Small HR teams in small to mid-size organizations face numerous challenges in keeping their employees engaged. Symptoms of poor employee engagement include low productivity, high turnover, increased absenteeism, poor quality of work, poor communication, low morale, and defensive postures towards feedback. These symptoms may indicate a larger problem with management or leadership effectiveness, and it is important to keep an eye out for them. HR leaders should work to maintain an open communication culture and ensure that managers are aligned with these warning signs. Overall, it is crucial to have a finger on the pulse of the organization's morale and to address any engagement issues promptly.
Timestamp
00:00:00
Introduction to challenges faced by small HR teams in keeping employees engaged
00:01:00
Symptoms of poor employee engagement: low productivity, high turnover, increased absenteeism, poor quality of work, poor communication culture, low morale, defensive posture towards feedback
00:03:00
These symptoms indicate a larger problem and need to be addressed
00:03:00
Conclusion and invitation to discuss talent strategy and best practices
Transcripts
Dr. Jim: [:
So typically in small to mid-size organizations, you're talking about HR teams that can be often as small as a handful of people, and we're talking less than 10 people. So that's a lot of responsibility. On those teams and you're tasked with keeping an entire enterprise culturally aligned employees engaged you, you're responsible for it all.
ee engagement. So here are a [:
So if you are looking across your enterprise and you don't see a decent chunk of high performing individuals, you might have an engagement issue. Secondarily look for the dual threats of high turnover and increased absenteeism. When you see those things pop up, you're probably dealing with a disengaged employee if you're talking about one-off cases.
And then at the enterprise level, if you're seeing that you're having. A lot of challenges in keeping the people that you attract, that's gonna be a problem. You also need to have an eye towards the quality of work that's being produced. Now, you as a small team, hr leader. Might not have line of sight into the entire enterprise's quality of work.
re communicating effectively [:
So in those organizations or in those teams where there is poor communication, you probably are dealing with some pretty significant employee engagement issues. Overall you want to have a finger on the pulse of the morale of the organization. If you're dealing with absenteeism and turnover, I can pretty much.
Guaranteed that there is a low morale issue or a morale challenge that you might be dealing with. And certainly last but certainly not least, you wanna look for symptoms or warning signs where feedback isn't well received or you're seeing a generally defensive posture when you're trying to solve a particular problem.
issue. That you might have a [:
Hopefully this was useful in getting some of the symptoms of a larger problem on your radar.
Let me know what you thought of it. Happy to have a conversation with you about an overall talent strategy or engagement issue that you might be having. Certainly happy to hear about some of the best practices that you have in place as well. Until next time, we will talk soon.
