5 Simple Strategies That Stop Employee Disengagement

A strengthening economy is good for business, but it does give rise to certain challenges. As the job market improves and competition for strong candidates increases, companies are more likely to struggle with employee retention. To offset this risk, managers and executives should give careful consideration to cultivating employee engagement. Today’s blogpost will give a few strategic suggestions on ways of preventing disengagement.

 

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Of course, while enhancing engagement prevents turnover it also has countless other benefits. Research shows that engaged employees are happier, healthier and more productive, all of which is good news for your business.

 

An Unclear Approach To Performance Management And Development

Performance management is vital for the growth of any business AND importantly employees expect it. From a clear induction plan through to a logical development approach and career path. Vagueness around any of this areas starts uncertainty that is soon followed by lack of engagement.

 

Pay attention to the little things

Changing the dynamic in your office doesn’t necessarily require a major overhaul. Sometimes simple steps can improve the environment and make employees feel valued. Are your staff drinking cheap instant coffee out of chipped cups? Consider investing in a top-of-the-range coffee machine. If a member of your team has been complaining about back pain, investigate whether better office chairs could make them more comfortable. Small, considerate actions like these, tailored to the needs of your staff, can make all the difference to employee engagement.

 

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Listen and learn

We’ve all heard that the customer is always right, but don’t forget that the employee is often right too. Your staff are a valuable source of information regarding the wellbeing of your business. For example, an executive might not realise that the lights on the manufacturing floor are too bright or the music too loud, but the assistants who spend all day there will.

Alternatively, an aggressive manager might treat his superiors very differently to his subordinates. If employees are disengaged that suggests something is going wrong within your system. Don’t assume that they’re needlessly grousing, listen respectfully to concerns and investigate the problems raised.

 

Recognise difference

It goes without saying that the top tier of many companies is occupied by baby boomers while the junior roles are almost entirely filled by millennials. This can cause a cultural disconnect within teams as each side fails to recognise the expectations and experiences of the other. The key is not to assume that different always translates into worse. You may find it strange how much younger employees talk to one another during work hours, but research indicates that, when evaluating their work satisfaction, the newest generation of professionals prioritises collaboration and fun. There’s every chance that by bouncing ideas (and maybe even sharing internet memes) they’re actually becoming more productive and engaged.

 

Offer recognition

A core reason for employee disengagement is lack of recognition of work well done. If an employee puts all her energy into a project and gets no recognition, human nature suggests that she will be unlikely to put in the same amount of effort into her next project.

 

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Rewards don’t have to be elaborate, simply singling out particularly good work by an individual or team is often enough to maintain employees’ enthusiasm. We all want to be good at our jobs and it’s always nice to have that noticed.

These are simply a few ways that you can prevent disengagement and each organisation will have different needs in this regard. However, any company can improve its performance by proactively attempting to engage employees at every level.

 

Best regards

Spencer