A lot of employee engagement strategies fall short. Workers who are actively engaged in their work will have an impact on performance, productivity, and profit. Unfortunately, it has been found that only 15% of employees are engaged in their work. This can be difficult to understand, but it isn’t impossible.
If you find yourself struggling to understand why your workers are not productive, then this post can help. Below, you will learn why engagement fails and how to fix this issue.
Why Engagement Fails
In the workplace, employee engagement is crucial. A worker who is emotionally committed to their role, organisation, and its goals is deemed to be relatively engaged. This means they are motivated to contribute to its success, and they feel a sense of connection and purpose. However, engagement can fail at times.
Employees are less likely to be engaged at work if they feel unappreciated. If they believe they are just “cogs in the machine,” this is a quick way to become disengaged. They do not feel valued as individuals for who they are. Similarly, if expectations are unclear, this causes workers to become frustrated and lost. Their performance might decline.
As most employees are looking for roles that will provide opportunities to growth, they will lose motivation if this is not the case. These individuals want to learn and grow, to advance in their careers, and they will mentally check out when no opportunities are presented.
Three Ways to Fix Employee Engagement
Fortunately, improving employee engagement when you notice a dip is possible. Below, three of the most effective methods have been explained.
Increase Role Clarity and Alignment
Understanding that unclear expectations impact employee engagement is the first step to making a change. Clearly defining roles will boost productivity and build accountability, and this can improve collaboration throughout the company. Workers are less likely to become confused and/or stressed if they understand what their roles entail.
Not only should you think about clarity, but role alignment, too. This ensures the day-to-day tasks of all workers are focused on achieving the company’s strategic objectives. The company’s overall performance will strengthen as a result.
While clearly defining roles and expectations is vital, this is an obvious task. You should try to think outside the box, so to speak. For example, you might use artificial intelligence (AI).
AI helps managers create dynamic job roles by analysing large volumes of organisational data. The platform developed by ServiceNow can be used to help employees stay focused; you can learn more about the ServiceNow AI platform.
Foster Continuous Learning and Growth
It is a given that organisations benefit from a more productive workforce. Employees, too, will gain personal and professional growth through this. Your company should provide continuous learning to show you are investing in the development of your workers. They will view this as being valued by the business, which can result in a stronger sense of commitment and loyalty.
Learning must be embedded into the daily work routine. This can be as simple as providing challenging projects or allowing workers to shadow colleagues. These tasks will offer a change from the usual day-to-day. Buddy programs and mentorships should also be encouraged to increase employee engagement at work.
Improve Feedback and Recognition
You will now be aware that employees want to be valued. Offering feedback and recognising hard work are two ways to do this. Wanting to feel appreciated is a core human need. When a worker’s efforts are recognised, they feel more connected to their work and the company’s success. This has a direct impact on engagement and morale.
Fostering an ongoing, two-way process in daily operations to achieve this. Annual reviews are not effective methods for a continuous dialogue. Instead, perform regular, informal check-ins – weekly or bi-weekly one-on-ones. Any problems can be addressed promptly and positive behaviours reinforced in real time.
Enabling employees to offer up suggestions and concerns is key, too. They should not be fearful of reprisal. If you can, as the leader, ask for feedback on your own performance to model desired openness.
To conclude, employee engagement is vital for a successful company. If it fails, then the organisation is likely to as well. Thankfully, as outlined in this post, you will be able to improve engagement in your workplace.
