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Why Great Firms Are Good At Engaging Employees

June 9, 2014

Research shows that workers who are actively disengaged outnumber their more motivated colleagues by 2 to 1. The good news is that the companies that defy this trend do similar things – which you can use to build a more spirited workforce.

  • Hire stellar HR people. The best HR people have a gift for influencing, teaching, and holding executives accountable. They’re crucial guides for leaders and managers trying to develop employees.
  • Use straightforward performance management systems. Companies with the highest engagement levels use recognition to develop employees and encourage them to reach their highest potential.
  • Don’t pursue engagement for its own sake. It’s increasingly possible to measure and track engagement, but don’t start “managing to the metric.” Keep your eyes on the business goals that greater engagement can help you achieve.
  • Use proven, reliable job-talent matching tools to hire the right person for the right job. The 2-to-1 ratio mentioned above is also a good benchmark for hiring. A minimum acceptable ratio for high performer-to-low/poor performer hires is 2-to-1. That’s without any job-talent matching tool – just traditional interviewing techniques. With a solid job-talent matching tool, your hiring of high performer-to-low/poor performer ratio should be 9-to-1. This hiring advantage takes a significant amount of pressure off of managers.

Carl Nielson is an organizational development professional with expertise in building high performing teams, assessing talent for job fit and coaching high potentials and leaders and building manager skills that impact the bottom  line. He can be reached at 972.346.292. His website is

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