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Nearly a Quarter of Surveyed Companies Have Too Many Disengaged Employees
Do your employees care about their work? If you can’t answer that or are scared of the answer, you’re not alone.
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According to a report by a paper by Harvard Business Review called,
The Impact of Employee Engagement on Performance, 24% of respondents say employees in their organization are highly engaged.
Where is the disconnect?
The growing problem of employee engagement
Forbes.com recently reported
that “four out of 10 workers are disengaged globally. In the U.S., the situation is worse. According to the latest State of the American Workplace Report, 70 percent of U.S. workers don’t like their job.” Yikes.
Most employers are aware of employee engagement as a metric. In fact, the same Harvard Business Review article stated that 71% of respondents rank employee engagement as very important to achieving overall organizational success.
They are trying. Another 72% of respondents rank recognition given for high performers as having a significant impact on engagement.
But is recognizing good work the best way to help employees feel engaged?
How to Fix Employee disengagement
Don’t worry. For every disengaged employee you have, there is an attainable way to win them back.
Gallup.com says the best ways to improve employee engagement
are:
- Use the right engagement survey
- Focus on engagement at the local and organizational levels
- Select the right managers
- Coach managers and hold them accountable for their employees’ engagement
- Define engagement goals in realistic, everyday terms
They added that engaged employees significantly out-perform disengaged employees in productivity, attendance, turnover, and even workplace accidents!
Elsewhere, Iveybusinessjournal.com advises what they call the
10 Cs of Employee Engagement:
- Connect: Leaders must show that they value employees.
- Career: Leaders should provide challenging and meaningful work with opportunities for career advancement.
- Clarity: Leaders must communicate a clear vision.
- Convey: Leaders clarify their expectations about employees and provide feedback on their functioning in the organization.
- Congratulate: Exceptional leaders give recognition, and they do so a lot; they coach and convey.
- Contribute: Good leaders help people see and feel how they are contributing to the organization’s success and future.
- Control: Employees value control over the flow and pace of their jobs and leaders can create opportunities for employees to exercise this control.
- Collaborate: Great leaders are team builders; they create an environment that fosters trust and collaboration.
- Credibility: Leaders should strive to maintain a company’s reputation and demonstrate high ethical standards.
- Confidence: Good leaders help create confidence in a company by being exemplars of high ethical and performance standards.
Fix Engagement with 360-degree feedback
If your employees aren’t engaged or attached to the work you do, then it’s time to think about something new. We help you find these employees and help them before you lose them.
At Grapevine Evaluations, our 360-degree employee evaluations are trusted by companies such as Pandora Radio, Thompson Reuters, and Macy’s.
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