Promoting employee engagement is a popular topic among managers, and it’s for a good reason. Employees that are unengaged and unhappy can become negligent and reduce productivity, which can even lead to a loss in revenue.
Even so, managers need to understand that the process of creating engagement is not a quick one. In fact, increasing engagement can actually be harder than sustaining it. The formula may seem easy enough on paper (perform satisfaction surveys, host team outings, etc.), but you may not succeed without a deeper understanding of the idea. Without putting in meaningful work to create a culture of engagement, employees become more likely to become disengaged, and thus leave the company. That being said, understanding how to encourage engagement means that we also need to understand what causes employees to become jaded in the first place.
One issue that leads to low engagement is a lack of recognition, which was named by 36% of employees as their top reason to leave a job. Newer employees generally receive more recognition as they learn how to perform well in their position, but when that fades over time, it can cause drops in morale for even the most loyal employees. With this in mind, create a plan to ensure your team feels properly recognized. This can look different for everyone as some feel more encouraged by public recognition while others may prefer to receive their acknowledgments during a one-on-one. Crafting a reward system is also something to consider if you want to motivate your employees further.
Employees have also cited lack of internal mobility as one of their main reasons for quitting. There is only so much one can learn from a job before reaching their full potential in that position. It’s only natural for people to want to take on a more challenging role and move up in the company when they feel limited by their current position. On the other hand, some employees do gain more responsibilities as time goes on, and they become more competent at their job. However, when no promotion is given, it can leave employees feeling taken advantage of by the company. To combat this, create a culture that promotes mobility. This process can entail having conversations with your employees to learn about their goals and desired skills and how they can grow in those areas to benefit both themselves and the company. Provide resources that will help train them in areas they are eager to learn about. Investing in your employees does not go unnoticed, and it has the potential to create loyal employees that are not only more engaged but also more well-rounded and skilled members of the team.
To increase engagement, employees also need to feel connected to the company. One study found that 3 in 5 employees consider quitting due to feeling a lack of connection. One of the most important things people need from their employers is to feel like they matter. Although this is a widespread issue, the solution is simple: understand that your employees do matter and show it. You accomplish this in small ways such as getting them involved in decision-making, asking for and implementing feedback, and regularly keeping them in the loop. More impactful ways include embracing diversity and inclusion to help more employees feel connected with company culture and building a strong and supportive relationship within your team.
The process may be trial and error as there is no “one size fits all” approach. However, when you put meaningful energy toward the cause, the efforts will be hard to ignore. That alone is a strong first step.
