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Companies these days are designed in a way that all different departments are interconnected and contribute to accomplishing company goals and help increase organisational productivity.
Continue reading “How To Effectively Give Feedback To Co-Workers”
Have you ever wondered what is the impact of poor employee engagement? After all, it is not the sole reason for why organisations continue to keep running. Because employees are one of the greatest assets of a company and employee engagement does play a big role in keeping organisations running smoothly.
In order to better understand employee engagement, one must first understand what it is to be engaged.
An engaged employee is someone who is active within the organisation, not just in terms of showing up every day, but being visibly seen and recognised for the work and effort they put in. On the other hand, disengaged employees are employees who may be present physically, but mentally, they are not focused on the work.
The number of engaged employees within an organisation can determine how vibrant and successful it is. The number of disengaged employees can highlight serious workplace dysfunction, poor work culture or possibly even a lack of clarity when it comes to roles and skills.
But before we get into fixing poor employee engagement, let us take a look at what employee disengagement does to other employees. The emotions and actions of one can and do have an impact on other employees. The seriousness of it might differ from person to person, but it is worth keeping this proverb in mind, one rotten apple can quickly spoil the bunch.
Nobody is immune to bad vibes or workplace dysfunction. It’s not always possible to drown out employees who might drop by to chat and instead end up launching into a litany of complaints. Nor is it possible to stop engaging with people simply cause they are disengaged. What can one do if the person who is disengaged happens to be their team-mate or manager? The advice to avoid interacting with them is simply not feasible.
Engaged employees can make an organisation hum. Disengaged employees can throw a spanner in the works. When the harmony in a workplace is disrupted, an employee’s output and productivity can drastically decrease. Employees cannot focus on the work at hand and that in turn has an effect on an organisation’s overall productivity.
When employee engagement gets ignored, employees who are adjacently affected will continue to work until they can no longer manage, and then they will move on. It’s wrong to expect employees to keep adjusting to the quirks of others when no attempt is being made to fix it.
Engaged employees are constantly innovating and coming up with new ways for the company to move ahead. Disengaged employees do the exact opposite. They are completely cut off from their’s organisation’s values and objectives and have nothing of value to offer. When there are no new ideas or innovations on the horizon, an organisation stagnates and falls behind. It might be worth noting that not all employees start off as disengaged. In fact, some of them might have even been rockstar employees before. However, along the way, something changed. Perhaps they are unhappy with the way the organisation is developing. Or maybe they feel like they are not valued like they were before. It is important to discern the reasons for poor employee engagement before taking precautionary wide-sweeping measures.
This is a side-effect of organisation stagnation and disrupted workplaces. Disengaged employees are costly. Not only do they tend to be a drain on a company’s time and resources, but they might also be responsible for driving away other engaged employees. Attrition does cost organisations money. Because significant costs are incurred every time you hire an employee, train them and get them on board, only for them to leave because the organisation culture wasn’t palatable to them. Or because they found it difficult to work with employees who are obstructive or unenthusiastic. Unlike engaged employees who are invested in not only their careers but even the well-being of the company, disengaged employees do not care. They have no interest in the company and they are content to put in the least possible effort, therefore seriously impacting an organisation’s performance.
Really good employee engagement software can take what is already there and enhance it further. It is important to note that employee engagement software is highly successful when a workplace has a culture that actively fosters employee participation, employee satisfaction, and employee engagement. It is not a cure-all for an organisation that is already suffering from poor levels of employee engagement. In fact, once an organisation overhauls its practices regarding engagement and motivation, employee engagement software can be tapped into to sustain the momentum.
In conclusion, employee engagement software can really help improve workplace climate, but only if the organisation in question has a culture of employee engagement or is working towards creating a culture of engagement and wants to improve it.
If you want to know how Engagedly can help in Employee Engagement, request for a live demo and talk to our experts!
“John, you did a great job with the presentation. Very precisely articulated and insightful”. Imagine getting a positive feedback like this, every time you put in hard work.
Continue reading “7 Staff Appreciation Ideas That Actually Work”
Employee engagement is one of the most important aspects of current HR. Though most managers understand the importance of keeping their employees engaged and satisfied with their work, sometimes they tend to unintentionally destroy employee engagement.
Do you want to re-evaluate your practices to check if you’re accidentally destroying employee engagement at your workplace? Here are a few signs to look out for:
Goals shouldn’t be very easy to attain because they won’t let the true potential show. But also remember not to make them so unrealistic that they intimidate your employees.
Before setting goals and deadlines, think how these goals affect your organisation and work culture. If not, these goals instead of motivating your employees and promoting employee engagement, kills employee morale.
Also read: Rethinking Employee Rewards and Recognition
One of the very common reasons for employee disengagement is that they aren’t satisfied with the amount of feedback they receive. As a manager, you should find a way to talk to your employees about their performance and give them enough feedback and time to improve.
Imagine that you were given a really challenging task and you took a lot of effort and risk to complete it on time. After you complete the work, your boss takes all the credit and doesn’t even bother to give you a little appreciation.
Would you give your maximum efforts again on any other task? Now you know how that feels, don’t you? Appreciate and recognise your employees when they meet your expectations. A simple act of appreciation goes a long way.
Also read: Tips For Inspiring Your Team And Driving Employee Engagement
Like mentioned above, employees make mistakes, but they also complete their given tasks. You can’t only focus on the mistakes they make and ignore their accomplishments. You don’t have to focus only on their mistakes and taunt them always.
All you can do as a manager is, to talk about the mistake and help them correct it if possible.
Promising something to your employees and not keeping those promises, makes you lose your personal credibility.
When you promise something to your employees they take it as a done deal. Be sure that you can keep a promise before making it. By saying this, we do not mean that you lie to your employees; it is just that, you should be sure of your ability to keep the promise you make. If you constantly fail to keep your promises, your staff may completely lose respect for you.
When you are a manager, you can’t just be an emotionless, command-giving robot in the office. Communicate with your employees and understand their problems. Talk to them about their work, your work, or anything.
When you don’t communicate your ideas with your employees, they can never reach your expectations. If you want to see your organisational goals met, then get started.
As a human, you might enjoy working with a few people and it is completely normal. But, when you are a manager, you’ve got different responsibilities and different people working as a team under you.
You can’t respond differently to different people for the same behaviour because of your personal preferences. If you do, it creates a really unfair workplace environment.
Do you want to know how Engagedly can help you with Employee Engagement and motivation? Schedule a live demo and talk with our experts!
Who doesn’t love a pat on their back from their manager? Recognition is one of the very basic things that every employee craves.
Continue reading “Rethinking Employee Rewards And Recognition”
Reading the right material, whether alone or as a team, has a way of motivating people into action, while also giving them new skills to practice.
Continue reading “Five Inspiring Books For All Managers And Employees”
Why is it so important to keep employees motivated at workplace? Employees spend about 70% of their day’s time at work and if their workplace isn’t able to inspire them enough, they cannot contribute to organizational success.
Continue reading “Tips For Inspiring Your Team And Driving Employee Engagement”
You recently got promoted as a manager, and you find out that one of your direct reports’ performance isn’t upto the mark. You talk to the HR about the process to convey the same to the direct report, the HR suggests you to document their performance and convey it to them through it.
Continue reading “Is Employee Feedback Really Just A Waste Of Time?”
Continue reading “Competencies For A 360 Degree Feedback Form”
Every organisation strives towards cultivating a high performing work culture. When employee retention is low and they leave after lodging multiple complaints, it’s a sign you need to look deeper into your company’s culture.
Continue reading “How to Build a High-Performing Organisational Culture”
Imagine you’re the HR manager of an organisation and have already had a stressful day at work. An employee, who has been trying to reach out to you since morning, finally walks up to you and reports of harassment from a colleague.
Continue reading “Understanding and Handling Employee Complaints”
Gone are the days when employee recognition was just something that certain workplaces would have in place. It’s now become a prerequisite in every organisation. And to be honest, high time it does!
Continue reading “7 Easy and Popular Employee Appreciation Ideas”
Why is everyone so obsessed with employee engagement these days? We even come across HR managers who change their job titles to represent something about employee experience and employee engagement.
Continue reading “Employee Engagement For Boosting Productivity”
Employee engagement is one of the very important aspects of an organization and plays a vital role in employee productivity and employee retention. Employee engagement surveys are the surveys that measure to what extent your employees are engaged and also helps you understand the direction of organizational growth.
Difference between a team and a group is that a group can be a bunch of individuals working in silos, while team is always a group of people who are inter-dependent on each other. Therefore, it’s important to understand the dynamics of building and maintaining a team.
Continue reading “5 Common Teamwork Challenges in Workplaces”
Building up a strong team that contributes to outstanding achievements is one of the greatest challenges any manager faces. If you are looking to nurture a team that excels, inculcate the 3-fold responsibility approach on every team member.
Continue reading “Important Tips to Tackle Teamwork Challenges”
Employee recognition is a method to highlight the efforts of your employees and motivate them to perform better.
Continue reading “5 Creative Employee Recognition Tips For 2024”
Don’t we all love a little pat on the back once in a while? Some employees crave it more than others do, but for the most part a little recognition goes a long way.
Continue reading “The Power Of Positive Employee Recognition”
In part 1 of this two-part series on High-Performance Teams, we discussed what qualities leaders need to look out for in high-performance teams and what did those qualities suggest and how they benefited a high-performance team.
Continue reading “Creating and Sustaining High Performance Teams”
Did you know that 89% of HR leaders believe that frequent feedback, employee recognition and check-ins lead to organizational success
Continue reading “Real-life Examples of Giving Effective Employee Feedback”
Everyone wants a high-performing team to be a part of their organization.
