According to a recent Gallup poll, employee engagement has reached 34%- the highest figure since the beginning of their study in the year 2000. A full time work week means the average employee sees their coworkers more than family and friends, so it’s easy to see why an upswing in employee engagement is a positive sign.
Actively Disengaged employees, those who hate their jobs, made up a record low 13 percent of the study, but that leaves 53 percent in the neutral Not Engaged column.
With more choice on the job market, people are less likely to settle and will search for a job that suits their lifestyle. Those who describe themselves as Not Engaged or Actively Disengaged are most likely keeping their eyes peeled.
An engaged employee is someone who takes pride in their job and sees it as an integral part of their lives. Companies with engaged employees tend to see greater employee retention rates, but that’s not all.
Better Customer Relations
When someone loves their job and wants to do well, it shines through in their performance. Companies with higher employee engagement tend to see a 10% advantage in customer loyalty.
An engaged employee will look at their to-do list with enthusiasm, using their workday wisely and profitably. A less engaged employee may be sluggish and distracted in their performance, ultimately leading to financial loss for the company.
Employees who operate on “auto pilot” are less likely to notice their surroundings, making for a potentially dangerous environment.
For these reasons and more, it’s important for companies to prioritize employee engagement.
Lead by Example
The simplest answers can be the most profound. Are you an active part of your employee’s workweek? Have you ever come together as a team to raise money or volunteer with a local organization? Get creative. When higher ups seem disengaged, there’s no reason for an employee to give them their 110%.
If there’s no time for discussion, an issue that may be very important to your staff has a good chance of getting swept under the rug. Make space for conversation.
Everyone has their own way of doing things, and most people are pretty aware of what works for them. Try not to micromanage. When someone is an asset to the company, what’s the difference if they need to take a slightly longer lunch or leave half an hour early on Fridays? They’ll thank you for it with a great performance.
Many disengaged employees feel a sense of confusion about roles within the company and don’t feel valued for their work overall. Talk to your staff about what they’re great at, what you’d like to work on together, and where they see themselves in the future.
The recent engagement upswing is good news, but it’s no reason to get lazy. Challenge yourself to be the company that goes beyond “mostly engaged.” Communication is key- and your profits will reflect the care you put into your team.