Each year, companies are spending $3 Billion on employee engagement , which has been a strategic initiative of many organizations for quite some time. Given that companies with highly engaged workforces outperform their competitors by 147% in earnings per share, it is obvious that organizations would want to have high employee engagement .
Recently, the practice of having annual surveys has come under much scrutiny and with good reason. Research shows that employee disengagement is a function of an employee’s relationship with their direct supervisors and managers . Therefore, the two most important things managers can do are:
While creating a clear alignment of goals, communication and providing feedback is great, the actual execution method should vary based on whether you are dealing with an engaged or disengaged employee. There are a lot of definitions of employee engagement with the whole purpose of differentiating between the two types of employees. Here are some clear ways to spot an engaged versus a disengaged employee.
Companies have been viewing personal satisfaction as a proxy for engagement. There are clear signs that can help you spot an engaged employee and here is a checklist on what indicates someone is engaged at work :
And most importantly they take ownership in the business and do whatever needs to be done to handle problems, save money or make more for the business.
Contrary to popular belief, a disengaged employee is not the opposite of an engaged employee. To create employee engagement, it is equally important to understand the disengaged employee. Here are signs of a disengaged employee:
Disengaged employees cost billions of dollars every year and research done to understand them points to one main factor contributing to their disengagement – their supervisors. Some common complaints about their supervisors range from taking credit for their work, setting unrealistic expectations, little or no feedback and support, not asking for input, and lack of basic pleasantries like hello or thank you .
Putting Employee Engagement in Center:
The important part of any business is to first have a clear goal and identify what they have to tackle. If employee engagement is one of your organization’s goals, then accurately identifying whether you are dealing with engaged or disengaged employees on your team is the first step. The next is to make modifications to your processes and provide training or coaching your middle management on how to interact with their teams so you can reach your employee engagement goals.
About the Author:
Salma Sultana is the Marketing Manager at StarGarden Corporation. She has over six years experience working in various roles in Research, System Analysis and Project Management. She holds a MBA from Simon Fraser University, Vancouver.
Follow her on twitter: @salmasultana
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Marciano, P. L. (2010). Carrots and Sticks Don't Work: Build a Culture of Employee Engagement with the Principles of RESPECT (TM). New York: McGraw-Hill .
Image credit: http://www.everydayhealth.com/news/how-to-stay-awake-most-boring-meeting/