Although “employee engagement” is on just about every organization’s to-do list, when you think about it, employees don’t really care much about “employee engagement.” However, they do want to be engaged.
“Employee engagement” – the noun – is a management term. It’s sometimes seen as a “check mark” on an otherwise extensive list of all the things management must do to get the job done and make the company more profitable. However, without a real commitment to connecting to team members as individuals, a lot of these efforts go for naught.
When managers treat employee engagement as just another “flavor of the week,” they’re setting their employees up for failure. Disengaged employees are fairly easy to spot – they won’t put in the extra effort, don’t like going to work, and can’t seem to get along with their coworkers.
The concept works when you treat the word engage as a verb. Engaging is the act of creating employees who are emotionally connected to the organization. They feel like they are seen as individuals and are treated as members of a valued team. When you share with your employees the reasons WHY it’s important to THEM to adopt your company’s vision, values, and purpose, they become passionate about contributing, innovative in their problem solving, and more collaborative with their colleagues.
Signs of disengagement may or may not be easy to spot. Absenteeism, apathy, and poor attitude are the ones most associated with disengagement. Other signs may not be as apparent. Here are a few to keep an eye out for:
Lack of Initiative: If your employees are not showing initiative to go the extra mile, they may not be engaged. Look for ways to challenge them to do their best.
Unhealthy habits: Employees who are taking smoke breaks, eating lots of junk food, or guzzling down their coffee, may be looking to fill a void in their personal or professional lives.
Silence: When people stop making small talk, exchanging pleasantries, or celebrating company wins, there may be an engagement issue.
Lack of learning: When employees stop wanting to learn and grow in their role, their lack of interest may be a sign of disengagement.
If you want to engage your employees, it has to come from the top. Your leaders must take interest in their employees – as people first, employees second – and make a point to find out what they need and how management can help support them.
If an organization truly wants everyone to win and achieve the larger purpose, creating a positive workplace and employee experience has to be at the top of their priority list.
What can managers do to connect with their employees?
Ask questions. What motivates each employee? What do they want from their job? What are their dreams and goals in their personal life? Make a point to find out.
Ask for ideas. Employees want to feel that they are being taken seriously. They want to be heard and their suggestions acted upon. When an employee’s idea is implemented, make sure to share the good news with the whole company – and give credit where it’s due
Provide feedback. Feedback doesn’t have to always be good news. Employees want to know how they are doing – and be praised for good work. They also want to know how they can grow and get better – so give them the tools to do so.
With a disengagement epidemic in the American workplace, this is an issue that cannot be ignored. Assess where your engagement level is right now and start to take the necessary steps to really improve it.
