Engaging Supervisors in Employee Engagement: How to Get Buy-In and Reduce Turnover

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With talk in D.C. about raising Social Security retirement's age from 65 to anywhere between 67 and 70, it's likely that older employees will stay in the workforce longer. This age group's delayed retirement, combined with new college graduates entering the workforce daily, opens the door for different opinions, choices, and thought processes based on age alone.

With such a diverse group, it's no surprise that 72 percent of HR executives find managing a multi-generational workforce is incredibly challenging. And it also should come as no surprise that a one-size-fits-all on-boarding program may not be the best approach to retain your best talent.

So as an HR manager, you're convinced that a formal and well-developed new employee on-boarding program not only impacts the new hire but also the organization as a whole -– from productivity to retention to overall employee satisfaction. But how do you convince your boss?

Managers aren't buying in to the fact the turnover is something they should be worried about -- or even how costly it can be. Managers also tend to overlook the importance of a positive work atmosphere, especially for Millenials. Effectively on-boarding your employees early on, especially in the first 90 days, can bolster their engagement and provide them with a more rewarding work environment. The cost of making your employees happy is minimal and will save your organization thousands of dollars in the long run.