In a recent study from Deloitte, they asked board members and senior executives what areas they measured to ensure employee commitment
9 i- u2 m1 C# B9 t$ uRetention levels – 50% of the companies measure this
: @! u* N# v+ }! ?: B# x9 U/ R
Success of recruitment practices – 30%
$ J1 m3 V5 S V' p' J0 gFairness of employment terms/conditions – 26%
1 B5 @1 P9 }/ S3 ~
Levels of employment commitment – 29%
5 R8 B" Y: r o: X! NLevels of diversity – 23%
# W0 Z6 v: h3 c7 ?Quality of internal communications – 21%
6 A8 X. j3 {- r( |. L5 \1 ^
It’s surprising that on average only 30% of the companies measure all of the factors above that impact employee commitment. Even more surprising is that 14% don’t even measure employee commitment. Would you want to work at one of those companies?
3 v* H8 w4 ~ W) HYou can’t improve what you don’t measure. If you’re not measuring the commitment of your people how can you expect to consistently respond to their needs and consistently retain them?
; S. |! J, X$ E; d# t: {1 c
For example, by measuring your recruiting process and fairness of employment (we call it
expectation vs reality) you ensure that the initial experience of bringing someone into your company is competitive and that you’re presenting a stronger value proposition than your competition.
- ?0 Z* U+ C' H% Q3 t) w. T
With Hodes QTrac we work with clients to ensure the on-going effectiveness of the critical factors that impact employee commitment. Through consistent measurement and by taking proactive action on factors of commitment, companies can move further towards world-class, and ensure that they attract and retain their talent.
