With the era we live in it’s almost become a commodity to work in the field you’ve schooled for. Usually, most of people find themselves working jobs they are not that passionate about either because those bring money or because they were the first thing offered to them after getting a degree. This, no doubt, leads to dissatisfaction that then ends in low quality employee engagement at a work place. Further, statistics have shown that more than 50% of people have low engagement at their work places.
Now, we could blame the workers and let them handle the burden of the company not working as well as it could but they are not the only ones to blame. Managers and employers usually forget that they are the ones holding the whole team together and their attitude reflects onto people working under them. Sometimes, the employer’s attitude can make or break a team. It is collective responsibility to get things moving in order to improve employee engagement. And, this is how:
Employee Engagement and the Big Picture
Employers usually forget that they are not in it alone – leading a company to a success isn’t something that can be achieved without workers and it’s one trait that should never be forgotten. But, if you don’t trust your employees enough to share your vision with them, count that the whole thing will go to waste. Naturally, not all planning, statistics and other should be shared with the employees (they likely don’t care and/or are unfamiliar with the technical part of your decision-making) but the overall vision is something that should be shared with people you work with.
This way they know why they are working hard, or – this is how they realize why it is important to work hard. We all respond well to goals, so letting your employees see the big picture is the first step to having them more dedicated and engaged with the work they do.
There is a reason why we have division of power in the work pyramid. Some people are good at observing, criticizing and giving a good business advice/direction about a certain job at hand. These people are called leaders. Unless they are able to be objective and critical about current systems, they don’t really deserve the title. Still, there is a difference between being objectively involved and critical, and being a prick. Each leader needs to know the difference. Confusing and complicated processes can lead to slow decision-making, low engagement and overall dissatisfaction of workers.
This is why a leader needs to include the employee in work functioning, explain his/her vision about how things should be and explain the employee how important a role he/she holds. If the worker isn’t given an objective feedback on his/her work, there is no space for improvement and/or correction of mistakes.
To have better employee engagement you want the workplace to be a space where people actually communicate and feel like they are a part of the work family. The more accepted and valued they feel, the better results they’ll give. When working in a sterile environment, nobody is motivated to give their best. Each team has people that do everything to hold things together and at the same time those that try to tear everything part.
You need to identify “problem people” and see how to deal with them. This doesn’t necessarily mean term their employments. It means approaching them reasonably and talking about a problem. Can they be more collegial? Can they better their work? Are they ready to change and adapt? Would they feel better working in another department?
By eliminating toxic and dysfunctional team behaviors you are creating a fertile land of employee opportunity.
Naturally, as a leader/employer you’ve got only one thing in mind – progress. And, this IS important, if not crucial. But you must never forget you are working with people, not machines. Treating your staff like they are replaceable entities will send them the message of just that – lack of appreciation and respect. You need to understand and appreciate people you work with – don’t make a fuss about sick/personal day. If you feel an employee is breaking down with exhaustion, give him/her a couple of days off to recharge.
It’s in your best interest to keep your colleagues happy. For example, many companies have a habit of organizing office gatherings once a month, usually the last Friday of a month. They make it a small office party where everybody can jam, talk, relax and get to interact with one another. This is one of the ways we keep our colleagues’ spirits up. Once they know you appreciate every second they spend making you money, they’ll be willing to continue doing it.