Employees with their gifts and talents are your most valuable assets. When we talk about talent management, we must ask the question: “How do we attract, retain, engage, and energize our employees?”
Experts agree that losing an employee cost the employer over two times the employee’s salary. Studies show that employee turnover cost U.S. companies over $25,000,000,000 per year. The values assessment tools will enable your organization to attract, retain, engage, and energize your most valuable assets because your employees will be properly aligned with the organizational vision and mission and other team members at the outset of the relationship. The vibrant health of your culture will create employee fulfillment, employee engagement, and nurture cohesion and creativity because you will be focused on creating, developing, and maintaining a culture that does not have a high level of conflict, friction and frustration, and more energy will be available to allocate to mission assurance through highly productive team members.
Many organizations have good intentions when implementing team-building programs, employee recognition and incentive programs, or personal alignment initiatives in an effort to build trust, employee engagement, and greater cohesion between and amongst members within their organization. While these initiatives do at times achieve short-term results, they are generally not sustainable and mostly aggravate the situation and potentially create a greater level of frustration and cultural entropy. Cultural entropy is the amount of energy in an organization that is consumed in unproductive work. It is a measure of the conflict, friction and frustration that exists within an organization. We measure cultural entropy in an organization by conducting a Cultural Values Assessment (CVA). Cultural entropy is the proportion of votes for limiting values that participants in an assessment pick to describe the current culture of the organization. Many of our clients are interested in learning what a new employee or a candidate’s personal values are and what their desired values represented in the new culture will be. We provide this information by providing our clients with the Individual Values Assessment (IVA).
Recently studies show that fewer than half of U.S. workers are satisfied with their jobs, the lowest level since record keeping began 22 years ago. Job satisfaction has been on the decline over the years despite big improvements in the work environment, such as reductions of workplace hazards and an increase in vacation days. This drop in satisfaction over the past 22 years spans various aspects of the employee life, including interest in work, down 19 percentage points, and job security, down nearly 18%. According to recent survey by job-placement firm Manpower, 84% of employees plan to look for a new position in 2012. That is a 24% increase from 2010. Although the Labor Department’s “quit rate” has hovered an all-time low due to the recession and the tumultuous business climate, it is important to equate how this high degree of disapproval and discontent is effecting employee engagement and productivity. Eventually, these dissatisfied employees will quit unless a new approach in your talent management strategy is adopted to address this serious matter.