Employee Engagement - Retention

By: Brent Stackhouse, MBA

CEO/CVO, Consultancy Firm Manager

AB, International Relations, William & Mary ● MBA, Management, Troy University

The Stackhouse Agency, LLC

www.StackhouseAgency.com

July 17, 2016

The Stackhouse Agency, LLC has continued to view data and reports about Employee Engagement. Many discussions in recent months have included widespread reports about relatively low unemployment numbers. While many people have attained employment, many also consider themselves underemployed. There are leaders and managers at prestigious or lucrative companies that have discovered numerous perks are required to retain a very talented and well-educated workforce. Many factors contribute to employee engagement. With an availability of options for the well-skilled, pay and resources are important keys to employee engagement metrics. Companies are now distinguished by size, location, resources, and the ability to provide a distinctive impact through prominent players or through a distinctive company purpose. In the current market environment, the distinguishing traits may provide a dynamism or magnetism surrounding companies. Employees may enjoy the actual workspace of organizations, the region in which an office or headquarters building is located, and the ability to have meaningful work. As companies utilize employee engagement metrics, their role in business is clarified and the retention of employees becomes more determinable.

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Representation of specific organizations is not implied.

analysis; demographics; economy; Employee Engagement; magnetism; Retention; workforce

Employee Engagement - Dimensions

By: Brent Stackhouse, MBA

Consultancy Firm Manager

AB, International Relations, William & Mary

MBA, Management, Troy University

The Stackhouse Agency, LLC

www.StackhouseAgency.com

April 18, 2016

Employee Engagement measurement has developed over the years. Changing aspects of the workforce and considerations of organizational culture are impacting certain employee engagement dimensions in 2016 and in subsequent years. Many employment positions are less traditional, as shifts within the economy have been noticed. Some people utilize co-working spaces, others work more frequently based upon “on-demand” requests rather than other traditional schedules. While employee engagement surveys often include areas of improvement and areas of consensus - demographic and economic considerations are extremely relevant as some positions become less common and other positions are burgeoning.

Continued areas of analysis are needed to provide insight for individuals and larger organizations. Through an understanding of workforce dynamics and employee engagement, workers may have many occasions to provide excellent service within their companies and express acclamatory attributes about the organization. Workers encountering newer work opportunities may discover the benefits of recognizable employee engagement qualities and measurement tools. Demographics and geographic considerations are important for current economic analysis and business modeling. Employee Engagement has been shown to provide quantifiable benefits for organizations of various work scenarios.

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Representation of specific organizations is not implied.