HR Pulse

Simplify HR for effective employee engagement

Research indicates that employees with lower engagement are four times more likely to leave their jobs than highly engaged employees and that a 5% increase in total employee engagement correlates to a 0.7% increase in operating margin. There's no denying its importance and its effect on the bottom line. Although there's a sound business case as to why organisations need to focus more on raising engagement levels, employee engagement remains an issue. One of the reasons that employee engagement continues to plague employers may be the complexity of their processes.

Sharlyn Lauby, HR professional-turned consultant, says that: "Onboarding and managing the new generation of workers is different. We need new tools to make employees successful...The reality is these 'anywhere, anytime workers' are completely overwhelmed. Complexity is killing productivity, creativity, and innovation. Complexity takes the form of being too connected – meetings, technology, etc. The thing that makes us effective and efficient, if overused, can create the opposite effect."

"That's why simplicity is key. Companies must simplify in order to engage the workforce. And if they do, they will see big results. Research shows shareholder returns for companies with engaged employees is 24% (versus 9%)," states Lauby.

How can organisations simplify HR?

Lauby believes that the concept of a traditional employment life cycle needs to transform:

"The cycle must focus on the employee discovering, unlocking and fulfilling their potential."

The talent-focused life cycle promotes employee engagement by focusing on these three areas:

• Development: Growing and developing needs to be continuous.
• Performance: Focus needs to move from performance reviews and place more emphasis on what the employee is doing in their career now.
• Relationships: Employers and employees can understand working relationships and aim to reach success.

Frew Murdoch is the assistant editor of HR Pulse. She has a BA degree in communications and English and a passion for HR technology. Christine Botha, co-author of 'Ethics in HR Management: A guide for HR professionals and line managers', had this to say: "I stumbled across your review of our Ethics Guide published 28 June 2012 and wish to thank you for the positive and complimentary comments made – this was a lovely surprise and most rewarding. I will certainly pass this on to all co-authors of the Guide."