Employee engagement is the level of commitment and involvement an employee has towards its organization. An engaged employee is aware of business objectives, and works with colleagues to ensure the organization meets those objectives. Happy employees result in better customer satisfaction, high productivity and most importantly, positively impacts the organizations’ bottom line. Keeping employees engaged is not easy, far more difficult is to even know how engaged they are. Every organization today is struggling to manage and retain their best employees and the key to doing this is to understand why employees are disengaged and address them.
As per Gallup’s most recent global research, only 13% of employees worldwide are engaged. This is a very low percentage and there can be many reasons why employees feel disengaged at work. Some of these reasons are:
- Employees may find their work boring and stagnant
- Poor relationship between employees and their managers
- Employees don’t feel connected to the organizations goals and objectives
- Organizations lack effective engagement strategies
Low Workforce engagement levels are a serious concern for many organizations and lead to attrition, absenteeism and loss in productivity – all the factors that are expensive costs to the organization. It has been found that disengaged employees cost organizations $3400 a year for every $10000 in salary and, turnover costs are on an average between 48 to 61% of an employee’s salary.
Employee engagement is an important pillar for a business to succeed, but there still remains a challenge to drive engagement. Many organizations fail to understand the need of their workforce and devise strategies that don’t align with what the workforce needs.
The key is to first get visibility on the levels of disengagement and what is causing it. Workforce productivity tools like ProHance can help in this. Productivity tools help organizations understand levels of disengagement early on and empower management to take corrective action to ensure employees stay motivated and engaged. ProHance measures engagement levels by correlating employee contributions that are impacting (productive work) the business with time spent away on distractions (unplanned meetings, social media and internet portals, breaks and absenteeism). This gives managers an idea on individual productivity and efficiency that can be directly related to their engagement level for the organization. For instance, an employee that shows high time efficiency and utilization and high productivity will also be highly engaged.
After organizations get an understanding on how engaged/disengaged their employees are, they can devise ways to improve and maintain engagement levels. Some of the steps that organizations can take are:
- Promote empowerment of employees to help them grow and develop
- Promote and encourage team work and collaboration
- Provide support and recognition where appropriate and
- Encourage a feedback system for all employees alike to ensure employees are motivated and connected to their work.
Employee engagement is a very important foundation on which organizations stand today and it is important for employees to feel associated with the success of a business. But this is not something organizations can achieve in a fortnight. Employee engagement is a continuous process of learning, improvement and action and; implementing and sustaining a successful employee engagement strategy requires a perfect blend of time, effort and commitment from organizations.