To be successful in today’s business world requires you to have a high-performing team of employees who are engaged with their work and committed to your company.
Employee engagement is essential to the success of any workplace. When motivation is high among employees, productivity, retention and innovation are also up. On the flip side, when employee engagement is low, these areas suffer.
One study found that organizations with engaged employees saw a 41 percent reduction in absenteeism and a 17 percent rise in productivity. In addition, these companies had 24 percent less turnover.
However, statistics show that a fraction of employees in the U.S. are engaged. In fact, just 32 percent of workers are considered engaged in their place of employment. About half of those surveyed by Gallup were not engaged and over 17 percent were actively disengaged, which means they are causing negative disruptions in the workplace.
The authors of the report noted that 50 percent of employees “show up and kill time, doing the minimum required with little extra effort to go out of their way for customers.”
Unfortunately, these numbers have changed little over time.
Re-engaging a disengaged employee
There are some useful ways that you can improve the engagement rate of your employees. These include:
Connection. Make an effort to connect your team to customers so they can see the positive impact their work has on others.
Share. During team meetings, share insightful information with your employees that demonstrate how they have made a difference for your company.
Feedback. Positive feedback and constructive criticism are important to communicate with your individual employees. Let your workers know that what they do for your company matters.
Listen. Leadership should make a point of listening to what employees are saying. If the company makes changes based on employee input, that is an even more powerful engagement tool.
Empathy. Being mindful of what employees are going through or what they may be feeling is a key ingredient to an engaged workforce.
Mindful. Some studies have found that employee stress can lead to disengagement. Therefore, be mindful of the wellness and health of your workers. You can offer support through workshops, healthy snack options or workplace physical activity initiatives.
Goals. For those employees who have disengaged, reviewing or re-setting mutual goals can help bring their focus back.
Culture. Mix up the daily routine at your workplace to prevent employees from getting bored at their jobs. This can help prevent disengagement by those who feel stuck.
Mentorship. Workplace mentoring programs are a positive way to engage new employees and reengage those employees who have become disinterested in their work. Mentoring software can make this process easier. Features like matching, scheduling, reporting and reviewing have been built-in to the Together software.
Expectations. Employees who are not clear what is expected of them can easily become unfocused and disengaged. Be sure to communicate regularly the expectations of individual employees throughout your workplace.
Skill development. Leadership should always be watching for hidden talents in staff. Help employees develop these talents or other skills that they are interested in cultivating.
Re-engaging teams after layoffs
Following layoffs, the remaining employees are expected to feel lucky, but that is often not the case according to researchers. In fact, a study by RiseSmart found that 43 percent of companies were unprepared for the inevitable drop in productivity.
RiseSmart president, Dan Davenport told Fast Company that anxiety among remaining staff was common.
“Employees wonder what’s going to happen next,” he was quoted as saying. “They’re also worried about their former coworkers who are leaving the organization, wondering if they’ll land on their feet. This can lead to a loss of productivity.”
Here are some tips to reengage employees following layoffs:
Define a communication strategy. Leadership should have a plan to communicate with remaining employees both about the layoffs and the future. If possible, this should be in place prior to any layoff announcements. Let employees know the truth about who has been let go and what the company expects during the transition period. The most important element of this period is to create confidence in those employees who are still with the company.
Cultivate camaraderie. Remaining employees should be encouraged to connect and talk with one another about what has happened. Plan some staff activities to help them reengage with each other and your organization.
Reward star players. Acknowledging the talent that you still have in your workplace can become even more important following layoffs. Let your staff know that they are appreciated and reward those who continue to perform well for your organization.
Maintain focus. Keep employees focused on their purpose: the customer. Remind them that the customer is still central to your company. This can help recreate a team feeling among employees and help keep productivity high.
Continue connecting. Organizations that continue to invest in their employees are ones that rebound from layoffs better. Investing in skill developing, workplace mentoring programs and other employee-centered activities can help reengage remaining staff members.
Encourage innovation. Layoffs usually mean there are fewer people to do the same amount of work, which can be stressful for those remaining employees. Be proactive and encourage creative and innovative ways to handle the workload. Ask staff for their input and ideas on getting things done.
Developing a high-performing team of employees who are engaged are key to success in every industry. However, statistics show that there are a high number of staff members that are disengaged.
Additionally, layoffs can also hinder employee engagement.
However, through encouragement, communication and workplace programs like mentorships, employees can become re-engaged with their organizations. In fact, mentoring programs can help engage and reengage employees at different points in their careers.
If you are in need of reengagement with your employees, consider the benefits of a workplace mentoring program. Mentoring software such as Together can help organizations develop and manage mentorships at every stage. Click below for a free demo of our mentoring software.