engaged, 15% are actively disengaged and only 25% are actively engaged at work.
The etymology of the word “engaged” comes from the French, gage – to pledge one’s self or enter a contract.
Because of this, engagement is created through an intangible psychological contract- between the employee
and their leader (Organization).
Employee engagement requires that leaders clearly communicate expectations from each personnel, then
establish trust by leading thru example and then allowing those personnel to take ownership of their tasks along with being responsible for their performance.
There are many reasons an employee can feel dis-engaged. Some of them are:
- They don’t understand how their work fits in the big picture.
- They are fearful of organizational changes and how it could impact them.
- Unfair, unreliable or temperamental boss.
- Being over-worked.
- Not being recognized for their work.
Disengaged and not engaged employees lead to loss of productivity and add to operational costs. They also
affect team morale and performance.
There are many way to increase employee engagement and commitment. Some of them are:
- Provide clear guidance on what is expected from employees and how it fits into the bigger team or organizational vision.
- Clearly communicate (as much as possible) on any upcoming Organizational changes and what is being done to mitigate personal and business impact.
- Select right managers that are able to actively engage their team. If needed, provide them coaching and guidance on how to enhance team morale.
- Develop realistic Employee Engagement metrics.
- Coach and mentor managers (if needed) and hold them accountable for their employees' engagement.
Engaged and committed employees will increase the true value of your Human Capital investment and reduce
employee turnover costs. It will also increase employee satisfaction and morale, which will reflect in increased
work quality & performance efficiency.