Redefining Employee Engagement
Nearly two-thirds of workers are contemplating career changes, according to iHire.
That number is too large to ignore. True engagement isn’t just about offering development stipends or online learning subscriptions—it’s about purposeful connection and personalized growth.
At MorganHR’s Auxin Group, we’ve pioneered an on-demand coaching model that connects employees with vetted professionals who guide career development beyond job tasks. Instead of pushing managers to “fix engagement,” provide tools that empower individuals to discover their own motivation.
HR Decision Framework:
Ask these questions before launching new engagement programs:
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Is the approach individualized?
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Does it include external guidance or coaching?
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Can it be scaled without burdening your managers?
Taking a TCO Approach to Benefits and Engagement
Borrowing from IT, Total Cost of Ownership (TCO) helps assess not just what something costs today, but what it returns over time. For HR, that means measuring the long-term ROI of your benefits strategy. Benefits now average more than $20,000 per employee per year (BenefitsPro, 2024), so the stakes are high.
If employees don’t understand or value what you’re offering, that’s churn waiting to happen. If your health plan, engagement strategy, or coaching model isn’t earning employee trust, it’s time to pivot.
Transparency Tip: Include a “Total Benefits Value” statement in offer letters and total compensation summaries to show employees exactly what they’re receiving.
Let’s continue the conversation! Connect with us to explore next-generation employee engagement and HR strategies.
Now available: MorganHR’s comprehensive benefits report! MorganHR takes a look at how total talent and rewards strategies are evolving in light of unprecedented diversity initiatives, COVID-19, shifting demographics, and more. Download the report.