7. clarity of job role

Developing a comprehensive job description is one thing. Having the details of this job description transfer into the actual role is another thing altogether. One of the top reasons new hires leave their positions so quickly is that the job doesn’t match the job description. This lack of job clarity right from the start can significantly damage employee engagement and increase new hire turnover rates.

New employees aren’t the only ones seeking more clarity regarding their roles and job duties. Workplaces are complex environments with many moving parts. It’s not uncommon for workplace processes to change and shift over time, requiring workers’ duties and responsibilities to also change and shift. Unfortunately, all too often, the workers are the last to find out.

Oftentimes, managers assume that workers understand their new duties without ever fully clarifying who is responsible for what. This can lead to:

confusion
frustration
disengagement
lower job satisfaction
reduced productivity

It’s up to leaders and managers to ensure that all workers fully understand their roles and what’s expected of them in the workplace. The good news is that your company can achieve higher levels of employee engagement by adding clarity to your workers’ job roles.

8. investment in personal growth

Engagement is a two-way street. If you want your employees to be committed and invested in the company, the company must be committed and invested in its workers. Today’s engaged workers want to know their companies offer career development and training opportunities within the organisation.

According to our 2024 Randstad Workmonitor:

72% of workers want to future-proof their skills through training
A quarter (24%) UK workers would quit a job that didn’t offer learning and development opportunities to future proof their skills

This is good news for employers, since it shows that employees want to develop their skills.

You can use a career development programme and employee training options to boost employee engagement within the company and increase workers’ commitment to the company. It’s important to create an employee training and development programme that is transparent, unbiased and available to all workers. Without employee involvement, your efforts could have the reverse effect and hinder employee engagement.

Your company should develop a process for measuring employee engagement, such as employee surveys and exit interviews, so it can gauge this level accurately. You also want to have effective employee engagement tools and strategies in place to boost engagement levels with your workers.

Download our guide outlining the eight key factors impacting employee engagement.

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