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Disengaged Employees Quit Their Jobs
51% of workers are looking to leave their current jobs
Can you imagine that more than half the people at work don’t actually want to be there? That’s very scary, and it indicates that something is wrong with the system.
Not only is the cost of turnover extremely high (upwards of 20% of an employee’s salary), but having disengaged employees within the workplace is also quite costly, and not only on a financial level.
Yes, there is the cost of lost productivity and absenteeism, but think of the moral as well.
Disengaged employees lack enthusiasm, act as company detractors instead of ambassadors and can be a drain on other employee’s moods – a sort of domino effect of negativity.
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Employee Engagement Is A Global Issue
Only 13% of employees are engaged worldwide
This number is just too low, and a big part of the reason for it is that people are not always put first. There is a human element lacking in the workforce, this understanding that people are at the center. Employees are the pulse of every business and as a means in themselves, not as a means to an end.
The best way for companies to improve this is by creating a culture of recognition. This does not mean “good work” at an annual review, it means weaving the notion of appreciation into the tapestry of the culture.
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Employee Experience Dictates Customer Experience
Highly engaged businesses see a 10% increase in customer ratings
We don’t think enough about the connection between employees and customers, but the correlation between one’s happiness and the other’s is so high. You know that expression “made with love”.
It shows when jobs are done with passion, and it also shows when jobs are done with disdain.
When you have happy employees serving customers (whether or not they actually interact) customers statistically have a better experience. Companies need to know that investing in their employees is an investment in their customer loyalty as well.
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Empathy Is At The Core Of Employee Engagement
80% of employees would work more hours to work for a more empathetic employer
There are all sorts of intelligent leaders out there, but those with emotional intelligence take the cake. There are 12 elements of emotional intelligence that all leaders need to focus on, divided into four categories. Empathy falls under the category of social awareness.
This means having compassion for others and their stressors (in and out of work) and acting on it.
This will help managers build relationships founded on trust and respect, which will inspire employees to work hard, innovate and be committed to your company, because they feel seen, heard and appreciated.
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Engaged Employees Help Drive Sales
Highly engaged businesses see a 20% increase in sales
When employees are engaged, they have more pride in their work and therefore put in a more valiant effort. Of course, higher efforts result in a greater quality output. This helps increase sales. It’s common sense, but many companies still don’t see the correlation between happy employees and happy customers.
It’s a misconception that working more means working smarter. We think that working happy is the more important factor.
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There Is Not Enough Recognition
60% of workers would like work praised more frequently
Praise doesn’t need to be massive every time, it just needs to be frequent and genuine. A simple thank you can go a really long way when you take a minute out of your day to sincerely express gratitude.
And just as the form of praise doesn’t need to be huge, nor does the reason for giving it. If you want to motivate your employees, recognize their feats – big, and small.
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Growth and Continuous Learning Are Essential
59% of employees say they can “grow and develop” at their organization
When we surveyed our app users to find out what was the most important to them, we found that 41% of employees care most about having the opportunity to learn and grow within their organization.
Repeating the same task every day without the stimulation of new initiatives or the encouragement to be curious and take risks will serve to disengage your employees.
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Managers Must Remove Fear
42% of employees feel that their leadership does not contribute to a positive company culture
Having a positive company culture means one that is free from fear. However, managers are often the main contributors to this fear that exists within the organization.
Whether or not it is intended, more often than not it is due to a lack of communication. Constant communication is key to developing a workplace founded on psychological safety, which contributes to an overall positive company culture.
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Employees Want To Get To Know Their Manager
70% of employees would like to spend more time with their manager
There shouldn’t be such a divide between employees and managers, especially considering both are working towards the same ultimate goal. In the spirit of teamwork and friendship, managers and employees need to connect often and more importantly, on a human level, not only business.
Whether it be grabbing lunch as a team outside of the office or team building activities, employees want to spend time with their manager and get to know them as more than a “boss” but as a person. This helps remove fear, and also helps to cultivate a safe environment for employees to share ideas and feelings.
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Employees Need To Connect With Their Peers
60% of employees eat alone at their desk, working
This is a problem twofold. First, it means that your employees are overworked, and second, it means that your employees are not connecting.
34% of employees don’t think they have enough interaction with their colleagues, despite the fact that having a friend at work is one of the most important elements in keeping employees satisfied and engaged.
Managers should encourage employees to step away from their work and decompress. It’s entirely unproductive to overwork, and it will only make for unhappy, cranky team members
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