Having a disengaged, unmotivated team is a manager’s worst nightmare. Unfortunately, the most recent statistics on global employee engagement seem to confirm that many employers are living that nightmare. Only 13 percent of employees across the globe are engaged at work, according to Gallup’s latest 142-country report on workplace engagement. That amounts to only about one in eight employees who are actually committed to their jobs. Most employees, about 63 percent are not engaged, and the remaining 24 percent actively disengaged Gallup reports. A PWC publication states that 54% of millennials say their loyalty to employers is influenced by how much their employer cares about their well-being. With the millennials being the next big force to reckon with, the writing on the wall is clear- Employee Engagement is a business imperative for employees at all levels of the organization and no longer something to be measured just once a year by taking a look in the rear-view mirror.
Employee engagement programs in the workplace have long gone from being “nice to have” to a “must have” and it is no surprise, because companies with engaged employees outperform businesses with disengaged employees. Finally, leaders are now convinced that one of their last remaining competitive advantages lies with their most important resource- people.
The roots of disengagement
You may wonder, what causes disengagement? There may be multiple reasons, depending upon each separate individual. Some common causes of disengagement are: managers unable to clearly outline an employee’s role and responsibility, lack of trust and respect in the organization, lack of people leadership and low or zilch management transparency. Disengaged employees are estimated to cost the U.S. economy between $450 billion to $550 billion, according to a Gallup poll. Besides your bottom line, there’s one more area that can be extremely affected by disengaged employees: your culture.
Foster a culture of transparency, collaboration and appreciation
The key to employee engagement lies in effective management, transparency, collaboration and appreciation within the organization. The majority of organizations have an opportunity to further leverage employee engagement as a business driver by strategically engaging their employees. The structure of companies is changing, putting a greater emphasis on empowered teams and team leadership. Companies are becoming dependent on a new breed of empowering, supportive, and open leaders at a time when companies still struggle to find the leaders they need.
How should you tackle engagement problems?
Engagement needs to adopt an “always on” approach. Fortunately, new solutions have emerged in the marketplace to assess employee engagement. A new generation of “pulse” survey tools and open anonymous feedback systems can allow employees to rate managers, executives, and just about everything else at work on a near-real-time basis. The thoughtful use of such tools can create a true “listening environment” for employees while giving leaders critical insight into what’s working and what’s not working in the company. Armed with constructive data from these tools, leaders can employ certain strategies and tactics.
Showing employees that their collaboration and feedback has resulted in a highly performing organization will boost employee engagement levels, and make your organization a great.. probably the BEST place to work!