A long hard fought battle amongst employers is trying to find the sweet spot when it comes to employee engagement. There are the companies who over compensate by giving out free trips when someone sends an email then there are the ones who don’t blink twice at their employees’ achievements. The goal is to find a happy medium between the two.
A recent study by Leadership IQ has found that in 42% of companies top-performing employees are the least engaged. One might say, “They are getting their work done, so what is point of ‘employee engagement’?” Here are the two problems: First, the engaged employees are the ones who aren’t performing which are a dredge on the rest of the team. They are content in their ‘cushy’ job and have no plans of leaving the company.
Second, the unengaged employees, the top performers, are miserable and ready to jump ship when the next best opportunity arises.
Getting rid of the dredges while keeping the performers is what seems to be the challenge. The employees who are actually excelling in their positions are the ones you want to focus on.
- Get rid of the top down management style. Invoking leadership from everyone in the company will help encourage collaboration and engagement amongst employees who might not hold a management position.
- Let them know there is room for advancement. Employees are more willing to invest in the company when they know there is room for growth within the organization. Promotions are vital to keep top talent on board.
- Management needs to make an improvement in how they assign tasks. They need to become involved in the day-to-day lives of their employees rather than bark orders and expect immediate results.
- Start treating your employees like customers. You wouldn’t send insulting emails or make derogatory statements to your customers, so don’t do that to your employees. When you make your employees feel important, like you do your customers, they will return the favor by working harder and taking value in their work.
It’s simple. Get rid of the employees who aren’t performing (but are happy) then implement the practices mentioned above to keep your top employees engaged so they aren’t the ones walking out the door.
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