Call Recording Featured Article

While discussions of employee engagement proliferate in the business press, urgency about the problem – about 70 percent of workers report not being engaged with their jobs – is hard to find. While many companies have made half-hearted attempts to fix the problem, it hasn’t worked much, and most companies don’t seem terribly concerned. They may believe that it’s immaterial to them whether employees like their jobs or not, as long as they show up and do them.

But there is evidence that disengaged employees – even if they show up every day and perform the tasks expected of them – cost companies a great deal of money and opportunity, according to a recent blog post by Janine MacDonald, an instructor with Brandman University’s School of Extended Education.

“Because we know that productivity and profitability are directly related to employee engagement, this statistic represents a significant problem for the economy and the individual performance of American companies going forward,” she wrote.

Companies are leaving sales on the table and missing opportunities to broaden their customer bases, innovate, and improve efficiency because employees simply aren’t invested in helping the company to succeed. While the cure for employee disengagement is complex and multiphase (not to mention, an ongoing process that never ends), there are certain things companies can do today to get the process moving.

Ask. The most basic way to bring about employee engagement is to ask employees what would make them more enthusiastic about their jobs. Chances are good you will find a long list of excellent suggestions. By having managers poll all employees, companies can quickly find recurring themes which will help them understand where to focus their resources.

Communicate. An employee who feels like a cog in a great machine without ever understanding what the machine does will never be engaged. Talk to employees openly, communicate goals and outline how employees can help achieve them. Make sure, however, that employees understand that success means there will be something in it for them, however. There are very few humans who expend maximum effort on a project that will personally bring them nothing.

Customize. Not all employees will be motivated by the same thing, which means that employee engagement is a one-on-one process. There is no “one size fits all” program for engagement, and the sooner companies realize this and begin tailoring employee engagement programs for different types of employees, the sooner they will cease wasting money and effort.

Reward. Ensure that each employee understands his path toward success, both personal and for the company. Keep track of employees’ progress in reviews and virtually (such as with an interactive, gamified desktop applications) and offer rewards to those who hit their goals.

“Help employees learn how to take their own best abilities and blend them with the company’s mission,” wrote MacDonald. “Then let them engage in what ways work best for them. Create a culture they want to be a part of. Finally, make sure you stay engaged. If your early engagement tactics aren’t working for you or your employees, don’t give up. Keep trying. You and your company will hit the right stride in time and you’ll be on your way to a competitive workplace of highly engaged employees before you know it.”