Everyone wants to love what they do. Now, some of your employees won’t and that’s to be expected and perhaps even accepted. For some, it’s just a job. For others, a frightful transformation occurs, one that could be damaging your company culture in more ways than you know. Introducing, “the disengaged employee,” a recruiter’s worst nightmare.
When an employee crosses over to the dark side, and becomes disengaged, they begin to sabotage your efforts to create an attractive company culture. The damage doesn’t stop there. Disengaged employees can damage your employer brand and even your bottom line.
Now you may be wondering, does my company have disengaged employees? The data suggests that your company very well may. According to data from the muse, 20% to 30% of employees are not engaged in their work. Unless you have an amazing recruiting process, it’s likely that a significant portion of your employees are disengaged.
But even having a small number of employees that are disengaged can impede you from meeting your retention goals. These employees contribute to a negative work employment that can affect job satisfaction across the board. It’s clear that poor engagement can contribute to low work quality, job satisfaction, and high turnover rates. All things you’re working to actively avoid.
So how can the employee engagement problem best be solved? You can solve this problem by applying HR best practices for engagement. Improving your candidate experience, employer brand, and access to a higher quality talent pool will solve your engagement problem. You see, fixing employee engagement doesn’t start with onboarding, it begins with the first interaction a candidate has with your employer brand and continues to be built as they move further along your hiring process.
Most companies have low quality hiring processes and don’t know how to create highly engaged candidates. These companies communicate too slowly, are unresponsive to questions candidates have, and create a rough onboarding experience. Most companies also make candidates feel like the company isn’t very interested in them or invested in their future there. As a result, these companies onboard disengaged candidates who then turn into disengaged employees.
Don’t be like most companies. Here’s what you need to do to avoid the disengaged employee problem. Convey that your company truly cares about nurturing and investing in the talent that is joining their team. Make your HR organization more accessible to candidates. Involve HR as an active partner in your new employees continued growth and development.
Creating these perceptions is easy too, just focus on providing rapid and prompt communication to all candidate inquiries. One way to do so is by using text messaging. Text messages average a 40% response rate and are a convenient communication option preferred by the modern workforce. On your end, text messages ensure all your communications are read and can be used to recruit, onboard, and engage employees. Check out our latest eBook to get 9 more strategies you can use to improve candidate engagement.
Download 9 Ways to Improve Candidate Engagement