We’re halfway through the year. January seems like a long time ago and December is still a long way out. But the clock is ticking toward Q4, and that means it’s time for a goal check-in. It’s easy to set ambitious goals in January, but how are you doing on them now? How about your employees? Have they accomplished what they set out to do?
The data makes it clear that organizations that cultivate high levels of engagement also deliver exceptional performance regarding productivity, revenue, profitability, retention, customer service and other key metrics. Knowing this, you want new employees to reach high levels of engagement as quickly as possible. In fact, engagement starts before the hire, whether you're being intentional about it or not.
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“Millennials are addicted to their phones.”
“Baby Boomers don’t understand technology.”
“Checking Facebook at work is completely acceptable.”
“Checking Facebook at work is completely unacceptable.”
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Much has been written in recent years about the need to improve Employee Experiences (EX). Many of the solutions offered under this umbrella include technologies that enable self-service, greater convenience and more personalized experiences at work. Programmatically, EX initiatives typically focus on making improvements in technical, cultural and physical environments within the workplace.
Our latest best practices report, The Career Experience Continuum, explores employee experiences from a different vantage point—the perspective of individual employees and what they really want from the work environment over the course of their tenure with an employer. When these needs are not sufficiently met, motivation and productivity decline and employees seek career opportunities elsewhere. The average person changes jobs 10 to 15 times during their career.1 Every year companies lose 25% of all new employees.2 77% of that turnover could be prevented.3
