The value of employee engagement is undeniable: Companies with engaged employees report more than double the revenue of companies with low engagement.
Members of these workforces are fueled by a common desire to contribute to organizational success. They’re not just looking for paychecks and benefits, but want to build meaningful relationships with companies where there are plenty of opportunities for growth.
When they aren’t able to create those connections, they move on.
And that can get expensive.
One study estimates that employers will spend the equivalent of six to nine months of an employee’s salary to hire and train a replacement. Another found that losing an executive-level manager can cost a whopping 213% of her annual salary.
It’s not just vanishing revenue you have to worry about. Higher costs associated with recruiting, hiring, and training—not to mention all the HR time that’s diverted away from engagement initiatives—can create a vicious cycle of low profits and productivity.
It’s a deep hole in which to find yourself.
Use Mobile Technology to Improve Employee Retention
A whopping 72% of Americans own smartphones. And they check them constantly. (As in eight billion times a day, collectively). Most of those interactions are with friends, followers, and colleagues.
Wouldn’t it be great if they also offered feedback for your organization?
By turning to mobile technology as a primary platform for employee engagement initiatives, you can uncover a bevy of insights that aren’t readily available through pulse surveys, annual meetings, committees, or focus groups.
While smartphones can be used to engage employees in hundreds of different ways, there are a few fundamentals that should be used at every organization:
1. Mobile Polls
When you don’t have an accurate picture of what your employees are feeling—especially when they’re non-networked and don’t have a computer or email address—you miss out on harnessing the power that feedback can bring. With mobile polls, you can easily give employees a voice.
By giving workers a convenient way to anonymously voice their opinions, you’ll cultivate respect while getting the answers you need to make improvements. Just be sure to share how you plan to leverage responses to mobile polls, whether that means making policy changes based on feedback or addressing issues that surface in a follow-up meeting, so your employees will truly feel heard.
2. Mobile Surveys
If you really want to stay attuned to issues that can increase turnover, surveys are the way to go. The problem? Many common methods yield unreliable results. Because they’re so frequent, pulse surveys can be easy to tune out. On the other hand, annual surveys are so scattered and infrequent that they fail to capture up-to-date information.
With carefully-crafted, mobile-friendly quarterly surveys delivered via email and SMS, you’ll get psychometrically valid insights that paint a complete picture of current engagement levels. You can even break down responses by department, team, role, or other employee group specific to your organization to pinpoint areas for improvement that will help increase retention and reduce turnover.
3. Mobile Content
Best of all, mobile survey distribution offers an effective way to connect with all employees whether they report to an office, work remotely, or perform in-the-field work. And if you have distributed workers, mobile makes it easy to offer person-to-person communication at any time, from any place. You can leverage everything from push notifications to hangouts to videos when fostering deeper connections at work.
Can Mobile Technology Really Reverse Low Retention Rates?
According to neuroscientist Paul Zak, a 10% increase in employee trust will have the same impact as a 36% increase in salary. When you use the right tools to gather feedback and facilitate connections, you can quickly act on issues as they arise.
The ubiquity of mobile technology makes smartphones the ideal mechanism for this. They’re your ticket to surfacing the “known unknowns”—those silent killers of productivity and profits—long before they have a chance to influence negative outcomes.
Worried about turnover at your organization? Download our ebook to learn how to spot the symptoms of a disengaged employee and prevent problems from escalating.