New York, NY (May 20, 2008) – Michael C. Fina, a leading global provider of employee recognition solutions, announced today a new program and approach to engaging employees named Early Engagement. As part of the company’s suite of One Source Total Recognition® products and services, the new Early Engagement (EE) program aims to help companies attract, motivate and retain cross generational workers, and particularly younger “next generation” employees.
“Early Engagement developed from a blend of our ongoing research of employee retention, turnover, and on boarding, and our customers’ specific pain points around motivating and retaining the Millenial and Gen X workforce,” said Jeffrey Fina, vice president, Michael C. Fina. “Our solution isn’t to simply survey employees about their happiness on the job. It’s grounded in helping our customers develop long-term relationships with their workers, through strategic, meaningful, and on going communication touch-points,” added Fina.
Companies Cannot Afford Not to Engage
Statistics related to productivity loss and the high cost of replacing employees are plentiful. Hard and soft costs associated with employee turnover, including downtime, recruitment costs, training, on boarding and ramp up time can add up to hundreds of thousands, if not millions of dollars annually, depending on the size of the organization. Unlike the “stay put” boomer set, generation X and Millennials see less of a stigma associated with job hopping, particularly if they don’t feel valued or connected to their supervisor or the organization. As such, it has become increasingly important for companies to think beyond financial rewards and engage younger workers early and often.
Progressive companies are investing in ways to energize their new employees and put their best foot forward on Day One. First impressions are lasting, so it becomes critical to begin the culture connection as part of the employee’s on boarding and orientation.
Michael C. Fina - Early Engagement
Michael C. Fina’s Early Engagement program is designed to drive engagement at the time of on boarding and early in the career of “next generation” employees using a multi-touch system of bidirectional electronic correspondence with employees and managers, branded merchandise awards, and multimedia communications tools.
The new program seamlessly integrates Michael C. Fina’s proprietary technology platform with customers’ HR systems and databases to provide an end-to-end early engagement solution. Encompassing program design, implementation, and participant feedback, the Michael C. Fina Early
Engagement program helps establish and reinforce the nine primary elements that attach an employee to the company culture.
Nine primary elements contributing to employee engagement:
1. Believing in the company’s mission, vision and values
2. Understanding the corporate strategy
3. Developing a strong manager/employee relationship
4. Defining employee goals and expectations
5. Building cohesive coworker relationships
6. Offering opportunities to learn
7. Recognizing the value of each employee
8. Reinforcing performance reviews
9. Creating a real sense of value
In supporting Michael C. Fina’s nine primary elements of engagement, the Early Engagement program drives success starting on Day One. Through a steady cadence of communication touch-points that serve to reinforce, reward and build a relationship with employees throughout their first weeks, months and years with the company, Michael C. Fina helps companies strengthen the critical link between business strategy and execution.
