Since 2012, the percentage of workers who feel engaged in their work has only increased by 2%, according to Inc. Employee disengagement leads to increased turnover, lost productivity, more errors and lower morale.
Inc. offers the following three common mistakes companies make and effective steps to increase engagement.
- Not engaging employees directly. You should be sure you listen to your employees’ needs and encourage meaningful feedback. For example, you could conduct monthly employee surveys or hold feedback meetings where company leaders encourage employees to ask questions and offer opinions.
- Overlooking opportunities to demonstrate care. Sometimes employers genuinely care about their employees’ well-being but are not sure how to show it. It is key you find ways to meet your employees’ needs; for example, your company could offer free legal help or offer a two-week rather than a four-week pay period. Following through on employee feedback also is important so you adequately can address employee concerns.
- Focusing solely on extrinsic motivation. Doing something for a reward is extrinsic motivation, and doing something for inherent satisfaction is intrinsic motivation. The most effective engagement initiatives strive for intrinsic motivation, which could include nurturing your employees’ sense of autonomy by being transparent and offering choices; giving them a sense of purpose at work through efforts that are cause-based or support those in need; and providing employees with what they need to excel in their roles, such as management training, opportunities to pursue their passions and a chance to diversify their skill sets.
