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What is the Workforce Engagement Program?

Workforce Engagement is a program unique to Engauge that dramatically improves placement and retention rates by leveraging a team of manufacturing experts to act as an extension of your HR and Ops teams. 

Workforce Engagement is the brainchild of the Engauge leadership team’s decades working in manufacturing companies and seeing first-hand how the traditional approach to temporary staffing consistently fails both companies and Associates. It’s the “secret sauce” for why Engauge delivers better results for our clients. And its why our clients see Engauge as a true workforce partner, not just another temp agency.

What is the Workforce Engagement Program?

Workforce Engagement is a program unique to Engauge that dramatically improves placement and retention rates by leveraging a team of manufacturing experts to act as an extension of your HR and Ops teams. 

Workforce Engagement is the brainchild of the Engauge leadership team’s decades working in manufacturing companies and seeing first-hand how the traditional approach to temporary staffing consistently fails both companies and Associates. It’s the “secret sauce” for why Engauge delivers better results for our clients. And its why our clients see Engauge as a true workforce partner, not just another temp agency.

How Does it Work?

Workforce Engagement provides an additional layer of support and coordination to our high-volume accounts that acts as a bridge between our clients and our recruiting teams. Each account is assigned a Workforce Engagement Consultant who spends time working in the roles we will be staffing to get a clear understanding of the production process, culture and personalities that make your company unique. This not only improves the quality of our recruiting, it enables the consultants to support your team by providing or assisting with hands-on training, 30/60/90-day reviews, and more.

Engauge has built a team of Workforce Engagement Consultants who come from direct manufacturing and/or distribution backgrounds. We believe this direct production experience enables a level of insight to what’s it’s really like to work on a production floor that is lacking in our competitors.

Learn More About

We’ve all heard the old saying “money doesn’t buy you happiness”. This rings particularly true when it comes to someone’s job. Regardless of how much someone gets paid, if they fundamentally dislike what they are doing they will eventually quit.

In today’s digital world, a person is bombarded with new job offers or ads for alternative positions on a daily, if not hourly, basis. This means that someone who historically wouldn’t have given much thought to whether the grass could be greener on the other side is now keenly aware of the endless other options that they have. And this person might now spend a lot of time thinking about just how green the other side might be. This is one of the major reasons why “job-hopping” has become so prevalent and why you see candidates leaving jobs over minimal pay increases.

You know how you buck this trend? By making sure your current team members are in the right positions and by considering personality fit-to-job when you bring on new team members. That’s where Engauge can help.

Disconnects between a person’s personality and their job can cause High attendance issues due to lack of engagement., Difficulty picking up on the required job duties., Stronger reactions to negative interactions or to normal setbacks., Quality or efficiency issues., High levels of stress leading to a bad attitude.

How does the Assessment work?  

Incoming job opportunities are assigned an UPSIDE type.

Our recruiters score the assessment & match Candidates to job opportunities based on their UPSIDE type.

Candidates complete our UPSIDE assessment.

Incoming job opportunities are assigned an UPSIDE type.

Our recruiters score the assessment & match Candidates to job opportunities based on their UPSIDE type.

Candidates complete our UPSIDE assessment.

Why is the UPSIDE Assessment valuable?

UPSIDE scores are also critical to guide how we both motivate and coach our Associates. Someone’s personality style or preferred work style is going to dictate what things they value the most. For example, someone who’s very team- oriented is going to change their behavior quicker if they know that they are letting the rest of the team down vs. Whereas someone who is primarily achievement-oriented will change fastest if they know they may not get a promotion if they don’t improve their performance.

Our UPSIDE Assessment provides 2 critical insights:

The type of work a Candidate likes doing the most.

The type of work they like doing the least.

This is incredibly important because our data has shown that while although a candidates can frequently accept job activities that don’t align perfectly with the exact type of work they love doing, if their job requires them to consistently do something they hate, turnover skyrockets.

For accounts that have large diversity populations, or those that just want additional support, Engauge can provide working Onsite Support resources that are solely dedicated to you. These individuals are bilingual in the appropriate language(s) so that they can help train Associates as frequently as needed. When they are not training Associates they are working as direct labor or supporting your operations team as requested. 

We can provide these resources on any shift and have found that they are particularly impactful on our clients off shifts that lack the traditional support found on first shift. We have had many clients expand their training capabilities to the off shifts through utilization of our onsite support resources that allowed them to eliminate the requirement of everyone to train on first shift. If you choose to have one or more onsite support resources you will still receive support from a Workforce Engagement Consultant that will work with your onsite support resources to ensure that they are as effective as possible. 

Engauge On-Site Support

One of the most common challenges our clients face is how to train and support 2nd and 3rd shift resources. Requiring everyone to train on 1st shift significantly reduces the available talent pool for these positions because most people working 2nd and 3rd  shift do so because they can’t support a traditional 1st shift schedule due to child care or other constraints. And many 2nd and 3rd shifts also lack sufficient resources to provide coaching and hands-on training after Associates start, which can drive high turnover. 

When we’re launching Workforce Engagement with a new client, one of the first places we frequently start is by placing an On Site Support resource who can provide additional coaching to off-shift Associates.  In time, many of our off-shift On Sites have built enough trust with the client to eventually take over responsibility for training new starts. And by eliminating the need to train on 1st shift, we are able to remove a critical barrier to off-shift starts, allowing us to supercharge placements on these shifts with the comfort of knowing that candidates will receive the training and support they need to be successful. 

Complementing your traditional workforce with a non-English speaking or limited English speaking workforce is a great way to stabilize your team. If done correctly, this can even become one of your biggest competitive advantages as it limits your direct competition for talentCompanies that can effectively tap into these unique Associate pools often see a reduction in attendance issues, higher levels of retention and increased productivity. 

At Engauge Workforce Solutions, diversity and inclusion is a key aspect of everything we do. As a workforce solutions provider, we believe have a unique ability to not only provide a fully inclusive environment internally, but also have an opportunity to encourage our Clients to fully embrace a diverse workforce as well. Engauge’s internal team mirrors the diversity of our Associate pools with 87% of our Recruiters, 100% of our Workforce Engagement Consultants, 100% of our Onsite Supports, 100% of our Payroll team and 100% of our Customer Service Representatives coming from diverse backgrounds. Our team is fluent in Spanish, Burmese, Karen, Rohingya, Malay and Hindi. 

WORKFORCE ENGAGEMENT PROGRAM

What is Workforce Engagement(WFE)?

What is the Workforce Engagement program? It’s all about strategic turnover reduction, operational efficiency and safety. Practically, the Workforce Engagement program is a value-added service Engauge provides, free of charge, on top of what we already offer as a staffing partner. The Workforce Engagement program was born from the decades Engauge leadership spent working both on the floor and in leadership roles in manufacturing before shifting focus to the staffing business. Through these experiences, we gained a deep appreciation for how the impact of temporary labor reverberates throughout manufacturing operations. It’s one of the reasons we became so passionate about building a better staffing company – we’ve been in your shoes and we have felt your pain!

Our Workforce Engagement (WFE) team serves as a fresh set of eyes to evaluate your processes and acts as a liaison between new Associates, shop floor employees, supervisors and management. Everyone on our WFE team comes from a background in manufacturing and talent management.  This knowledge gives our team the real-world experience to provide insights that go far beyond a traditional staffing partner and helps us provide a fully integrated support system to maximize fill rates, accelerate onboarding, reduce turnover, and drive operational efficiency. A few of the ways we achieve this include:

New Associate Evaluation, Selection and Training
Sending a warm body to fill the job is not good enough when upper management demands higher quality and production efficiency without giving you additional time to properly train your direct labor. Engauge’s Workforce Engagement program addresses this by freeing up your valuable resources to focus on production while we take care of screening, starting and training new Associates. We follow a time-tested process, including:

1. Time on the Floor: we always start by spending time on the floor working each position Engauge will staff. It sounds simple but this step is – without a doubt – the best way to learn how to effectively staff the position, including both the technical and soft skills needed to succeed.

2. Position Evaluation: using what we learned in our time on the floor, we develop best practices for selecting and training Associates in each position. We also map the personality types that will be most likely to succeed in each position so we can work with Engauge recruiters to screen potential Associates using Engauge’s proprietary UPSIDE assessment.

3. Associate Selection: the Workforce Engagement Consultant assigned to your account will work closely with the Engauge recruiting team to pre-screen candidates, conduct on site tours, select Associates to start, and complete New Start and Active Associate rosters to share with your team weekly.

4. New Start Training: on their first day, each new Associate is greeted by their Workforce Engagement Consultant, introduced to their position and supervisor and provided new start training, including a detailed review of key safety information. Throughout their first week, the Workforce Engagement Consultant checks in – both with the Associate and with supervisors – to make sure the Associate is succeeding and that any issues are addressed quickly, directly and professionally.

Day-to-Day Associate Management
Keeping Associates on time, productive and happy will not only reduce turnover but also keep the best talent on staff and engaged. We take the day-to-day weight off your shoulders and manage retention, coaching, and reviews so you can focus on production tasks. Just a few of the ways we do this include attendance policy enforcement, 30/60/90-day performance reviews, delivery of coaching forms to address specific performance issues early and directly, and hands-on coaching and mentoring to show (not just tell) Associates how to do the job correctly.

Our Workforce Engagement Consultants also build close relationships with both supervisors and HR, so we can communicate feedback clearly and directly back to the Engauge recruiting team on how Associates are doing and what your latest needs are. This helps alleviate the “game of telephone” companies frequently experience as communication flows through multiple parties before making its way to the staffing partner.

Management Communication
From new start and active rosters that include headshots for each Associate to weekly digital dashboards drilling down on recruiting, new start, performance review and falloff activity, we know that superior communication can be one of the biggest ways you feel the difference between working with Engauge and your other staffing providers. Our mission at Engauge is to combine the kinds of leading-edge technology and analytics usually found only at much larger staffing companies with the high-touch service delivery usually found only at smaller, local providers.

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Engauge’s Workforce Engagement Program was designed based on years of first-hand experience with the day-to-day challenges of managing a temporary workforce. We used this knowledge to build specific solutions that deliver strategic turnover reduction, improve operational efficiency and promote safety in all aspects of your workforce.

Our Story

How the Engauge WFE team was created

Much of Engauge’s leadership team actually comes from the manufacturing world prior to shifting our focus to building a better staffing agency.  While on the manufacturing side, we experienced the pain of working with 7 different staffing agencies and feeling like agencies would just throw bodies at us to see what stuck.

We also witnessed how temporary Associates frequently feel disconnected – both from the company they are assigned to and the agency that placed them. We established Workforce Engagement (WFE) to try to bridge this gap, reinforcing the relationship an Associate has with the company at which they are placed and also helping them form a relationship with Engauge. This allows us to better predict and understand when someone is getting to the point where they may leave, which reduces people walking off the job or No Call, No Showing to their assignment (which, trust us, was the bane of our existence when we were on your side of the table).

Our Team

An inside look at the Engauge Workforce Engagment team

Every member of our Workforce Engagement team comes from a manufacturing background where they worked in either direct or indirect labor roles. Their experience spans industries from electrical/mechanical assembly to plastics, from food and beverage to medical, and more.

Engauge’s leadership team has held C-level roles in global manufacturing and distribution firms and understands the pain points that accompany labor strategies, as well as the profound financial impact temporary labor can have on your bottom line.

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