites the talent they want. When done poorly, that talent loses interest.

How does an organization ensure an adequate system is in place to “tap talent” – right from the beginning?

Consider the following:

  1. Do hiring managers tend to focus on the strengths of the potential new hire during the interview process?
  2. Does the organization use these strengths as a negotiation tool in the offer process?
  3. Do candidates know exactly how they will be able to use their talents within the organization?
  4. How does the organization specifically link the strengths and talents of the candidate to the overall mission of that organization during the first 90 days of employment (the typical probationary period)?
  5. Does the program aid new hires in identifying their strengths and talents that directly tie to the organization’s goals?

The Corporate Leadership Council maintains that an employee’s clear understanding of how his or her respective strengths, talents and accomplishments positively contribute to the overall mission of an organization is one of the most important factors for employee engagement.

What the Research Tells Us

Research shows it typically takes approximately 90 days of employment for new employees to be able to evaluate the information they receive during the recruiting and onboarding processes. After 90 days, they are better able to step back and look at the overall culture of the company as well as look at their experiences, their peers, their managers, and their training.

Those experiences indicate if the job is a “fit” and influence whether individuals see themselves building a long and successful career within the organization. This is one of the first solutions to a company’s employee retention challenge.

Some questions for one to consider in employee engagement:

  1. How do I work with the HR/staffing professionals to provide accurate information and a successful plan to tap a potential hire’s talent during the all-important interview and hiring processes?
  2. Can I add to the successful onboarding of the potential new hire?
  3. Should I incorporate a welcome from senior management that addresses the mission of the organization from the very first day?
  4. How do I help a new hire associate their strengths and talents with the mission of the organization?
  5. Who should advise a new hire about opportunities to further strengthen their skills, knowledge and abilities?
  6. Can we design/implement a mentoring program or a “buddy system” that is successful for new hires?
  7. How can I determine the results of the engagement efforts?

Answers to these questions will help formulate ways to further the engagement of future new hires.

Do you have more questions about employee engagement?

Visit MySource=LifeSkills™ to learn more about driving performance and opportunity.