Below are 28 research studies that show a correlation between employee engagement and: 1  Service. 2  Sales. 3  Quality. Safety. 4  Retention. Sales, Profit and Total Shareholder Returns.
https://www.forbes.com/sites/kevinkruse/2012/09/04/why-employee-engagement/
Employee benefits are optional, non-wage compensation provided to employees in addition to their normal wages or salaries.
http://www.hrcouncil.ca/hr-toolkit/compensation-employee.cfm
These types of benefits may include group insurance (health, dental, vision, life etc.), disability income protection, retirement benefits, daycare, tuition reimbursement, sick leave, vacation (paid and non-paid), funding of education, as well as flexible and alternative work arrangements.
http://www.hrcouncil.ca/hr-toolkit/compensation-employee.cfm
In my book, Employee Engagement 2.0, I explain that Workplace Superheroes are truly engaged and that doesn’t just mean “happy” or “satisfied”. It means: Employee engagement is the emotional commitment an employee has to the organization and its goals, resulting in the use of discretionary effort. An employee’s discretionary effort results in the Engagement-Profit chain.
https://www.forbes.com/sites/kevinkruse/2012/09/04/why-employee-engagement/
Photo by: Paylessimages. Employee retention refers to policies and practices companies use to prevent valuable employees from leaving their jobs. How to retain valuable employees is one of the biggest problems that plague companies in the competitive marketplace.
http://www.referenceforbusiness.com/small/Di-Eq/Employee-Retention.html
For employers: 1  By providing increased access and flexibility in employee benefits, employers can not only recruit but retain qualified employees. 2  Providing benefits to employees is seen as managing high-risk coverage at low costs and easing the company's financial burden.
http://www.hrcouncil.ca/hr-toolkit/compensation-employee.cfm
Hiring employees is just a start to creating a strong work force. Next, you have to keep them. High employee turnover costs business owners in time and productivity. Try these tactics to retain your employees. – Offer a competitive benefits package that fits your employees’ needs. Providing health insurance, life insurance and a retirement-savings plan is essential in retaining employees.
http://guides.wsj.com/small-business/hiring-and-managing-employees/how-to-retain-employees/
Encouraging employees to remain in the organization for a long period of time can be. termed as employee retention. It is a process in which the employees are encouraged to remain with the. organization for the maximum period of time or until the completion of the project. Maertz & Campion.
http://iosrjournals.org/iosr-jbm/papers/Vol14-issue2/B01420816.pdf
Employee Retention – How to Retain Employees. Tips Offer a competitive benefits package, including health and life insurance and a retirement plan. Provide employees financial incentives such as raises, bonuses and stock options. Consider hiring a human-resources manager if your company is nearing 100 employees.
http://guides.wsj.com/small-business/hiring-and-managing-employees/how-to-retain-employees/
EMPLOYEE RETENTION. Employee retention refers to policies and practices companies use to prevent valuable employees from leaving their jobs. How to retain valuable employees is one of the biggest problems that plague companies in the competitive marketplace.
http://www.referenceforbusiness.com/small/Di-Eq/Employee-Retention.html
what employee benefits that are tied to retention
Health and life insurance and a retirement plan are employee benefits that are tied to retention. Health and life insurance and a retirement plan are the employee benefits that are tied to retention. The employee benefits is Health and life insurance and a retirement plan.