In today's competitive employment market, not only is it critical for businesses to have a strong hiring strategy in place, but keeping employees engaged is just as important. A recent report from Gallup found that 85 percent of U.S. employees self-report as being disengaged, while a LinkedIn report found that 90 percent of employees are open to new job opportunities.

Given the record-low unemployment rate - which only continues to drop -- employers jump at the opportunity to hire quality employees who aren't engaged in their current roles. So what can your team do keep your employees engaged?

One strategy Deloitte and Salesforce are both adopting - as outlined in a recent Harvard Business Review podcast episode -- is implementing technology to improve the employee experience. Below, I've outlined a few ways your team can take a similar approach.

Automate Employee Engagement Surveys

While most companies have some form of employee feedback process, all to often, employee surveys are manually reviewed by the HR team. This can be time consuming, and it also poses a risk for overlooking key employee engagement insights.

Rather than reviewing employee feedback data, as an HR or business leader, you can leverage automated survey tools to gain more deeper insights into employee feedback and, ultimately, keep staff engaged. For example, automated employee engagement analytics can highlight key red flags, such as departments or teams that are less engaged or if there's a certain contributing factor leading to decreased engagement -- such as limited training resources or unclear career paths.

Salesforce is taking employee engagement surveys a step further by making survey data available to all employees, rather than just the HR and leadership teams. Surveys are completed twice a year and all data is fed into an app accessible by all employees. This data sharing strategy enables all employees to take responsibility for owning and shaping the culture. It also can serve as a wake up call for certain managers if it's evident employee engagement on their teams could use improvement.

On my team, we recently completed an automated, quantitative employee engagement survey and we're now in the next phase of the survey, in which our people team is hosting employee focus groups. These focus groups will help our people team gain qualitative feedback on next steps we can take to improve employee engagement and the company culture as a whole.

Make Relevant Employee Content Easily Accessible

Many employees feel disengaged because they don't necessarily have the resources necessary to succeed in their roles or grow in their careers. As outlined in the HBR podcast, Deloitte and Salesforce have partnered to combat this issue. The two have built a product that enables individual employees to access HR data that is relevant to them at any time. This content can help guide employees through key milestones in the workplace, such as getting promoted, taking on new responsibilities or moving to a new location.

While your business might not have the resources to build tools as comprehensive as Salesforce and Deloitte, making key resources readily available is critical to employee engagement. My team has built several internal microsites to address this opportunity. One of the sites, for example, houses HR information like our employee handbook, slides for our weekly all-company meetings, employee contact information, and more.

Another internal site of ours includes any and all necessary marketing collateral or talk tracks our sales or customer success teams might need to succeed in their roles - such as slide decks, product overviews and resources. Think about the information your team finds most valuable and identify similar ways to make this information available in just a few clicks.

Employee engagement can make or break the success of your business - especially in today's applicant-driven economy, when employees can jump ship at any time for new opportunities. By embracing technology for engagement efforts, you can keep employees excited about coming to work and striving toward your company goals every day.

Published on: Dec 7, 2018