How to have an effective staffing and a high level of employee engagement
Agathe Placet
Content manager
September 24, 2023
4 min
.png)
Between the adoption of new technologies and the constantly evolving needs of employees, the challenges are numerous. One of these challenges, which has persisted for years, is that of traditional staffing, in other words, recruiting and managing talent. It is a much more complex subject than it seems.
At the same time, it is crucial to highlight the importance of employee engagement. It's not just about providing a pleasant working environment, but about creating a corporate culture where each employee feels valued. That's where the Staffing and the commitment of employees meet and deserve our attention.
The objective of this article is clear: to provide practical solutions and proven methods to improve both the staffing process and employee engagement.
Where staffing takes on a whole new dimension is when employee engagement is integrated into it. You can have the best talent in the world, but if these people are not engaged, their performance will be lower. An engaged employee is not only more productive, but also more likely to stay with the company. Thus, integrating engagement strategies early in the staffing process can be a real game-changer.
So what exactly are we talking about when we talk about employee engagement? It's not just about job satisfaction or happiness. Commitment is this spark that pushes an employee to give the best of themselves, to be invested in their mission and to feel in line with the values of the company.
The benefits of having a committed team are more than tangible. We are talking about better productivity, better quality of work, but also about a better atmosphere in general. A committed employee is more likely to take initiative, to help colleagues and to contribute to a healthy and constructive work environment. In short, commitment is good for everyone: the employee, the team and of course, the company.
Good staffing is not just about allocating the right collaborator to the right mission. It also means creating an environment where each employee can thrive and be fully committed to their work. Imagine: if a person is perfectly in tune with their role, skills, and aspirations, then there is a good chance that they are also highly committed. We are talking here about better productivity, a sense of belonging to the company.
Napta offers employees the opportunity to feel committed, because they have the opportunity to express their aspirations via likes on future projects. This system promotes engagement since they will feel listened to and involved in their career.
But be careful, the path to good staffing is full of pitfalls. A poor job choice, even well-intentioned, can quickly turn sour. An employee allocated to the wrong project risks seeing their commitment drop, which can have a snowball effect on the entire team. In short, poor staffing is a bit like putting salt in a sweet recipe: the result will not live up to expectations.
Don't get me wrong, technology is no substitute for human interaction, but it can simplify a lot of processes that used to take up a lot of our time and energy. Of staffing software can help you quickly screen candidates, track their progress, and maintain consistent engagement. This allows you to focus on what really matters: building a cohesive team.
Let's be honest: each person is unique, and treating everyone the same way is missing out on a lot of potential. By customizing the recruitment process, you can not only find the candidate who best fits the specific needs of the position, but also the one who will best fit into your company culture.
Diversity and inclusion are not checkboxes, they are strategic imperatives. A diverse team brings different perspectives and enhances creativity. And it's not just about ethnic or gender diversity, think about diversity in experience, age, and even thought.
Corporate culture is not only a bonus or a “nice-to-have”, it is a real lever for attracting talent. A solid and well-articulated corporate culture can be your best employer brand ambassador. Did you know that? Candidates are more likely to accept an offer from a company whose culture speaks to them.
You never stop learning, right? In the world of work, this statement makes perfect sense. Investing in the continuous professional development of your employees is not simply a “bonus”, it is a necessity. This can be done through internal training, webinars, conferences or even specific missions to gain skills. You'd be surprised how much it can boost team engagement.
A “thank you” doesn't cost anything, but it can make a big difference. Make sure to value a job well done and to recognize individual and collective efforts. These can be financial bonuses, but also extra days off, promotions, or even simple congratulatory messages in front of the whole team. Recognition creates a virtuous circle of commitment and performance.
For a relationship to be healthy, communication should be a two-way street. This means setting up open communication channels between management and employees. Regular meetings, one-on-one interviews, suggestion boxes, or even anonymous surveys can be good tools. The aim is to create an environment where everyone feels listened to and valued.
Work is not everything in life. Employee development includes not only physical health, but also mental health. Encourage flexible hours, relaxation areas and even activities outside of work. A happy employee is often a committed employee.
The effectiveness of a business is based not only on recruiting talent, but also on their ongoing commitment.
While staffing is about the optimal allocation of resources, employee engagement goes beyond simple job satisfaction: it involves a deep alignment with the mission and values of the company.
Misallocation of employees can affect engagement and, as a result, productivity. Modern staffing tools, coupled with a human-centered strategy, can help businesses attract and retain an engaged workforce.
The overall development of employees, fuelled by recognition and professional development, remains a pillar for maintaining this long-term commitment.
Do you want to go deeper into the subject? We have lots of resources at your disposal to help you go further.
In addition to this subject, find our debriefing 6 tips to become attractive to your consultants again.
Also discover our guides, templates and checklists in the Resources tab.
See you soon at Napta!
.jpg)
.png)
.png)