The success of any business relies on how well employees are engaged in the work they were hired to do. However, this is often hindered because of how few employees are engaged in their work. Gallup’s 2022 State of the Workplace found that only 21% of all employees are engaged in their jobs. That means that those 21% are fully engaged emotionally, mentally, and physically in creating value for their team and the company overall. A lack of engagement could potentially cost organizations millions, if not billions, of dollars a year in lost productivity.
Since the COVID-19 pandemic changed the world, especially the global workplace, employee engagement has shifted from how the office functions to remain engaged in a remote, or even hybrid, environment.
The Three Types Of Employees
Within each organization, there are typically three types of employees. Engaged, Not Engaged, and Actively Disengaged.
Engaged
As mentioned above, these employees are fully committed to the job they are hired to perform. They are in positions where they thrive, and their talents are leveraged in a way that truly helps the organization. They are usually the ones who are enthusiastic and may take on responsibilities outside of their job description. As a result, they may end up being the leaders within the organization and may remain much longer than anyone else.
Not Engaged
These are the employees make up most of any organization, typically between 60-70%. They can be hard to identify, especially since they may be overall satisfied with their current role. One simple way to identify those in this group is those who may be “quiet quitting” or “acting their wage.” They will typically do the bare minimum and may or may not be actively involved in the company’s goals, mission, or values. These employees can threaten the organization while also being an opportunity for growth. Depending on the manager and mentor, they could easily become engaged or actively disengaged employees.
Actively Disengaged
This group is possibly the biggest risk to any organization. They are usually consistently negative, ferment dissension, and create a toxic environment. These employees will typically dominate the manager’s time and resources, constantly voicing displeasure with how things are currently running within the organization, and may form dissension among the rest of the workforce due to their influence, despite not being in positions of responsibility themselves.
What can be done to help each of these employees? How can the productivity and engagement of those who are Not Engaged and Actively Disengaged while still supporting those who are actively Engaged?
The Role Of Leadership
Within each level of leadership within the organization, they need to know how confidently each member of their team can state the following:
I know what is expected of me and my work.
I have the resources and training to thrive.
I have the opportunity to do what I do best.
I frequently receive recognition.
I trust my manager.
My voice is heard.
I am valued in my role.
I understand the mission and purpose of the company and how I contribute.
I have opportunities to learn and grow personally and professionally.
Tips To Improve Engagement
These tips are simple to understand and implement. What may make it challenging is making them a priority. When training managers, in particular, their primary responsibility should be to improve the engagement of those on their team.
Tip 1 - Make Sure Everyone Is In The Correct Role
There is a metaphor that suggests making sure the right people are in the right seats on the bus. Managers need to look at who is on their team, what roles they play, and determine if they are in the correct role. That doesn’t always mean termination. In many cases, it just means shuffling people into the proper fit.
Tip 2 - Make Training Available
Teams need to be set up for success. Proper training and development must be available at every juncture to ensure this happens without any obstacles. If there are, then managers and directors need to work together to remove them as soon as possible.
Tip 3 - Make Work Meaningful
Nothing is more frustrating than work that seems like it’s only busy work. If the goal is truly to ensure more employees are actively engaged, their work must have meaning and provide a clear understanding of how it aligns with the organization’s mission and values.
Tip 4 - Checking In
Relying just on reports or reviews just will not cut it anymore. Engaged employees crave regular feedback. And like an airplane on autopilot, this allows for easier and faster course corrections to reach the destination quicker.
Tip 5 - Engagement Discussions
It is important that managers remain transparent about their goals when it comes to improving employee engagement. If need be, holding regular town halls or one-on-one meetings can help provide the needed corrections and help employees understand their goals.
Human Resources To Assist Improving Employee Engagement
If you are looking for a professional in Human Resources that can help provide a concise plan to improve employee engagement for your organization, contact Executive Compass, an executive-level HR specialty firm strategically designed to navigate business in today’s complicated and ever-changing working world. From recruitment and onboarding to employee benefits, organizational development, and employee relations, there’s no step in the business life cycle that Executive Compass is not equipped to handle. Contact Executive Compass by visiting executivecompasshr.com, calling 760-504-6352, or emailing serena@execucompass.com.