Employees Not Engaged
Engagement based on Manager
Wrong Manager Selected
What is it?
Employee Engagement is: A heightened emotional connection that an employee feels to his or her organization, that influences him or her to exert greater discretionary effort to his or her work.
Shockingly, only 30% of U.S. employees are engaged (13% Worldwide), meaning 70% of your workforce is not engaged! This lack of engagement leads to a loss of nearly $400 billion in annual productivity.
Employee Engagement impacts employee turnover, employee satisfaction, and employee productivity.
How Employee Engagement Impacts...
When employees are engaged, they feel connected to their work. This connection is generally founded in a strong belief in the organization’s vision, the tactics used to reach the vision, the products and services that propel the vision, followed by a feeling that their contributions are valued and important. If we were to make this into a step by step checklist it might look like this:
- Strong belief in the organization’s vision
- High Buy-in to the tactics the organization uses
- Belief that the Product or Service helps achieve the vision
- Feeling that their work contributes to the advancement of the organization’s vision
- Appreciation and acknowledgement by management for their work
If Employees can’t check one of these off, you’re going to see an impact on productivity and turnover rate.
If employees aren’t satisfied, they’re much less likely to be productive. That’s human nature. At the end of the day, people do what they want to do. Would you want to work somewhere where you aren’t satisfied? Chances are slim that you would. This lack of motivation lowers productivity to the point that $400 billion worth of productivity is lost each year. Imagine how much productivity you may be losing and how much more productive your employees could be with the right plan in place.
Turnover is expensive, and we’re not referring to just monetary cost. Financially it can cost tens of thousands to 1.5-2x their annual salary! These costs include:
- Hiring (Advertising, Interviewing, Screening, Hiring)
- Onboarding (Training, Management Time)
- Customer Service and Errors (New employees need time to learn your organizations processes and systems. They also need time to learn your customers and their tendencies. There’s often best practices for particular types of customers and your demographic is likely to be different from other businesses. As with any learning, mistakes will occur.)
- Lost Productivity (Both from the former team member and surrounding team members. The new employee will need time and resources to reach the same level of productivity as the former employee.)
- Decreased Team Engagement (Watching team members go is generally disheartening, and employees will wonder why they left or were asked to leave.)
- Cultural Impact (Each Employee serves a role on the team, and their departure will force these dynamics to change. It’s very possible that the former employee was a catalyst for motivation, inspiration, or general job-satisfaction. They may also have been the individual that helped keep everyone even-keeled during stressful times. In any case, change will need to occur and there will be bumps in the road.)
The value of employees increases over time. The longer an employee is with your company, the better they know your customers and their tendencies, how to quickly solve problems, how to work with the team to be more productive, and provide actionable insights. So let's keep them engaged and helping your organization!
How We Increase Employee Engagement
Leadership and Ownership are synonymous. Meaning, the onus of employee engagement is on the manager (70% to be specific). This is only compounded by organizations selecting the wrong manager 82% of the time. But leaders are made rather than born, so let’s set them up for success! We tailor leadership development programs to fit the needs and objectives of your management and leadership team.
Multiple Engagement Assessments
Employee Engagement is not a static number because actions and perceptions are in a constant state of flux. To best understand your employee’s engagement, multiple assessments are required over a period of time. This establishes a baseline and a measurement for the impact of decisions on employee engagement, and morale.
Debrief Assessment Results
It’s important to understand where your employees stand as the program progresses. Armed with these actionable insights, employee engagement tactics can be put into action at the perfect time.
Part of Employee satisfaction and engagement is feeling that their work contributes to the advancement of the vision. Employees want to feel that they are mastering skills important to their current and future role in your organization. Thus, it’s vital to equip them with the skills for today, and prepare them for skills they’ll need tomorrow.