Employee engagement has dropped to a mere 31%, the lowest it has been in a decade, according to a recent Gallup report. High employee engagement is essential for retention and performance. Together, we will explore the causes of low employee engagement and how organizations can combat it, improving the organization as a whole.
What is Employee Engagement?
To improve employee engagement, it’s important to understand exactly what the term means. Employee engagement is the measurement of how committed and connected an employee is to an organization and its success. High employee engagement can promote retention, loyalty from customers, and can improve an organization’s overall performance.
An employee that is highly engaged is likely to be team-oriented, solution-focused, and has a desire to continue learning. A disengaged employee may appear more pessimistic and self-oriented. Factors that have likely led to the overall drop in employee engagement are changes in organizations, difficulties arising from remote work, and a lack of proper performance management.
Boosting Employee Engagement
As with many aspects of company culture, employee engagement starts with leadership. Business leaders must be committed to creating a positive work environment to enable engagement. Leaders that create trust by valuing and investing in their employees are more likely to see higher engagement. It is also crucial that leadership focuses on managers, as only 31% of managers report being engaged, according to Gallup. Providing necessary training, equipment, and giving managers authority where appropriate can all promote engagement.
Managers play a key role in employee engagement, as they work closely with their team members. One simple method of increasing employee engagement is to set clear expectations for employees, as less than half of employees feel that they are given clear expectations in the workplace. This can be established by having complete and accurate job descriptions and implementing periodic check-ins to ensure everyone is aligned. Additionally, giving employees freedom to make decisions, setting them up for success in their role, and encouraging their professional development can boost engagement.
Human Resources can greatly influence engagement in the workplace. To gauge employees’ level of engagement, employee satisfaction surveys may be utilized. Asking questions that relate to engagement, such as if employees feel their duties align with their role or if they have the right equipment to accomplish their tasks, can uncover the source of disengagement. Lever1’s HR team can help facilitate such surveys, along with other activities, including stay interviews. HR can also implement practices such as performance management, job enrichment, and training development, all of which helps clarify expectations and give employees growth opportunities.
Employee engagement refers to an employee’s commitment to ensuring the success of their organization. Employee engagement has been steadily dropping over the last few years, which can lead to high turnover and poor performance, negatively impacting the organization as a whole. According to Gallup, 42% of employee turnover is preventable, but is frequently ignored. By creating an optimistic work environment, investing in your employees, and creating a clear image of their role and duties in the organization, you can increase engagement at every level. Reach out to Lever1’s HR experts to learn more about how you can improve your team’s engagement through proactive strategies.
Jordan Hammack | Director of HR Services
Jordan provides multiple years of both management and HR experience. Throughout her time in these positions, she found her passion was providing support and resources to employees and management alike. At Lever1, Jordan leads new client implementation and assists new companies in establishing policies and procedures, a company handbook, job descriptions, training and development, and more.