Good Human Capital Management Brings Employee Engagement To The Forefront

How many of your employees are truly engaged in their work? Per Gallup’s definition, an engaged employee is one who is “involved in, enthusiastic about, and committed to their work and workplace.”

Engagement levels in the U.S. have reached 34%. Gallup looks on this as bright news, as it ties the high measured in 2016.

But don’t break out the champagne just yet.

If only one in three of your employees is engaged, what’s going on with the others?

Most likely, a significant portion of them are actively disengaged. That means they have miserable work experiences and negatively affect those around them.

In a world where everyone must work to live, some people are bound to find themselves in organizations that aren’t a good fit. But much of employee engagement isn’t down to simple luck: It hinges on proactive human capital management.

Human Capital Management Inspires Trust And Engagement
Companies that provide employees with resources for success – including a clear path to career growth – are most likely to reap the rewards of an engaged, energetic team.

Unfortunately, such resources often end up on the chopping block when market factors cause belt-tightening. This impedes a company’s ability to develop, support, and optimize its people.

Human capital management is a value engine businesses should use to motivate employees. When programs that foster workplace well-being are scaled back, dissatisfaction follows. That leads to turnover, which feeds into longer, less effective hiring cycles.

Employees know when a company cares about them or not. An investment in their professional growth – not only in funding but in policies and processes – gives them the motivation to succeed.

Consider these cornerstones of effective human capital management:

1. Benefits
Benefits are key to effective recruitment, particularly at higher levels of the organization: They distinguish employers of choice from all the rest. A good benefits package can be more cost-effective than increased salaries while enhancing employee morale and reducing stress.

2. Onboarding
Every new hire has a “turnaround time” – a period of time they need to be in the role before they are consistently producing the expected value. Structured onboarding can accelerate this period from several months to several days, so new hires reach their potential sooner.

3. Training
Training reflects an ongoing commitment to excellence. By folding talent development into your human capital management strategy, you demonstrate to high performers that they don’t have to go elsewhere to continue along a challenging and rewarding trajectory.

4. Retention
Every employee who leaves your organization saps valuable knowledge capital. A formalized retention program is a must to keep high-potential leaders at all levels connected to the company mission. Without it, a company risks an expensive cycle of hiring and then losing talent.

What’s The Solution For Effective Human Capital Management At Scale?
People are your greatest asset. No matter what you call it, the team responsible for optimizing personnel strategy has a big job to do. That team must be nimble, but large enough to support the ever-evolving needs of your workforce.

Luckily, you don’t need a huge department to realize your vision.

The People Success Program is the keystone of Flagler Financial’s human capital management approach. Our proprietary solution gives you unprecedented visibility into key personnel functions. That allows a handful of experts – or even one – to orchestrate efforts for an enterprise.

To find out more, contact us today.