Engaged employees almost don’t exist anymore. According to a recent study, on a global scale only 13% of the workforce is truly engaged. New Zealand for instance, has one of the highest percentages of motivated workers, 23%. As opposite to disengaged employees, engaged employees stand out. They’re often willing to go to extreme lengths to help their companies thrive. Apart from working with determination and passion, they have a profound connection to their leaders, CEOs and peers. To put it simply, engaged workers drive innovation while lack of engagement triggers unhappiness at the workplace, eventually disrupting a company’s dynamic.
Not-engaged employees are not that easy to spot
Believe it or not, there are companies that can’t spot disengagement. Employees who don’t feel motivated are not too disruptive or overly hostile; they’re just uninspired and unenthusiastic. They have no concern about productivity, safety, customers or quality; they wait for lunchtime impatiently every single day, and they don’t care what happens with their company’s bottom line.
At an organizational level, engagement is extremely important in a company that wants to succeed and increase profit. Many employees don’t feel appreciated at the workplace, but rather ignored. When their demands don’t matter and their bosses don’t take their ideas into consideration, it’s easier for them to just shut up and not care for anything else.
Get to know your employees if you want diminish disengagement
Leaders and managers should want to get to know their employees to diminish disengagement at the office. Interact with your people on a deeper level; get to know their personalities and you might even spot great talent. Every contact you have with a member of your staff may influence their engagement and thus, instill discretionary effort. Not many leaders can see this, but lack of employee engagement affects your company’s level of productivity. The more engaged your workers are the higher chances you have to set yourself apart from competitors.
Employee surveys can help companies tackle disengagement
Now that you’ve decided to pay more attention to your people’s level of engagement, it’s time to find a way to fix the most important issues. Using employee surveys to spot issues and come up with solutions is an excellent way of improving productivity. However, many leaders don’t know how to craft surveys and they usually end up collecting useless data. Keep a survey short and relevant. Ask the right questions and allow employees to share their concerns, too. Don’t force them to give up their names and use the data to influence essential performance metrics.
Stay focused on engagement at an organizational and local level
Real change can happen at a local level and only if company leaders are able to set the proper tone. Companies reap the most benefits from engagement schemes when managers and leaders appeal to the senses of their staff. They must find a way to persuade them to do their jobs right, and they can only do that by changing the overall ambiance at the office. Allowing people to interact, offering them more pleasant conditions, and giving up useless regulations are steps every leader should consider.
Not all employees want more money to stay engaged. People want to sense that their opinions matter. As a leader, you should welcome their ideas, appreciate their input and allow them to make decisions if you want to engage them. Work together with your people and make them feel part of a team.
Lack of employee engagement makes you vulnerable
Disengagement makes your company vulnerable. When your staff hates you, they don’t have an interest they won’t want to work harder. What’s even worse, they might use that hatred against you. In time, disengagement causes imbalance, and imbalance eventually leads to more severe issues that affect your productivity. Can you afford to let that happen?
Companies should focus more on caring for the wellbeing of their staff. When employees are happy, they work with more passion and determination. Treat them as your own; set up weekly meetings to chat, send them to seminars and trainings, give them bonuses based on performance, and they will want to do everything in their power to help you business thrive.