No, they’re not out to hurt you—but they might desert you. We’ve been talking to customers for quite some time about the importance of employee engagement and building lasting employee loyalty during these belt-tightening times. And just this past Sunday, USA Today writers Laura Petrecca and Anita Bruzzese reminded us why engagement is so vital:

The boss’ perception: Given the rough economy, workers are thrilled just to have a steady paycheck. The employee’s reality: Many are frustrated, secretly seeking new opportunities — and soon could be scooped up by another company as the economy recovers.

In their article, titled “Economic Recovery Gives Frustrated Workers Job Options,” Petrecca and Bruzzese inform companies that there is actually a large discrepancy between the satisfaction that managers believe their employees have—and what the employees themselves will tell you on the sly. Many workers feel rebuffed by poor communication from management, particularly about layoffs. They have suffered through paycuts and loss of benefits as budgets hit lockdown status. Shockingly, this can make them feel somewhat bitter. Let’s just say that a lot of resumes have been polished in the past nine months. People will always seek the greener grass.

So what should you do if you think your workforce is on the verge of jumping ship? Can you regain loyalty?

Absolutely. The USA Today writers cite expert opinions that employers “should have strong retention strategies, such as helping workers develop new skills and allowing flexible work schedules.” We at SumTotal completely concur.

Here’s our take on what companies should do right now:

  • By aligning employee goals to corporate strategy, you ensure that workers have a map in front of them for driving worthwhile business results. At the same time, you give managers the ability to measure performance objectively and keep everyone focused on the right tasks at the right time.
      
  • By giving employees plans for career development, you prove to each individual that you see their value to the organization and their potential for future success. You also give them the opportunity to expand their competencies and grow their own opportunities.
     
  • By rewarding them with appropriate compensation—both monetarily and through incentives such as stock plans, skills training, flexible scheduling options, and even personal expressions of gratitude—you motivate them to stay put and forge ahead.
     
  • And by offering managers increased development options as well, you strengthen their leadership abilities while helping them better guide and communicate with their employees. Strong leaders make a strong team.

Take heed, employers everywhere. As the economy shows signs of picking up, don’t let your employees pick up and leave. Never take your talent for granted. This is the best time to optimize your talent development strategies, hands down.