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0:00
My name is Professor
Cristine Cross
and I work at the
Kemmy Business School
at the University of
Limerick in Ireland.
This topic is about
employee engagement,
induction and turnover.
0:13
Within any organisation,
you will find a flow of
employees into and out
of the organisation,
people leave jobs and
new employee start.
Companies are forced to downsize
and let people go in bad times
and can find themselves
expanding rapidly
and employing more
staff in good times.
Managers are tasked with
identifying high
performing employees
who they want to keep
and put strategies in
place to retain them.
At the same time,
they must monitor
the performance of
under-performers with the view
to potentially let go
those, who after support,
still fail to improve.
While the direct
replacement cost of
an employee who quits
is fairly obvious,
there are also many hidden costs
within the organisation
when all is not well.
The cost of under-performing or
disengaged employees
is not as obvious
yet it can impact
an organisation
significantly in terms
of performance outcomes,
including profitability
and customer satisfaction.
Organisations are placing
more and more emphasis
on adopting a strategic
approach to employee retention,
a key tool for holding
on to high performers
and thus reducing
undesirable turnover.
1:26
Employers strive to
have engaged workers
and engagement has now
surpassed the concept
of employee satisfaction
as the must have
for organisations.
It is recognised by
employers as the ideal
employee status
involving high energy,
accompanied by
positive emotions.
To drive high performance,
employers want
engaged employees,
not simply ones
who are satisfied.
When employees are engaged
the following are evident:
vigor, which describes
how the employee is
physically connected
to their work,
dedication, which describes
how the employee is
emotionally connected to
their work and absorption,
which describes how
the employee is
psychologically
connected to their work.
Employee engagement
is a broader concept
than work engagement in so far
as it includes not just
the relationship of
the employee to his or her work,
but also their relationship
with the organisation itself.
In simple terms,
employee engagement is
how the employee is connected
to the organisation.
Nita Clarke and
David MacLeod have
identified four
enablers of engagement,
which they believe can
help organisations when
they're looking at
ways in which to
meaningfully engage
with their employees.
Induction is an important
organisational initiative
