Thinking Beyond Surveys: Keeping Succession-Ready Talent Engaged
Stephen Muller, Director – Talent Development, Fluor Corporation
Conventional logic tells us that happy employees are more productive, more engaged, and thusly more loyal and open to be developed and promoted within the company. How do you know who is engaged and who isn’t? Usually, you survey them—a sort of taking the water temperature—to measure if things are too hot, too cold, or nearly right. This, oftentimes, fixates us on a magical number associated with “engagement”—the higher the number the greater engagement. Teams of people study the data and a year later an action plan is deployed to adjust the temperature. Rinse and repeat. Meanwhile, engagement can be affected and your succession candidates can grow cold. Engagement surveys can be useful tools, but they may lead us to miss some simple, yet significant, ways of helping people succeed. While this is always important, it becomes more critical during economic and business cycles. In this session, you’ll leave with six actions that help people succeed, be engaged, and remain succession candidates.
During this session, you will:
• Discover simple tools to build productive relationships on the job,
• Identify your company’s frontline defense against disengaged employees,
• Learn how two words can (almost) singlehandedly drive engagement up.