Engagement is elusive and intangible yet unmistakable whether it is thriving or failing. It’s no secret many businesses are struggling with employee disengagement. A recent study found that the ratio of engaged to disengaged employees is the lowest in a decade. Employee disengagement can lead to a host of issues in the workplace, including a lack of innovation, decreased productivity, high turnover, and increased absenteeism. Businesses can effectively improve employee engagement by understanding the four main disengagement areas.
Employers typically measure engagement through surveys that gauge employee enthusiasm and commitment levels in the workplace. This information can be a valuable tool for employers looking to improve morale, productivity, and teamwork. By learning who is actively engaged or disengaged in the work environment, employers can address potential issues and ensure their staff is happy and motivated.
However, it’s not always clear-cut when gauging employee engagement. Often, a cohort of workers doesn’t answer firmly either way, which can provide just as much insight into the workplace atmosphere. This group can indicate how employees feel about their job overall yet haven’t been able to commit fully or are too frustrated to be genuinely enthusiastic. Employers should take this neutral group seriously and consider the four areas of disengagement listed below to understand employee morale better. Not only will this help improve overall team satisfaction, but it could also give insight into why certain workers feel disconnected or unengaged with their work.
1: Job Fit
Job fit is integral to any employee’s success in the workplace. If the job suits an employee’s skillset, abilities, and experience, then they have the opportunities to succeed, challenge themselves and create new possibilities. However, if not suited for the role or unable to adapt their strengths and weaknesses to complete tasks asked of them, it’s easy to become disengaged and unhappy within their occupation. Employees may feel stuck and unable to find enjoyment and value in their work.
It’s imperative to find a job that is suited for an individual so that they may fully utilize their capabilities, allowing them both personal and professional growth. If you are struggling to find the ideal job suited for you, be willing to try something out of your comfort zone – who knows what possibilities you can unlock!
2: Employees don’t feel they are a part of the team or company culture
A huge factor in disengagement within the workplace is when employees don’t feel like they are an essential part of a team or company culture. This connection is vital for those who put their hard work into the daily grind. Not only does connection make workers feel valued, but it also helps them see how their work adds value to the larger picture of the organization. It’s not just about recognition; it’s about being connected and feeling like there is a place for them within the company. A simple connection can go a long way in ensuring employee engagement and happiness!
3: Leader and employee relationships
Communication issues between employees and leaders are perhaps one of the most challenging areas for disengagement in the workplace. The right communication strategy between leader and employee is essential for boss-employee alignment. Relaying an employee’s development plan regularly and ensuring it aligns with their goals can put a team back on track to success.
If the leader and employee are out of alignment on goals and expectations, it can lead to frustration, resentment, and disengagement. Leaders should build trust among their team members and create an atmosphere of open dialogue that allows for honest conversations about successes and growth areas.
Employee and leader alignment fosters understanding, trust, and respect between organizational stakeholders, promoting higher job satisfaction and loyalty from all team members. Additionally, leaders who have a deep understanding of the needs and motivations of their team members are better equipped to set achievable goals and design individualized development plans that nurture employees’ unique skills and career aspirations. The result is an engaged workforce with the resources necessary to push themselves toward greater heights of productivity continuously. Ultimately, investing in alignment between employees and leaders is an investment in the long-term success of any organization.
4: Employee struggles with overall organizational challenges
The fourth and final area of disengagement is when employees feel overwhelmed or stuck due to organizational challenges. As a coach and friend, I understand that when an employee is unaware of changes in their organization and has a certain level of uncertainty around their performance, it can be challenging to stay engaged. Knowing that change isn’t always easy to adapt to, no matter how hard-working or committed you are. That’s why it’s important to remember that if you struggle with overall organizational challenges, there is usually someone on hand who can help guide you in the right direction.
Disengagement is more than a case of The Mondays. If you want to keep your employees engaged, ensure they are a good fit for the job, feel like they belong to the team and company culture, have a great relationship with their leader, and don’t struggle with overall organizational challenges. By paying attention to these four areas, you will be on your way to having an engaged and productive workforce!
Interested in fending off employee disengagement at your company? Then check out our four-phase 12-Month Employee Engagement Program that serves as your customized road map to installing a sustainable employee engagement culture that supports employee retention and recruitment efforts.