Identifying The Level Of Engagement In Your Firm 

Globally, just 13% of employees are engaged at work.

A Gallup poll; found that 41% of UK employees say they don’t feel they are in sync with their organisation’s goals.

Engaged workers are an asset to your business. They work harder, have a greater sense of loyalty, are more willing to be team players and help keep morale high. A company cannot succeed without engaged employees.

Let’s take a look at the three different types of employees and how you can increase employee engagement; in your company.

The Three Types of Employees

There are three main types of employees within most companies:

  1. The Engaged Employee
    This is the kind of employee every employer wants. They are motivated, eager to support the company and share ideas, and have a strong work ethic that helps move the company forward toward its goals.
  2. The Non-Engaged Employee
    This employee shows up faithfully and carries out their responsibilities, but they do so numbly, with no drive or passion. They feel disconnected from the company and are just showing up for the paycheck.
  3. The Actively Disengaged Employee
    This employee is toxic. They are unhappy and determined to let everyone know it. They bring morale down and undermine their coworker’s efforts to help the company succeed.

Increasing Engagement

Employee engagement is crucial, but how do you improve it? Here are five quick tips to help:

  • Ask for the right info. Employee surveys are invaluable but only if they allow you to collect the right info. Make sure the questions you ask will generate concrete, relevant and actionable data.
  • Focus on engagement from the ground up. Employees, not management, are the ones that truly have their fingers on the pulse of the workplace. Therefore, engagement efforts should start with them rather than simply being handed down to them. Management should work together with employees to identify the causes of non-engagement, and on how to remove those obstacles.
  •  Hire good managers. Good managers mean happier employees because they tend to feel more respected, listened to and involved in the process.
  • Make engagement goals realistic. Goals should have real-world rewards and make use of the employees’ actual day to day experiences.
  •  Stay active. Once you’ve started improving engagement, stick with it to keep their minds fresh and alert. Hold regular meetings, and make sure engagement activities and goals are made a part of the daily workflow so that they become a regular part of company life.

Employee engagement is crucial for success, and with a little effort and time, you can increase yours and make your employees happier and more productive.

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