Everybody knows how important engagement is to any organization. The more engaged your employees are, the more likely they will be happier and more productive.
On the flip side, when employee engagement suffers, morale takes a turn for the worse. Employees stop thinking about what they can do to improve their organizations and instead start thinking about their next career moves.
If your employee engagement efforts aren’t working out, you may be guilty of one of the following:
Our previous research has revealed that coworkers are the number one thing employees like about their jobs. Unfortunately, according to our 2017 Employee Engagement Report, only 24% of employees feel connected to their coworkers — which represents an 11% drop from the previous year. This gap is causing cross-departmental friction because workers from one department don’t really know workers from another department well enough to collaborate effectively. The good news is there’s a simple solution to this problem: Invest heavily in team-building activities.
Just one out of every four employees feels valued by their companies, our Engagement Report revealed. That number represents a 16% drop from last year. This is due in large part to the fact that managers’ employee recognition efforts are lacking. Considering the fact that 58% of employees agree that improving recognition efforts would lead to increased engagement, it’s a no-brainer that your company should make sure good work never goes unnoticed.
According to our Engagement Report, there’s a remarkable rift between employee and manager perspectives with respect to transparency. While 25% of employees believe their bosses are transparent and 26% of them feel as though their organizations offer adequate opportunities for professional development, the numbers are nearly doubled when you ask managers the same questions. If you want to increase employee engagement, first you need to focus on becoming a more transparent organization. Never leave your employees in the dark about any major developments. You can’t share every last bit of information with all of your workers, but you can probably give them more news than you currently do.
A shocking 79% of employees believe that their organizations don’t have good performance review processes. The top three factors that go into that statistic are the fact that employees aren’t told about opportunities for promotions or development, that most of the feedback they’re given isn’t really valuable, and that the feedback they receive is never timely. This is primarily due to the fact that many organizations still rely on the age-old annual performance review. If your company is struggling with engagement, it’s probably time for you to modernize your approach to performance reviews. Utilize performance management tools that enable you to provide helpful feedback in a timely manner in a way that is completely transparent, quick, and private.
As we found in our Engagement Report, the invisible company culture still reigns supreme. If you want your employees to become more engaged, you need to make sure that your team has strong interpersonal relationships. You also need to create an awesome work culture and an environment that people actually enjoy showing up to each day. The better culture you build, the happier — and therefore more engaged — your employees will be.