Who Cares About Employee Engagement?
All the time, we see themes become popular in management. They seem like fads…something that will gain hype and eventually die down again. And by the time you implement a process, your employees have already found something else that’s more important.
But one of those themes never went away: Employee Engagement. Whether you call it engagement or another term like accountability, ownership, empowerment, or commitment, it all revolves around creating an environment where employees act interdependently to drive your organization’s success. So, if you thought this was another fad, take out your notepad and write this down…It’s NOT.
Are your employees actively engaged?
According to the Gallup Management Journal’s Employee Engagement Index, the majority of employees are either not engaged or actively disengaged. That’s a problem!
What are actively engaged employees? Engaged workers actively contribute toward a positive work environment. Turnover is lower and they take less time and effort to manage. They do what needs to be done to meet their goals and the goals of the company. Talented managers recognize actively engaged employees and help them perform to their full potential.
Non-engaged employees are typically people who think of their work in the form of tasks. Their duties are likely tied more to their day-to-day activities and less to the long-term success of the company. They are more likely to perform as a routine or wait to be told what to do rather than work autonomously toward defined goals. When asked, they are likely to illustrate a lack of clear support and recognition by their manager.
Those employees who are actively disengaged are often the most difficult to reach. They may demonstrate negativity or even sabotage if given a reason they can justify. The company’s goals are just that. Their individual goals are more important and can diverge radically from those of their department or co-workers. The actively disengaged employee can infect the workforce through poor work ethic, attendance, and even by recruiting others to work in opposition of the organization’s mission. They are good at finding problems—not solutions.
What can be done to help ensure you have actively engaged employees?
A good start is to keep those engaged employees and your non-engaged employees involved in what is going on and demonstrate your commitment to their growth.
- Ask for their opinions on decisions that will affect them.
- Find out what they want to learn, and help make it happen.
- Let them know how they contribute to the overall success of the company.
- Create a development plan to foster future growth.
Revela can help with your engagement effort. For more on the culture and engagement challenge, click here.
Help your employees help you!