3 ways employers can utilize employee engagement tech to reduce turnover

For HR leadership, zeroing in on employee engagement efforts has never been so critical, as record high resignation rates and a plethora of open positions means that 2022 will truly be the job seeker’s market.

A stronger, more engaged employee experience is vital for both recruiting and retention efforts and boosts an organization’s bottom line. Businesses with high employee engagement levels experienced 43% less turnover and 23% more profitability compared to businesses with low employee engagement, according to Gallup.

While increasing employee engagement levels can be daunting, it can be made easier through efficient use of HR technology. As HR leaders look to update their technology stack for this year, it's essential to adopt employee engagement tech. Today’s workforce needs tools that touch and enhance every aspect of the HR process, from onboarding to ongoing pulse surveys and recognition programs.

Here are three critical components to be on the lookout for when seeking employee engagement software, and how best to utilize the technology to drive engagement and improve manager-employee relationships.

1. Real-time visibility with automation

One key aspect of HR operations that can be enhanced with engagement technology is automated employee pulse surveys. The right technology should be continually providing insight into employee engagement levels and overall operations. In addition to this snapshot, it’s important to regularly touch base with employees to get a better understanding of their overall happiness and what they want and need from their employer — especially in such a tight labor market. Salesforce research found that employees who feel heard are nearly five times more likely to do their best work.

Consider utilizing employee engagement technology that allows HR professionals to identify performance challenges, craft and deploy surveys on a regular cadence, and collect data in real-time. Additionally, reaching employees who may feel overlooked — like remote workers or those with overnight shifts — enables organizations to help all employees feel heard and valued and drive a people-first culture.

Gathering this information also equips HR professionals with real-time insight into any issues before they fester and allows them to spend more time acting on the data. Automating employee pulse surveys empowers HR professionals to take a proactive approach to any potential issues.

In a shift-driven or hourly environment, automation technology can also enhance scheduling, equipping HR managers and employees with real-time insight into schedules as well as open shifts. Giving employees the ability to see their schedule from their mobile device and automatically pick up or swap shifts gives employees control of their schedule and takes a large administrative burden off HR.

2.  Fair recognition and rewards programs

When analyzing employee engagement technology, it’s imperative to look for tools that enhance reward and recognition programs because it’s a vital retention tactic. According to OnShift’s Employee Perspectives survey of more than 2,800 frontline healthcare workers, more than a quarter of respondents cited recognition programs a top perk. The most important thing about employee rewards programs is that they are fair and unbiased. Harnessing data from HR technology can help make this happen. Organizations can utilize tools to monitor employee behaviors that align with necessary organizational improvements.

If there’s an issue with employees clocking in late, consider establishing a rewards program that recognizes employees who consistently clock in on time. This ensures employees are recognized in a systematic way that moves away from arbitrary awards programs like “employee of the month,” and doesn’t create additional work for management.

These kinds of programs help employees feel valued for their good work and opens the door to recognize employees who may not work as directly with managers, customers, or other stakeholders, such as those on the third shift.

3. Enhanced employee performance monitoring

Consider enhanced employee performance monitoring, especially for new hires. Twenty percent of new hires leave within their first 45 days, so it’s critical that HR leaders ensure new employees feel supported, valued, and understand their performance not only within their onboarding period, but throughout their entire career with the organization.

While most leaders have good intentions, it can be difficult for them to spend as much time as they’d like supporting and connecting with new hires. Managers can lean on automated new hire surveys to identify any issues or concerns, ultimately creating a better experience for the new employee and fostering a culture of supportive communication.

Nearly half of highly engaged employees receive feedback at least once a week. With the engaged workforce wanting frequent visibility and feedback, it’s important to harness technology that can help streamline the process and create a record. Employee engagement software needs to allow both managers and employees to access their performance information and development timelines. This enables organizations to identify performance trends and enhance communication between managers and employees.

High turnover is top-of-mind for businesses of all sizes and HR leaders are seeking ways to combat the great resignation. Harnessing employee engagement technology correctly, and consistently, is paramount to improving the employee experience and reducing turnover. Used strategically, HR technology can help improve two-way visibility and communication, ultimately moving the needle upward in employee engagement.

 

This article was written by Peter Corless from Employee Benefit News and was legally licensed through the Industry Dive Content Marketplace. Please direct all licensing questions to legal@industrydive.com.