Are You Getting the Most Out of Your Employees?
Posted by Kimberly Jones, Unknown, KNJ HR Solutions on 3/23/2017

This can be a difficult question to answer because it can be hard to know what an employee’s “most” is.  However, if you’re providing the proper tools, training, and work environment to promote success and “getting the most”, then I would say that you’re definitely headed in the right direction.   

So, as an employer, what should you do to create the best work environment and promote success?  Below are three key HR related areas that all employers should strive to be successful at in their workplaces. 


 Job satisfaction, or the lack of job satisfaction, is commonly reported as being the number one reason why many employees leave their place of employment.  Employee satisfaction means that employees are engaged in their jobs and feel appreciated for their efforts.  While many will leave a job for more money or other factors, the underlying reason for turnover in many situations is a lack of job satisfaction with leadership.  When organizations understand the underlying causes of job dissatisfaction, they can work towards creating a work environment that promotes open communication and consistency, which are essential to the success of any organization.  This also opens the door for having a more satisfied workforce.  However, to reach ultimate success, employers should consider taking things even further.


We have all heard the term employee engagement, but some people may not completely understand what it means.  Employee engagement is defined as employees being fully invested emotionally, mentally, and physically towards achieving the organization’s objectives.  Employees are enthusiastic about their job and they work extremely hard to make sure management and fellow co-workers see that enthusiasm consistently.  While having an engaged workforce should be a goal of every organization, the term engagement is often confused with an employee’s passion for their work, and having passion for your work does not make an employee committed to your organization.


An employee’s commitment signifies their enthusiasm for the company or organization he or she works for.  Yes, it is definitely essential that employees have passion for their work; however an organization’s primary concern should be to evaluate an employee’s commitment to the organization, which in turn leads to the achievement and successful completion of the organization’s goals.  It also promotes loyalty amongst employees and the organization, which is considered to be a declining, but welcome attribute within today’s workforce.  Still, maintaining an employee’s commitment to the organization can be difficult, and may vary as economic conditions change.  However, results can be achieved through clear and open communication, adapting your engagement and commitment strategies to your employee’s needs, and leading by example.


Job satisfaction, engagement, and commitment are all reliable predictors of employee retention.  Some turnover is inevitable and can be good for the organization.  However, high levels of turnover can contribute to lower employee morale, increased costs, lower productivity, and inefficiency.  By utilizing the formula Satisfaction + Engagement + Commitment = RETENTION, organizations can ensure that they are putting themselves in the best position to capture, grow, and retain top talent, thus increasing employee productivity and morale.  So, instead of asking, am I getting the most out of my employees?;  take it a step further and ask, am “I” doing enough to get the most out of my employees?


Categories: Human Resources
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