We all know someone who is currently feeling unhappy, unfulfilled and disengaged with their job. According to a study by Gallup, only 15% of employees feel engaged at work, so it’s no surprise that a lot of the conversations we have when catching up with friends and family are focused around work and its shortcomings.
Every human in the world is unique and it’s so important not to forget this when it comes to your employee engagement programme - it's not a “one size fits all”. At Neon, we believe the key to engaging your employees is by getting to the core of what each individual at your company is feeling, what makes them tick and what makes them feel appreciated - this is relevant to every role in the hierarchy of the business.
We must listen to our employees to know where improvements can be made and how their engagement can be boosted. This in turn will cultivate productivity and motivation, ensure happier and more positive staff and eventually, will boost your organisation's profit margin. The best way to do this is to talk to them - whether that be face to face or through a recognition programme. We must learn from real life stories and feedback and implement changes to combat anything preventing your employees to reach their fully engaged potential.
Rebecca had first-hand experience of feeling disengaged and underappreciated at her old job and this is what happened...
After 6 months of being on furlough, Rebecca was ecstatic to have bagged herself a new job. She was promised more responsibility, fast progression and better pay however, after a few weeks at the job she realised she had not been trained, she was feeling micromanaged, underappreciated and not communicated with - all of which was causing her bouts of stress and anxiety. After trying to combat these issues she decided to leave. She was not feeling engaged, appreciated or listened to, her stress levels were through the roof and the lack of communication between herself and her employer meant she saw no hope for her future at the business.
Rebecca's ex-employer will now have to go through the tiresome and expensive process of recruiting her replacement. This emphasises the importance of nurturing and protecting the employees you already have.
The more engaged and happy your employees are, the less likely they are to leave. The cost of investing in an employee engagement platform is money well spent in comparison to the painful costs and time involved in recruitment.
Money is not the only downside to a high rate of employee turnover. New staff will need to be trained and their loyalty to your business will need to be earned. If you keep your current employees engaged and recognised you’ll gain committed and hardworking employees who want the best for your business as much as you do.
Rebecca's lack of satisfaction in the job and her feelings of being under appreciated will have affected her productivity in the workplace. An unsatisfied employee can be detrimental to the reputation of your business, so it’s important to ensure they’re feeling looked after.
Satisfaction and productivity go hand in hand. If an employee is feeling satisfied within their job, they will be more productive, work with passion and drive your business and its goals forward. Job satisfaction gives employees the motivation and energy to perform well at their job. When they feel valued and looked after they’ll want to put their all into their work, when they don’t they will become disengaged and slack.
Employees should be enthusiastic about their work, motivated to offer ideas and always strive to do more. With high engagement levels, your workforce can benefit hugely.
Rebecca's feelings of being micromanaged and not listened to made her feel like an outsider rather than being a part of the business' community and culture.
An employee recognition programme can help foster your businesses’ culture and community. When employees feel valued, appreciated and communicated with, it contributes to a positive company culture.
Most organisations have predefined values, which play an important part in defining the culture, and therefore the behaviour of individuals. Through recognition, your team is more likely to be engaged, loyal and live and breathe your businesses’ values.
It’s important that your team feel as if they are being listened to, that their views count, (even if it is different to what others are saying) and that their role is just as important as anyone else’s. They will then feel valued, part of the culture of the business and as a result, work harder and more efficiently.
We want to stop employees like Rebecca feeling lost, unengaged and unrecognised. At Neon we offer ways of creating an employee engagement and recognition culture within organisations. We help businesses reduce churn and create an environment where employees want to work for them. We provide tools to aid and spur change as necessitated including knowledge share and reinforcement, recognition and peer group acclaim, best practice compliance and behaviours.
Interested? Get in touch to find out more about how we can help you ensure your employees are engaged and performing to their full potential.