4 Easy-To-Change Employee Engagement Practices

You want good employees to stay, right? Then why do you set up rules and regulations that offend and frustrate them enough that they want to exit the company? Employee engagement training should do more than tell you why employees want to stay…the training should also tell you why they want to leave.

Here are 4 easy-to-change engagement practices that push employees toward the door:

1. Arbitrary caps on pay. There should be enough flexibility to reward those who do an extraordinary job. Talented people deserve higher pay than those who are average performers. Keep the good ones motivated by making sure that top performers feel as though they are being paid fairly considering the value they bring to the organization.
2. Tracking employee hours. Don’t do it. Trust those you’ve hired to do the job…sometimes late, sometimes early. As long as they fulfill their responsibilities, don’t make them punch in and out.  If you really value people as your most important resource, trust them to perform.
3. Annual performance reviews that rank employees into predetermined levels. Who wants to be assigned a label by percentage when only a certain number can qualify as high performers? Performance should be managed throughout the year and the labels discontinued.  Make sure that you have open and honest communication, clearly communicate what is expected, share important information, and regularly give constructive feedback about job performance.
4. Manager-controlled transfers and promotions. Rare is the manager who will approve a transfer or promotion for one of the team’s A-players...they don’t want to lose one of their best. But this practice quickly discourages top talent who want the opportunity to move sideways as well as up.  Make sure that you truly care about the development of your people.

Learn more at: http://www.lsaglobal.com/leading-for-employee-engagement/