{"id":999881667,"date":"2017-11-30T13:44:00","date_gmt":"2017-11-30T13:44:00","guid":{"rendered":"https:\/\/dice.npgdev.com\/?p=837414141"},"modified":"2017-11-30T13:44:00","modified_gmt":"2017-11-30T13:44:00","slug":"use-engagement-prove-hrs-strategic-value","status":"publish","type":"post","link":"https:\/\/dice.npgdev.com\/hiring\/recruitment\/use-engagement-prove-hrs-strategic-value","title":{"rendered":"Use Engagement to Prove HR\u2019s Strategic Value"},"content":{"rendered":"

\"\" If you\u2019re in HR, you\u2019ve heard a lot of talk lately about the workforce\u2014how it\u2019s \u201cmore critical than ever,\u201d a \u201cstrategic asset\u201d that can prove the crucial \u201cdifferentiator\u201d in an increasingly competitive environment. That chatter is taking place at conferences, in trade media, and among analysts and consultants\u2014and it often comes with an added note of urgency, if not borderline panic. With the unemployment rate for tech pros hovering around 2.5 percent<\/a>, the technology sector is essentially at full employment. In April alone, nearly 580,000 tech pros left their jobs to pursue new opportunities; almost half of tech-centric employers told Dice the time needed to hire new tech professionals stretched out even longer in 2017. And consider this: Gallup<\/a> says that 51 percent of the workforce is either actively looking for a new job or keeping an eye out for one. For recruiters and hiring managers, these are scary numbers. They depict a landscape where tech pros are quick to take advantage of new opportunities, leaving companies to face a long and expensive slog to replace them. As a result, business leaders are apt to say that HR needs to double down on \u201cretention.\u201d But what executives often don\u2019t realize is that retention involves more than salaries and perks. That\u2019s why, over the past few years, employee engagement has received increasing attention from HR. Of course, it\u2019s easy to say that engaged employees offer more value to their company, and there\u2019s data to back up the claim<\/a>: Highly engaged employees outperform their peers by 20 to 28 percent, generate 40 percent more revenue, take 60 percent fewer sick days and are 80 percent less likely to leave the company. In its 2016 State of the American Workforce<\/em> report, Gallup reported that public companies with engaged workplaces saw EPS growth of 115 percent, compared to 27 percent for their competitors. Also, the actual EPS of these companies grew 4.3 times faster. Autumn Manning, chief executive of Austin-based employee-engagement firm YouEarnedIt, said her company\u2019s research found that HR should focus on six key performance indicators when measuring engagement\u2019s impact on the business: revenue, earnings, productivity, retention, customer experience and absenteeism. \u201cWhen HR is able to speak to their own business outcomes effectively, their actions and activities are better received,\u201d she said. \u201cAnd now that HR leaders are able to measure success, have quantifiable KPIs and show good ROI for the business, they can have a greater impact on company performance.\u201d <\/p>\n

HR Data Is Linked to Business Outcomes<\/strong><\/h3>\n

Such numbers provide HR with the ammunition it needs to argue for a more strategic role within the company. By drawing a direct link between engagement and business performance, conversations about \u201cculture\u201d and \u201cengagement\u201d become less about the \u201csoft\u201d side of workforce management that so many business leaders dismiss. Instead, the conversations delve into the realms of business and strategy. In fact, said Adam Zuckerman, employee engagement product software leader for Willis Towers Watson in Chicago, \u201cEngagement numbers can be used as part of the equation to look at business trends and predictions.\u201d Anticipating the impact of your engagement efforts can help the company estimate its future financial performance. However, building your case involves more than numbers. A company\u2019s leadership owns the most successful engagement efforts, Zuckerman observed. And those leaders rely on HR to be both facilitators and knowledge experts when it comes to designing and implementing an engagement plan. From the start, HR must articulate everyone\u2019s role in defining engagement and making it work, then be ready to cajole everyone into doing their parts. While engagement programs include a number of common components\u2014such as genuine communication, nurturing a feeling of employee commitment, and a desire to strive\u2014all of them must be aligned to business strategy, said David Shanklin, the head of culture strategy for engagement platform CultureIQ in New York. For example, employers in highly regulated industries should recognize workers who follow approved processes, even if those mean delaying a product release. That might cut against the grain of some tech organizations, but it keeps the company on solid ground and demonstrates that HR understands the business it\u2019s working in. HR\u2019s role is to make sure such alignment happens, said Anjoo Rai-Marchant, chief customer and technology officer for the engagement platform provider HighGround in Chicago. Engagement, she explained, must align with the company\u2019s overall strategy. A startup may focus on signing new customers, for example, while a high-growth business may be in desperate need of new employees. \u201cHR has to be figuring out what the right measures are for the company\u2019s situation,\u201d she said. <\/p>\n

Data Backs Up HR\u2019s Role<\/strong><\/h3>\n

To sum it up, convincing management of engagement\u2019s strategic value\u2014and HR\u2019s strategic value in engaging employees\u2014requires two steps: First, use data to prove that employee engagement ties into business performance: Organizations such as Gallup, the Conference Board and Gartner\u2019s CEB are all good places to find metrics that can help. Second, be assertive in defining HR\u2019s ability to lead executives to success. Leadership needs help in both forming its approach and getting things done. In those two areas, HR is invaluable.<\/p>\n","protected":false},"excerpt":{"rendered":"

If you\u2019re in HR, you\u2019ve heard a lot of talk lately about the workforce\u2014how it\u2019s \u201cmore critical than ever,\u201d a \u201cstrategic asset\u201d that can prove the crucial \u201cdifferentiator\u201d in an increasingly competitive environment. That chatter is taking place at conferences, in trade media, and among analysts and consultants\u2014and it often comes with an added note […]<\/p>\n","protected":false},"author":132,"featured_media":837414141,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2159],"class_list":["post-999881667","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-retention"],"acf":[],"yoast_head":"\nUse Engagement to Prove HR\u2019s Strategic Value - Dice Hiring<\/title>\n<meta name=\"description\" content=\"If you\u2019re in HR, you\u2019ve heard a lot of talk lately about the workforce\u2014how it\u2019s \u201cmore critical than ever,\u201d a \u201cstrategic asset\u201d that can prove the crucial\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/dice.npgdev.com\/hiring\/recruitment\/use-engagement-prove-hrs-strategic-value\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Use Engagement to Prove HR\u2019s Strategic Value\" \/>\n<meta property=\"og:description\" content=\"If you\u2019re in HR, you\u2019ve heard a lot of talk lately about the workforce\u2014how it\u2019s \u201cmore critical than ever,\u201d a \u201cstrategic asset\u201d that can prove the crucial\" \/>\n<meta property=\"og:url\" content=\"https:\/\/dice.npgdev.com\/hiring\/recruitment\/use-engagement-prove-hrs-strategic-value\" \/>\n<meta property=\"og:site_name\" content=\"Dice Hiring\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/dice\" \/>\n<meta property=\"article:author\" content=\"https:\/\/www.facebook.com\/dice\/\" \/>\n<meta property=\"article:published_time\" content=\"2017-11-30T13:44:00+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/dice.npgdev.com\/hiring\/wp-content\/uploads\/2025\/03\/shutterstock_666854938-2.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"2048\" \/>\n\t<meta property=\"og:image:height\" content=\"1365\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Dice Staff\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@Dicedotcom\" \/>\n<meta name=\"twitter:site\" content=\"@Dicedotcom\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Dice Staff\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/recruitment\\\/use-engagement-prove-hrs-strategic-value#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/recruitment\\\/use-engagement-prove-hrs-strategic-value\"},\"author\":{\"@type\":\"Person\",\"name\":\"Dice Staff\",\"url\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/authors\\\/dice-staff\",\"sameAs\":[\"https:\\\/\\\/x.com\\\/https:\\\/\\\/x.com\\\/Dicedotcom\",\"https:\\\/\\\/www.linkedin.com\\\/in\\\/https:\\\/\\\/www.linkedin.com\\\/company\\\/dice\"]},\"headline\":\"Use Engagement to Prove HR\u2019s Strategic Value\",\"datePublished\":\"2017-11-30T13:44:00+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/recruitment\\\/use-engagement-prove-hrs-strategic-value\"},\"wordCount\":868,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/recruitment\\\/use-engagement-prove-hrs-strategic-value#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/wp-content\\\/uploads\\\/2025\\\/03\\\/shutterstock_666854938-2.jpg\",\"articleSection\":[\"Employee Retention\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/recruitment\\\/use-engagement-prove-hrs-strategic-value#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/recruitment\\\/use-engagement-prove-hrs-strategic-value\",\"url\":\"https:\\\/\\\/dice.npgdev.com\\\/hiring\\\/recruitment\\\/use-engagement-prove-hrs-strategic-value\",\"name\":\"Use Engagement to Prove HR\u2019s Strategic Value - 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