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Tips for Better Employee Engagement and Retention

What can companies do to proactively build engaged, adaptable, and resilient workplace cultures that thrive over both the near and long term?

It can be easy to forget that employees are at the center of any organization’s success. And what those employees feel – about the companies they work for, their leaders, their teams, and themselves – ultimately provides the fuel for high performance.

According to Betterworks’s 2022 State of Performance Enablement Research Report, development concerns have ascended and are top-of-mind. Career advancement is the No. 2 reason people were thinking of leaving in 2023 (35%), followed by professional growth (34%) and wanting a better company culture (30%). Please continue reading.

Providing Each of Your Employees with a Career Development Plan

How are HR Departments solving the challenge of retaining workers?

Recruitment is only the starting point throughout the employment life cycle.  A career development plan is required to successfully retain your employees for the long-term.

Every potential employee wants to know two things: ‘What is my Career Path?’, and  ‘What are the skills that I need?’

Creating an employee Career Development Plan that shows where an employee might expect to go while working for the organization, and giving them access to learning and advancement opportunities will provide the fuel for high performance and the solid foundation for a company that they will likely want to work for.

What does HR really need to know?

In today’s fast-paced job market, the traditional resume often falls short of capturing the full picture of a candidate’s abilities and fit for a role. While resumes provide a snapshot of past experiences and accomplishments, they may not fully address what employers need to make informed hiring decisions. As hiring practices evolve, understanding what truly matters can lead to more effective and insightful evaluations of candidates.

A resume typically includes a list of past roles and achievements but often lacks clear details about the specific skills a candidate excels at and the problems they solve. Talent acquisition best practices ensure direct evidence of these competencies to assess whether a candidate is well-suited for the job. Explicit skill assessments, such as targeted tests or practical assignments, can provide a clearer picture of a candidate’s capabilities. Beyond bullet points and job titles, a personal narrative offers valuable context about a candidate’s career journey, motivations, and work style. Understanding how candidates have approached and overcome challenges provides insight into their problem-solving abilities and alignment with the company’s culture. Incorporating video introductions or structured interviews where candidates can share their personal stories can bridge this gap.

Engage and Stay Connected

Develop a Talent-Ready Workforce!

Now that you have your K-12 and secondary education partnerships and you are working hand-in-hand with your partners to identify and develop candidates, you must stay connected to these candidates. That’s easier said than done when you are building talent pools that start in middle and high school, to internships and even through college before they are ready to hire.

The 10 steps to your Future Workforce program are outlined here.

Let’s dive in to the next step, Engage & Stay Connected

The Resume is 542 years old. Is it still relevant?

Resumes have been around for so long that job seekers and employers don’t stop to question its relevance. Does the resume still hold the same value as it did when it first originated? Resumes were used in the middle ages by Artisans and skilled workers to detail their qualifications. The resume’s existence was first recorded in 1482 when Leonardo Da Vinci was seeking a job in Milan. The resume did not reappear until the 1930’s, but even then resumes weren’t formal. It was later suggested that women not write resumes. Men were encouraged to write resumes that include their photo, age, weight, height, etc. Though, providing that information seems acutely irrelevant to job skills and experiences. 

During the 50’s resumes became a requirement rather than a formality. By the 80s there were several technological advancements. Resumes started looking more professional, books were written about resumes, and the fax machine emerged by the late 80’s to quickly send resumes. During the 21st century, technology was integrated into the recruiting process and people started to share their resumes through email and creating professional profiles on LinkedIn.