Staff Engagement

Employee engagement is becoming one of the biggest competitive differentiators in business, but employee engagement research shows that around 2/3 of employees are not engaged or are actively disengaged. Most people instinctively know that highly engaged employees outperform poorly engaged employees.  But despite the obviousness of this statement, many leaders are frustrated by their lack of progress when it comes to building a culture of engagement in their own business.  

One of the major challenges of engagement is that people are all different (another obvious statement!).  What engages one person will annoy another.  Some will love to collaborate, others are much more effective working in isolation.  So to engage a diverse workforce takes much more than a blanket approach.
 
One of the tools in our kit is Harrison assessment.  Their engagement and retention analytics go right to the intrinsic drivers of expectations and motivation.  The foundation of Harrison is Enjoyment Theory. It's a really good fit with Salple's purpose of exciting and delighting the human spirit.  In a nut-shell, the theory is that whatever you enjoy doing, you are more likely to be good at, want to do more often and you'll keep improving.  When you align the things individuals are passionate about and enjoy doing with their job role and the strategic objectives of the business you get a great fit. And you're more likely to hit that sweet spot of full engagement.

To effectively engage people on a personal level, you first need to be really clear about the organisation's purpose and strategic goals.  When the organisation's purpose connects in some way with an individual's own purpose, it allows them to bring their whole self to work.  Working towards a compelling shared purpose, creates engagement, builds passion - and makes for a great place to work.
 

Attracting and Retaining Great Staff

The war for great talent is very real.  Attracting and retaining the right people has become more and more competitive.  In some industries (such as digital transformation and data science), competition for competent staff is astronomical and not being able to find the right people is holding many businesses back.

The best place to start is to focus on why you're in business. Discover and articulate your purpose.  Then build a culture that's aligned to your purpose. This will attract candidates that have a good fit with your organisation's DNA.  It's then about building engagement to keep them motivated and aligned to the goals of the business.

Whether you're about to recruit someone new to your organisation or you'd like to promote from within and develop the people you have,  we can explore with you ways to make sure you hire with culture fit in mind. It really does make a difference.