Everyone has to deal with various ups and downs in their work relationships. Sometimes the coworkers are great and the bosses are nightmares - or the other way around. When employees and managers work well together, though, those relationships can yield plenty of benefits for everyone involved (including the organization in general). For that reason, companies should prioritize building and nurturing healthy employee-manager relationships, starting with these three strategies.
Employee engagement has been a hot topic for the better part of the past two decades, but there seems to be confusion as to what it actually is. First, consider what it is not:
- Employee engagement is not employee motivation.
- Employee engagement is not employee satisfaction.
- Employee engagement is not two employees deciding to get married.
Rather, employee engagement is a combination of how connected employees feel to their workplaces and the level of effort they put in as a result. Engaged employees stand apart from the typical worker in their ability to go the extra mile, bring passion to their projects, and help bring their organizations' mission to fruition.
Furloughs can give affected employees and their companies some peace of mind: furloughed employees know that their jobs still exist, and organizations have access to a suitably vetted and trained talent pool for those roles. But those employees aren't always willing or able to wait around long enough for their employers to call them back. In those cases, companies can take a significant financial hit, because they have to go through search, hire, and training processes all over again for those positions. (For example, one study found that the average cost of turnover for nonexecutive and nonphysician positions is just over 20 percent of annual salary.) For that reason, it's prudent for a company to do everything it can to stay as connected as possible to its furloughed talent to avoid losing it completely.