Employee Turnover, Retention, Engagement

The importance of engagement and retention has increased. The modern world has put a lot of pressure on the job market, and the expectations of workers have evolved as a result.

“The employee has become a value," says Katalin Csikós-Nagy, HR-Managing Evolution's Director and an expert in fluctuation management.

With roughly 30,000 more people retiring annually than entering the labor force, it is undeniable that the labor force is steadily decreasing. Simultaneously, large sums of money have been and continue to be invested in Hungary; thousands of people are being hired all over the country; businesses are poaching employees from one another; and the labor force is shrinking. Rising competition among businesses for qualified workers has resulted in higher rates of employee turnover.

Who is responsible for engagement?

"Who is responsible for engagement? The organization? The leader? The employee? Or all three?" HR-Evolution recently conducted a LinkedIn survey to find out. The feedback revealed that 59% of respondents said all three, 27% said the leader, 12% said the organization, while 2% highlighted individual responsibility.

The correct response is "yes," because genuine engagement can only flourish in an environment where leaders model the behavior themselves, where HR staff backs them up, and where everyone knows they have a part to play. According to Katalin Csikós-Nagy, "all efforts from the organization and the leader are futile if they expect only from others but do not do it themselves and only want to see and hear the bad." She adds that it's important to recognize that the leader is responsible for the greatest influence on employee engagement and experience (70% according to Gallup).

“You can't do it without accountable leadership!”

said Katalin Csikós-Nagy at a professional event in 2018.

Engagement, retention: money is only 1 out of 5 factors

According to the expert, an engaging leader must be engaged themselves. And this is exactly what the issue is, in her opinion, because only a third of all leaders around the world are engaged. This makes it hard to interact with those below them. Katalin Csikós-Nagy thinks it's important to find out if a leader is dedicated to their organization's mission, culture, and staff.

And this is where the responsibility of an individual comes in. “I'm glad that 2% of the respondents in the survey highlighted this," adds the CEO of HR-Evolution, who says that caring leadership also means being aware of our own needs and wants as leaders.

Moreover, in the same 2018 presentation cited above, Katalin Csikós-Nagy argued that there are only five factors that matter when it comes to retaining employees, and that money is only one of them.

Besides, it is of key importance to employees:

  • The experience of possible disappointment,
  • the experience of being welcomed,
  • appreciation, or lack of it,
  • and the strength of the team and the community.

Even if all this is in order,

you still have to keep building the team, the community,

and an organizational strategy will help you get there.

Bringing out the best in ourselves!

Engagement is an emotional and intellectual involvement that encourages employees to do their best and bring out the best in themselves, thereby supporting the organization in achieving its goals.

HR and the organization need to support managers in their ability to create an environment in which their employees are able become engaged.

“If this is created, they will not only be willing to work above and beyond what is expected of them, but they will want to do so voluntarily. If you have a committed team, you will also have a healthy level of turnover. But if the fluctuation is high, you don't have that environment, that commitment!” Katalin Csikós-Nagy summarized.

Do you have a healthy turnover rate? Are you within the average? Get a clear picture of your turnover in 2022 so you can make the right decisions in 2023. Take part in HR-Evolution's free National Staff Turnover Benchmark Survey!

The survey can be submitted back by 14 March. It is important to know that HR-Evolution will send the research study to participants in both English and Hungarian!

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