Employee Engagement & Satisfaction (Part II)

The global skills shortage is spreading across industries as a top business priority. Across Europe, more than half (62%) of employers are struggling to fill vacancies with qualified professionals. With the trend of increasing employee layoffs related to demographic change, employers are under tremendous pressure to quickly define and implement solutions. Retaining qualified professionals requires high employee engagement and sufficient satisfaction. But what can employers do to retain employees in the long term? To increase employee retention, companies need to define parameters in the first step of finding solutions to significantly increase employee engagement. The relevance of trade pressure is highlighted, especially given the fact and collective consensus that employees (48%) are confident that they will easily find a new job. At this point, it is important to analyze what your employees value and what they lack in day-to-day operations.

At this point, the company should evaluate the management’s strategy and define new concepts for employee retention. Above all, they can focus on inspiring their teams. Active participation in the company’s development creates a sense of belonging and allows employees to become emotionally attached to the workplace. This can positively motivate them to become more intensely involved in the company’s growth. It is also important for employers to give employees their due recognition and celebrate their successes together. Through individual appreciation, employees lose the feeling of playing an insignificant role in the company and feel empowered and more confident in their work.

In addition, managers can facilitate internal communication to optimize the culture within the team. By facilitating clear and open communication, employees feel empowered to raise issues and define solutions with their managers. It is also important to generate a clear structure to make feedback conversations more precise and develop a means to actively implement feedback. In addition to the options mentioned above, it is up to the company to analyze individual internal problem areas and find solutions within its means.