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Focusing on engagement creates a happy, productive employee that feels valued and is committed to the business. When employee engagement goes wrong, businesses are left with disruptive, dissatisfied, and unproductive staff who are more likely to leave. According to Gallup, the current level of employee engagement in Canada is 19%. That means that 81% of employees are ready to leave their jobs. The good news is that with development of leadership and communication skills, employee engagement jumps to 74% or more. 

But how do you do this? How do you engage your employees – and more importantly, keep them engaged?

Applied knowledge is power, and this is especially true when focusing on and developing employee engagement. Here at Ultra Team Development I use psychometric assessments that can give you an understanding of how to communicate with, manage and motivate your people – the vital building blocks of employee engagement.​

Unengaged employees leave their roles early, which increases costs of training and onboarding. They also tend to be unproductive and can distract others from their own work. These outcomes can result in disruption, decreased work and poor engagement levels company wide.

Knowing how employees want to be communicated with and managed helps you to build trust and keep them engaged. When working with Ultra Team Development, I give you a level of insight into their personality and behavioral traits that helps to maintain employee engagement, increase productivity, and decrease staff attrition via assessments in Trait Emotional Intelligence (TEIQue), and Behavioral Personal Profile Analysis (PPA). 

Many candidates read employee reviews on sites like Glassdoor, Reddit or even LinkedIn. Bad employee reviews from current and past staff paint a negative image that may be inaccurate. This can stop great candidates from applying, and in today’s labor shortage, something that has tangible costs to the business and team morale.

Staff members who were once engaged, can become apathetic, leading to them being unproductive, and feeling like their potential is being wasted. Use Ultra Team Development assessments to gain deep coaching insight into your people to see who needs to be challenged more, as well as the types of challenges that might best suit them.

Engagement must be meaningful and have a driving purpose.

Engagement and generic surveys can be a great boon to businesses but can easily become a check-box exercise and do more harm than good. Staff can become fed up with filling in surveys meaning engagement and productivity levels can drop and employee attrition rates rise, especially when they don’t see action and direction after having spent their valued time on one survey after another.