Many entrepreneurs face a very daunting challenge: the employee's lack of engagement with work.
So that everyone is on the same page, let's start by defining what engagement is in a company. According to the Ivey Business Journal, “Employee engagement is a property of an organization's relationship with its employees. An 'engaged employee' is one who is fully absorbed and enthusiastic about his or her job and performs positive actions for the reputation and interests of the organization. An organization with high employee engagement must outperform those with low employee involvement 'provided everything else is the same. ”
Is your business affected by the disease of lack of engagement?
If you think your business does not have this problem, think again. According to a Gallup survey, 70% of employees in the United States feel “completely disengaged” at their workplace. In addition to these 7 out of 10 employees who report complete disengagement, several others report that they are "slightly or slightly disengaged." The same thing happens all over the world. According to another poll conducted in 142 countries, only 13% of employees are "involved in their work".
The Real Costs of Employee Removal
As noted above, organizations with high employee engagement are ready to outperform companies with low engagement. Clearly, the result of employee layoffs is reduced productivity and decreased efficiency, which leads to a drop in profits and, perhaps even worse, a lack of creativity and innovation to continue the company's growth in the future.
How much does it cost your company?
According to an ADP study, the amount reaches $ 2,246.00 per employee per year. Here we leave a short break for you to get your calculator…
When 70% of employees are disengaged, multiplied by the total annual cost per employee away, your business has a serious problem. To help put this concept in a numerical perspective, let's say your company has 200 employees. According to Gallup results, for a company with 200 employees, 140 of those are disengaged, resulting in a total cost of $ 314,440 - per year! For a company with 300 employees, the cost rises to nearly half a million dollars in lost revenue. It is a huge volume of money in the end. So what can you do about it?
What are the main reasons for employee disinterest?
According to Gallup, we can look at two categories of lack of engagement: “non-engaged” and “actively disengaged.” The first category describes employees who are not in love with their jobs, while the second category is employees. who are “seeking to act” and purposely “harming” the company because of their dissatisfaction.
6 reasons for employee dismissal:
• Employees declare that their work is not personally significant or important.
• Employees do not have a sense of self-determination and / or autonomy to do the work.
• Employees do not believe that rules at work are applied fairly and fairly.
• Employees do not receive feedback, which they find useful and constructive.
• Team members do not have favorable relationships with superiors and coworkers.
• Individuals do not feel that they are growing as people.
Is your business guilty of this disinterest?
Gallup polls say "yes"! They also suggest that better collaboration and internal communication can help increase engagement. For example:
1. Lack of training and opportunity development - Employees need to grow, or boredom will set in.
2. Internal communication - When your employees know your expectations and you know theirs, there is more confidence, freedom and less time wasted.
3. Friction between employees and superiors - Supervisors need to know how to communicate with employees in a way that increases morale, not limits it.
4. Collaboration - An easy trick to boost morale and engagement is to look for new forms of collaboration between your employees and colleagues that you have never worked with before.
A very effective way to do this is by making a analysis of organizational networks. Disengaging employees at your company can be a bigger problem than you might think. Using the steps outlined above, you can help create a culture that builds a sense of ownership, improves morale, and increases productivity. It all starts with a willingness to communicate in a way that makes employees feel that they make a difference.
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