[aa_subtitle_display]Truly engaged employees are fast becoming a rare breed and this has started costing big losses to companies. Disengaged employees cause a loss of $450 – $550 billion annually to the U.S. economy.
If corrective steps are not taken at the earliest the losses may double and triple within no time. Good management and managers provide the crucial link between engagement, talent and business outcomes such as productivity and profitability.
Research has proven that managers account for up to a 70% variance in employee engagement levels. The state of employee engagement in the U.S. proves that managers are not creating an ideal workplace environment where the workforce feels motivated to do its very best.
A Gallup study of 7,272 adult employees at the workplace proved that one in two employees leave their jobs due to “bad managers and management”. There is a lot that management and managers can do to drastically improve employee engagement at the workplace.
Engaged employees are enthusiastic about their work and this creates a positive vibe at the workplace.
Good communication is the basis of any healthy relationship and it is no different at the workplace. Consistent communication from managers has been proven to improve employee engagement.
Managers who hold regular meetings with staff at the workplace are most likely to see a three percent rise in engagement compared to those who do not hold such meetings.
Engagement is highest among employees at the workplace who have some sort of daily communication (face-to-face, digital and phone) with their managers. Managers using a combination of communication are the most successful in employee engagement.
As per a report, engaged employees said that managers return their calls and messages within 24 hours. This explains why an engaged workplace is most likely to support its management and manager.
As employees know and understand the importance of the projects and tasks that are assigned to them, they take special interest in completing them to the best of their abilities.
Most employees tend to get frustrated at the workplace as they do not have clear and concise goals. They feel conflicted about their daily tasks and this can result in disconnection with the overall goals of the organization.
They do not understand how the daily tasks they do are helping in completing the big picture.
Clarity of expectations is important for performance. Managers can help improve employee engagement by setting work priorities and performance goals. When employees know what they need to accomplish they will be able to significantly improve their performance.
PEOs can help managers to place employees in jobs that allow them to use their natural skills and talent in the best way possible. It can also help the employees focus on their positive characteristics instead of their weaknesses.
Managers can also make use of PEO tools to assess the workforce. This can enable them to identify workplace needs. When the specific needs of each employee is identified, it can help managers come up with programs that can help improve employee engagement.