October 23

Study Identifies Ways to Engage and Retain Employees

In the current U.S. labor market, workers have the upper hand. With an average of 1.7 job openings per unemployed worker in August 2022, unhappy employees who want to switch jobs have plenty of choices. Given the difficulty of replacing employees in this environment, it’s more important than ever for employers to strengthen the connection that workers feel toward their workplace.

A recent study authored by Joe Hart, President and CEO of Dale Carnegie, identified the factors that lead to employee engagement and retention. Engaged employees reported feeling confident, hopeful and secure. The organizational drivers of engagement were identified as: the relationship with the immediate manager; belief in senior leadership; the purpose and direction of the company; work-life balance; and the work environment.

The study was conducted in May and June of 2022. More than 6,500 employees in 20 countries were surveyed about workplace emotions and their connection to employee engagement.

The immediate manager has an enormous impact on an employee’s engagement and emotional well-being, yet only 38% of the survey respondents had confidence in their immediate manager. Poorly trained managers cause employee dissatisfaction and high turnover, which negatively affect both the organization and its customers.

Thirty nine percent of the employees surveyed saw an opportunity for skills growth. Workers view skills training as important for professional development and career advancement. Upskilling opportunities can also help with retention.

A majority of the employees reported a preference for remote or hybrid work. While remote work is great for worker morale and work-life balance, it requires a new set of skills for managers.

Dale Carnegie offers leadership training to help managers guide teams effectively, skills training that will boost workers’ confidence and security, and employee engagement solutions. To find out more, visit DaleCarnegie.com.


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