Engage Your People Through the Great Stability | 2-Minute Video

The good news: It’s the Great Stability. Employees want to stay employed with you.

But that doesn’t mean you just rest on your laurels, thinking employees will endure whatever is handed to them.

They still want to work in a culture that’s engaging. And they want to do work that’s challenging and meaningful.

What’s Up in This Episode: Engagement in Great Stability

That’s why in this episode of HRMorning’s 3-Point, our expert, Tina Wang, Divisional VP-Human Resources at ADP, shares research about workplace culture and the importance of stability. Beyond that, she shows us how to keep employees engaged in a stable environment.

Click, watch and listen for more details on keeping employees engaged in the Great Stability.

Transcript (edited for clarity):

It’s a long time coming, but employees want to stay with you. That’s what we’re going to explore in this episode of HRMorning’s 3-Point – the so-called Great Stability. Turns out, it’s the culture to have, according to researchers at ADP.

Tina Wang, Divisional VP-Human Resources, ADP: “I’d say stability is definitely one of those that, like you tend to hear a little bit more about, know, like we’ve heard a lot about stability, career development, being able to grow your career and have a journey within an organization.“

I had the opportunity to talk with Tina Wang about ADP’s research on how small businesses – or any size business — can hire and retain employees. One of the things they found: It’s not just about money for many employees. People want some comfort knowing their job – and their paycheck — is stable.

But there’s a trick to stability. You can’t let employees get stuck. Get bored. What can you do instead?

Wang: “There are definitely opportunities for rotation, right? As you rotate people or job shadowing, or stretch assignments, all of those allow people to learn in a different way while still doing their job, but maybe learning a little bit more along the way. It’s really about not waiting till the last minute to start.

Like, if somebody, if I start a job, the expectation would be that I am somewhat proficient in my role before I start trying to pick up everything else, right? So, like, it’s being able to demonstrate that. And if you hire somebody with a strong work ethic as well, that work ethic will come in handy because they’ll want to learn every aspect of the organization.“

Beyond that, Wang shared a stability idea from another small company she knew.

Wang: “Join one of the senior meetings so that they can get some insight and grow and develop in their own, I’ll say, professional and personal journey as well, just to understand the insights of the organization. Things around the connection between the employee and the business.“

So go ahead and make the most of The Great Stability. You’ll want to:

• Emphasize your culture. Remind employees and show job candidates what makes your workplace a stable environment.
• Help them grow. Give employees ways to advance their careers inside your organization. Try job rotations and job shadowing.
• Make connections. Invite employees to be part of senior meetings when possible so they can get better insights on their organization.

You can find even more development opportunities when you search the many free webinars on the HRMorning website. The topics and the time to attend run the gamut. Thanks for watching this episode.