When it comes to motivating employees, many companies are stuck in a rut. Outdated employee engagement strategies that may have worked years ago are today, at best, a shot in the dark, and at worst, a negative reflection on an organization’s employer brand. Although workforce demands are changing rapidly across industries, organizations are often slow to prioritize employee engagement or successfully change their approach to keep pace.

Today, Work is More than a Job

Employees today want more than a steady, well-paid job at a promising company. They look for companies that can fulfill their aspirational needs, such as a sense of purpose and belonging, career challenge and growth, and a rewarding company culture. For skilled employees, the decision to join or stay with an organization rests on a host of factors that have become more important than compensation and security.

In this competitive job market, companies are finding it increasingly difficult to source, recruit, and retain top talent. Technology empowers us all to find, evaluate, and connect with new job opportunities like never before. Services like Glassdoor and LinkedIn provide employee reviews on everything from salary ranges and benefits to leadership and company culture. As our professional networks now extend far beyond former coworkers, switching employers is no longer such a leap of faith, and actively seeking a more ideal workplace—even if the employee is content—is commonplace.

Yet, most companies are lagging behind, relying on expensive, time-consuming practices that don’t work. In order to activate the full potential of their workforce, employers need to be part of this critical evolution in the way people work.

Four Reasons to Change Bad Habits

Four key trends have emerged that significantly impact employee engagement. As pressures increase from an evolving workforce, organizations from startups to enterprises must prioritize employment engagement strategies if they hope to recruit, retain, and motivate top talent.

  1. The hiring dynamic has flipped in favor of top talent.
  2. The majority of employees are open to new opportunities.
  3. Employer brands are a direct reflection of the employee voice—for better or worse.  
  4. People are connected in ways we previously thought unimaginable.

The work world has changed for good. And yet, in attempting to engage their people, employers are still turning to ineffective, archaic methods. By not modernizing their approach, companies risk losing valuable opportunities to improve and maintain engagement, and put themselves in danger of reduced performance and lost talent.

At Glint, we’re committed to helping companies and their people thrive. We’ve identified seven bad habits that commonly hinder organizations from realizing the true potential of their workforce. In addition, we’ve provided recommendations for transforming these habits into the effective, future-ready practices that drive today’s high-performing organizations.

Learn more in our new whitepaper: Seven Habits That Are Stalling Your Employee Engagement Program And How to Fix Them.