29 Nov Reversing Employee Disengagement
Research has shown for years that only about a third of employees are fully engaged at work. Many companies are shocked to find that it’s true in their own organizations, and that they indeed have employees who feel completely disengaged. Worse, some companies do run employee engagement surveys, but then ignore the data they collected the year before, only to find the next year’s scores have taken a nosedive.
The impact of a disengaged workforce on the overall well-being of the organization is disastrous. But there are steps leadership teams can take to turn the tide and rebuild a more engaged and motivated workforce.
Start by analyzing the employee engagement scores, breaking them down to look at engagement related to jobs, teams, direct managers, and the overall organization to get a more detailed understanding of the issues. This helps identify areas that require immediate attention, ensuring a more focused approach to problem-solving.
When reviewing the results, share them openly with colleagues and direct reports. Instead of being defensive, encourage a collaborative atmosphere by asking questions and identifying patterns. Don’t hide from the data. Require managers to discuss the findings with their teams and gather feedback, fostering a sense of inclusivity and shared responsibility.
Once you’ve addressed the issues, it’s time to create a plan. Categorize findings, prioritize the top three actions that will have the most significant impact, and communicate this plan transparently with your team. Emphasize areas for improvement, showcase strengths, and share a rationale for your choices. Organize brainstorming sessions to encourage innovative solutions and strengthen the sense of unity within the team. You want to include and involve people throughout the organization with representation from all levels of the org.
When you finalize your action plan, make certain you’ve considered budgets, available resources, key people who’ll help champion your “reengagement initiative,” and implementation time frames. Be ready to clearly and frequently communicate actions and decisions, explaining each choice to foster understanding and alignment.
Execution is key. Implement your plan including updates for everyone involved and hold stakeholders accountable for their responsibilities. After six months, reassess employee engagement, measure progress against milestones, and address any new issues that may arise. Ongoing communication is crucial to keeping everyone informed and involved in the process.
By following these steps, you’ll create an environment where team members feel valued and heard, ultimately boosting their engagement levels. Need help? Business Results helps you create a more engaged workplace, from hire to retire.