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Engaging employees will be the greatest human resources’ challenge that employers face over the next three to five years, according to a member survey by the Society for Human Resource Management. Sixty-nine percent of the respondents say engagement would be “very important.” Running a close second is employee retention, cited by 63%.

However, when you stop and think about it, engaging and retaining your staff are really one and the same thing: Those who are engaged will want to stay with you.

The world's top-performing organizations understand that employee engagement is a force that drives performance outcomes. Research by Gallup and others shows that engaged employees are more productive. They are more profitable, customer-focused, safer, and more likely to withstand the temptation to leave.

How can an organization cultivate engagement on the part of its workforce?  There’s a wide range of factors that drive this sought-after mindset.  However, the company that demonstrates it wants to make a difference in the lives of its people by adding value cannot help but be successful in engaging and retaining its staff.

Proven learning interventions such as assessments, coaching events, seminars and classes not only add value, but also substantiate that employees are appreciated and worthy of the self-development that will make a difference in their lives. High performing companies know that an employee-engagement-improvement strategy will help them win in the marketplace!

Here is a simple but powerful rule: Always give people more than what they expect to get. — Nelson Boswell

Carol teaches the 6 Intellectual Faculties at a corporate training  for McMahon & Hadder Insurance.	Employees brainstorm at a corporate training for the Escambia County Tax Collector's office.	All corporate trainings engage employees through active  participation.