Over the past 15 years, I’ve worked with thousands of leaders and employees on employee engagement, and I now have a massive list of things employees despise about engagement surveys. Here are three things your employees wish you would stop doing.
By all accounts, the tech sector in Northern Nevada is booming and just as the floodgates on our beloved Truckee River are wide open, so are the floodgates on local hiring. Recent reports cite hiring ‘sprees’ and point to a worsening labor crunch. As local businesses replace talent or hire for expansion in our improving economy, having a clear understanding of the talent pool will allow for greater success in filling vacancies.
Four decades ago, a new employee likely expected to spend their entire career with the same company. As the years passed, they might rise through the ranks and receive enough on the job training to succeed in their role. Neither employee nor employer gave much thought to continuing an employee’s education. For this generation, there was a social contract between employers and employees. Loyalty was valued, and it went both ways. Companies rewarded longevity and loyalty and employees put company priorities before their own. It was also industry-standard for companies to offer pensions to attract and retain valuable employees.
Employment in Nevada’s technology industry grew by 2.7 percent in 2016, as employers added an estimated 804 new jobs, according to Cyberstates 2017, the definitive annual analysis of the nation’s tech industry released April 3 by CompTIA, the world’s leading technology industry association. With an estimated 31,003 workers, Nevada ranks 38th among the 50 states in tech industry employment.
Is employee engagement really a concern in the workplace? The answer is: Leaders, managers and owners typically cannot identify the lack of engagement in their staff as accurately as they think. I work with very successful managers, business owners and C suite executives. Initially 75%- 80% think they DO NOT have an employee engagement problem.
We have been interviewing job candidates for a couple of openings we have, and it looks like there is finally a positive shift towards a growing talent pool. With the predictions of unprecedented new job growth in the region, many employers have been worried about a shortage of qualified employees, but the latest batch of resumes we have been reviewing include more out-of-town candidates than we have ever seen.