As the economy begins to show signs of growth following years of economic uncertainty, it’s no wonder that a hot topic for HR professionals now is how to engage, retain and acquire talent.
Moreover, after many years of having to do a lot more with less, HR teams are discovering their workforce has reached a productivity limit. Employees feel they have been working to the maximum of their capacity, becoming disengaged with their work, which, on top of the negative impact on organisational morale, has a direct financial effect.
In the UK, the total annual cost of sick leave is £29bn. Disengaged employees have twice as many sick days as engaged employees and researchers have found that in the UK fewer than one in five employees feel engaged at work, while two thirds feel unengaged.
Wouldn’t it be great if we could ensure that all employees looked forward to coming into work?
In order to retain their leaders, their rising stars and nurture their talent, HR teams need to get to know their people much better, to work out what motivates them and be in a position to offer them a reason to stay.
Although pay and monetary compensation are fundamentally important, creative HR teams also consider the needs and lifestyle of the employee. Benefits such as offering training, flexible conditions at work and volunteering opportunities prove popular and give an employee better work-life balance, new skills and a fresh outlook. Those who were looking elsewhere may choose to stay; they will tend to work harder and be more loyal.
Within talent management, there is, however, a natural tension between offering an employee a reason to stay and ensuring the needs of the company continue to be met. It can be hard to find a happy medium. So, what then?
Engaging employees through charitable involvement can clearly play a part. One of the charities Pilotlight has worked with offers team building days to its corporate partners. Another, works regularly with its corporate partner’s employees to benefit the charity’s services users. Ensuring there is a strong charitable and social culture in the work place can offer an employee a chance to utilise their skills outside the often narrow confines of their role and company.
It’s good to offer more than just a day job
Here at Pilotlight we have found that offering business leaders (Pilotlighters) the chance to use their skills in a completely different environment can have a dramatic effect on their view about their day-job. Being together in a team with three others, working towards a common goal, Pilotlighters are able to positively impact the end users of our partner charities. Our latest Member Survey found that after their engagement, 88% of our Pilotlighters feel that they have gone back into their workplace with improved skills.
Clearly, employee engagement, talent management and acquisition are not simple topics that can be addressed in only one way. However, taking the time to look at the individual needs of the employee, looking at the wider picture of management and the charitable culture of an organisation can produce significant results. Think of your company like a football team - would you want only two of the players to be motivated and on your side? Or would you do what it takes to engage the rest?
By Marie-Claire Saunders, Membership & Business Development Manager, Pilotlight