HR Nugget – Enhance Employee Engagement in 4 Easy Steps – August 2014
Every month we will send you a useful nugget of information that takes only two – three minutes to read. At the bottom of this page, you can share this nugget with others. We hope you enjoy our HR Nuggets and find them useful.
According to Gallup, 70% of US employees are disengaged. This statistic would be in line with stats in Ireland. Low engagement means decreased productivity, low morale, and high turnover. The worst part is that Gallup estimates 18% of all US employees are actively disengaged. These actively disengaged employees work against your company’s interests, negatively influence co-workers, have high absenteeism, and fail to meet customer needs. If your business cannot afford to support disengaged employees and potentially squander thousands of euros annually per employee, keep reading.
What if you could measure your staff engagement and set course to get your teams back on track (for less than you are losing through inaction), would you? According to a 2014 report “engaged employees are 57% more effective and 87% less likely to leave your company.” One of the primary drivers of employee disengagement is not feeling valued in the workplace. When employees don’t feel valued and included on the job, they stop caring about their work.
- Does your staff feel valued?
- When was the last time you asked all of them how engaged they feel?
- Have you checked morale?
- Have you ever considered running an employee engagement survey?
Don’t wait until the exit interview to find out how employees feel and what could make the workplace more engaging. You run the risk of losing even your most engaged employees if you don’t check in regularly.
Start asking questions. Get a baseline read on where your employees stand. This can be a formal or an informal survey, focus groups, or lunches with leaders depending on what level of specificity and statistical validity you want. Right Hand HR offers personalized surveys that you can compare and quantify year over year. You don’t need experts and analysts to ask questions for you unless trust has been eroded within the organization, or unless you really want an objective outside view.
On occasion, a third party assessment is a good idea:
- Clearly define the type of organizational culture you want — and support it from the top. Have a meaningful vision that people understand.
- Hold people accountable. This is key. Your plan is useless if there is no follow through.
- Create rewards for compliance and excellent performance, and consequences for inaction or defiance. Accountability builds trust. If people feel safe and understand what is expected, they are more likely to perform their best.
- Measure your progress over time and reassess at regular intervals. Become a learning organization and prioritize improvement. Don’t be afraid of failure. Learn from mistakes by failing forward.
Right Hand HR can help you address employee issues and get your teams working in high gear. Call us today and let us show you how we can solve your most persistent organizational challenges.