With all the talk, hype, suggestions, practices, and training that goes into keeping employees engaged, it’s troubling that disengagement is still an issue in so many organizations — especially considering the significant bottom line impact it can have.
The Bureau of National Affairs found that $11 billion is lost annually due to employee turnover, and according to a Gallup study, companies with engaged employees outperform the competition by as much as 147 percent in earnings per share.
Engaged employees strive to do everything in their power to move their team forward. They understand their role, how it contributes to the overall success of the company, and are inspired to find better, efficient and effective ways to contribute more.
We all want employees who are engaged, but what does it take to support that engagement, and how do you turn it back around when it starts to wane?
The following strategies can be implemented immediately to help achieve high-focused engagement, without launching a massive initiative or a costly campaign.
Understanding Employee Engagement as a Spectrum
One of the most common misconceptions is that employee engagement exists as a binary, on-or-off switch. The truth is, engagement exists on a spectrum. Typically, organizations will have some combination of employees who are fully engaged, a neutral group, a disengaged group, and actively disengaged group.
By getting a grasp on the full spectrum of employee engagement, leaders will be able to recognize patterns of disengagement, and provide the support necessary to bring employees back to a state of active engagement.
An actively engaged employee enthusiastically desires the best for their organization and their peers. Their positive attitude is downright contagious, and they can’t see any other way to perform than giving their all to the task at hand. These folks are constantly learning, taking risks, and get their gratification from the quality of their work.
To keep actively engaged employees on your team, listen to them.
They will give even more when they feel that they are heard and appreciated. This group needs more empowerment, so support them, earn their trust, give them what they need to succeed, and then let them work.
The neutral, or generally engaged is the group considered to be the “Steady Eddies.” They are engaged, but not to the extent of the actively engaged. Neutral employees stay on point day in and day out, but not much more than what is expected of them.
They always meet performance goals, do what they know well, don’t take many risks, and make up the bulk of your workforce.
Provide the neutral group with opportunities to grow. Encourage them to be mentors to others and allow them to take risks and achieve.
The disengaged group are usually the most volatile. They are waiting for someone or something to get them engaged. They are not self-starters and will probably leave if left too long in their disengaged state. Group members are difficult to identify, seldom speak up, and feel underutilized.
The Disengaged group is ripe for being swayed to a higher level of Go to the full article.