5 Tips for Leaders Dealing with Disheartened Employees
The success of any business relies on the performance of its employees. Thus, it’s crucial that managers focus on optimizing worker productivity.
That involves prioritizing engagement. Numerous studies, surveys, and anecdotes reveal that employee engagement plays a major role in an organization’s success. Whether that means implementing a culture of teamworking, leading by objective, or changing the layout of an office space, managers and higher-ups are responsible for creating an engaging workspace.
The following insights will help you better understand why your business needs to develop an effective engagement strategy sooner rather than later.
Most Workers Are Not Engaged
Gallup polls reveal that approximately 87% of workers throughout the globe are not engaged with their jobs.
This actually represents an opportunity for managers. Because engagement is so uncommon, companies that do succeed in boosting employee enthusiasm and satisfaction gain a major competitive edge.
Engagement Isn’t About Money
It’s important to offer your employees fair compensation packages. Doing so is key to attracting and retaining talented workers.
However, pay itself has little relationship with engagement. Don’t make the mistake of assuming you can boost engagement by increasing salaries.
The concept of employee engagement is actually relatively new. William Kahn, a Boston University professor who developed the idea in the 1990s, determined that three major factors impact engagement levels:
- A sense that the work someone is doing has meaning.
- A feeling that one is valued and respected at an organization.
- A belief in one’s own abilities to consistently and successfully perform one’s duties.
In other words, high pay does not guarantee high engagement.
Managers Don’t Deserve All the Blame
It’s easy to blame managers for low engagement. That said, other factors may contribute to poor employee satisfaction.
For instance, recent financial downturns caused many organizations to restructure and eliminate key management roles. Those who were not let go were often tasked with managing more employees and handling more duties than they were prepared for. This leads to working environments that are definitely not engagement-friendly.
Flexibility is Key
A disturbing trend indicates that more and more American workers are sacrificing their free time and choosing not to take vacation days in order to put in as many hours at work as possible. This leads to high stress levels, low engagement, and decreased productivity.
It may be smarter for organizations to offer flexible scheduling or reduced hours without reduced pay. A New Zealand firm that recently experimented with a four day work week saw employee stress levels decrease substantially with no observable downside.
So is Care
Employee engagement doesn’t need to be a complicated topic. Essentially, people simply want to work for managers and businesses that care for and respect them. That involves prioritizing work-life balance, offering growth opportunities, treating employees with courtesy, providing necessary feedback, and recognizing employee contributions.
Offering this type of work experience to employees is easy. However, data shows that many organizations fail to. You could make yours a much more attractive place to work by taking certain basic steps to improve engagement.
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