Employee engagement is the state where an employee feels an emotional connection towards their work and organisation.
Employers should be concerned about employee engagement because it directly impacts productivity, morale and customer service.
Employees that are engaged are more likely to stay longer, be more productive, and go over and above for the firm.
On the other hand, employees that are disengaged are more likely to be unproductive, have poor morale, and negatively influence customer service.
Progressive employers are now devising to improve employee engagement.
These include providing clear job roles and expectations, offering rewards and recognition, creating a positive work environment, fostering collaboration and communication, and providing opportunities for professional development.
Employers should also focus on creating a culture of trust and respect, offering competitive salaries and benefits, and providing employees with the resources they need to do their jobs effectively.
Companies can also focus on creating a culture of transparency and open communication, providing employees with feedback and recognition, and offering flexible work schedules.
More importantly companies should also focus on creating an environment where employees have a sense of purpose and meaning in their work.
It helps to provide employees with the tools and resources required by employees to do their jobs effectively, and fostering a sense of community among employees.
Research has consistently shown some of the consequences of low employee engagement. Below I list some of the common consequences of low employee engagement:
- Low productivity
- Low morale
- High staff turnover rate
- Poor customer service
- Increased absenteeism
- Lack of collaboration
- Poor team dynamics
- Lack of trust in leadership
Research has also revealed some of the causes of low employee engagement. The good news is that most of the issues listed are within the control of the organisation’s leadership.
Below I share some of the common causes of low employee engagement:
- Poor communication
- Unclear job roles
- Unmet expectations
- Lack of recognition and rewards
- Unclear goals
- Unsafe working conditions
- Unreasonable workloads or deadlines
- Disrespectful behaviour
Employers may not want to address employee engagement issues because they may be unaware of the issue or may not want to invest the time and resources into addressing it.
Additionally, employers may be hesitant to address employee engagement issues because they fear it could lead to more problems or conflicts.
However, addressing employee engagement issues is essential for creating a positive work environment and ensuring that employees are productive and engaged.
Employers should carry out employee engagement surveys to gain insight into how employees feel about their work, the organisation, and the company culture.
Surveys can help employers identify areas of improvement and provide them with the data they need to make informed decisions.
Additionally, surveys can help employers understand how employees feel about their job roles, colleagues, and overall experience working for the organisation.
Surveys can also help employers identify potential issues before they become serious problems and provide them with feedback on how to improve employee engagement.
In conclusion, employee engagement is a key success factor for any organisation.
Organisations should strive to create a positive work environment, provide clear job roles and expectations, and offer rewards and recognition to their employees.
Additionally, employers should focus on creating a culture of trust and respect, providing employees with feedback and recognition, and offering flexible work schedules. By taking these steps, employers can ensure that their employees are engaged and motivated to do their best work.
- Nguwi is an occupational psychologist, data scientist, speaker and managing consultant at Industrial Psychology Consultants (Pvt) Ltd, a management and HR consulting firm. https://www.linkedin.com/in/memorynguwi/ Phone +263 24 248 1 946-48/ 2290 0276, cell number +263 772 356 361 or e-mail: mnguwi@ipcconsultants.com or visit ipcconsultants.com.