Employee engagement is the key to building any successful business, but driving engagement isn’t always easy. Only 15% of employees in the US are actively engaged with their jobs, reporting that miserable work conditions and poor management are a source of their woes.
The current labor crisis is widely considered to be the result of miserable employees, not lazy ones. If you want to attract and keep more quality workers, invest in employee engagement.
Why Employee Engagement Matters in Your Organization
It’s clear that the more engaged your people are, the more likely it is that your company will thrive. It’s essential to invest in employee engagement by first learning these facts.
85% of Employees Are Disengaged With Work
Don’t take it personally, but most of your employees don’t want to work for you. 85% of employees across all sectors are disengaged in their job, even if they’re frequently reporting high numbers. In fact, an organization is less likely to fix the problem if they’re doing “well.”
If you were able to engage even 15% more of your employees, your numbers would double. At 30%, they’d triple, and so on. Imagine how much more your company could earn if all of them enjoyed coming to work. In the end, disengaged employees are sabotaging your company.
Money Spent on Engagement Isn’t Spent Correctly
So, it’s decided. To make a profit, you need to put some effort into employee engagement, but few organizations know how to initiate a program that provides results. Billions are spent a year on employee engagement, and little to no progress is made in the long term.
It’s important to spend money on tools to keep employees engaged, especially software that encourages peer-to-peer recognition and rewards. Employees also love to develop their skills and be paid for what they’re worth, but most businesses won’t offer these benefits.
It Isn’t the Employee’s Fault That They Aren’t Engaged
It’s time to stop pointing the blame of disengagement at employees because it isn’t their fault. Your employees don’t have any control over their work-life balance. Although you may think your employees have the option to work anywhere they want, that isn’t the reality for most.
In a capitalist system, you’re forced to work, and with 85% of employees hating their job, this problem has seeped into the system itself. If your employee could leave their job and become happier, they’d have done it already. So, who is accountable for employee disengagement?
Managers are Accountable for Employee Disengagement
Sorry to say, but management is the reason for the mass amount of employee disengagement. A Gallup study suggests that managers account for around 70% of the variations in employee engagement scores. Keep in mind that employees break up with managers, not companies.
Unfortunately, that same study also found that 65% of managers are disengaged. If your managers are disengaged, what hope do your employees have? To ensure that the organization stays profitable, CEOs need to use a top-down approach, not down-top, as it doesn’t work.
CEOs and Managers Need to Empower Employees
Employees are expected to do everything for a company, including managing their own mental health despite the obviously sinking ship. In return, they often receive the bare minimum, or worse, they’re told they aren’t doing enough to receive what little they already receive.
Without employees, no organization can function, so it’s inadvisable to treat them as disposable. Instead, it benefits all businesses to empower their employees by offering something in return for their efforts. Once your employees are empowered, they’ll be able to reach their goals.
It’s never easy to hear that the reason your employees remain disengaged with their jobs is your fault, but it’s a truth that needs to be addressed before you can deliver sustainable success.
How can organizations create a feedback-rich environment to enhance staff engagement?
In a feedback-rich workplace, both employees and managers freely provide and receive feedback on a regular basis. Having regular check-ins and performance reviews, as well as providing employees with opportunities to provide feedback to their managers and the organization, can help achieve this goal. Staff engagement can be improved through a feedback-rich environment by making workers feel heard and valued and by allowing employers to address any problems that may be lowering morale.
What role do managers and supervisors play in promoting staff engagement?
Managers and supervisors have a significant impact on employee engagement by fostering a welcoming, safe, and empowering workplace. They can do this by laying out a plan and outlining what’s expected of everyone, providing consistent feedback and praise, encouraging open lines of communication, and building a sense of camaraderie among the staff. Managers and supervisors who are actively involved in their work are more likely to foster a similarly engaged work environment for their teams and departments.
How can organizations maintain staff engagement during times of change and transition?
It can be difficult for businesses to keep their employees invested in their work during periods of change and transition. This can be done by keeping employees up-to-date on changes and their effects, encouraging them to share their thoughts and opinions, and giving them the tools they need to succeed in their new positions. Keeping people invested during the changeover can be aided by showing them appreciation and offering encouragement.
How can organizations effectively use technology to enhance staff engagement?
The use of collaboration tools that promote open communication, the provision of opportunities for staff training and development, and the exploitation of technology to support flexible and remote work arrangements are just some of the ways in which technology can be used to boost employee engagement. Staff engagement can be gauged and opportunities for staff to connect with one another and the organization can be facilitated with the help of technology.
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