Common Mistakes That Destroy Employee Engagement

by Kylee Stone Aug 5,2021
with Kylee Stone, CEO

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:

Your Employees Don’t Receive Enough Feedback

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.

Also Read: Tips For Conducting Effective One On Ones

Setting Unrealistic Goals And Deadlines

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.

Lack Of Appreciation For Good Work

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: 5 Key Focus Areas For CEOs:The Post Pandemic Shift

Highlighting Only The Faults

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.

You Don’t Keep Your Word

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.

Interaction Is Missing With The Team

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.

Also Read: Employee Recognition:The Virtual Edition

You Are Subconsciously Biased

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.

Want to know how Engagedly can help you improve employee engagement? Request for a live Demo!

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Kylee Stone

Kylee Stone supports the professional services team as a CX intern and psychology SME. She leverages her innate creativity with extensive background in psychology to support client experience and organizational functions. Kylee is completing her master’s degree in Industrial-Organizational psychology at the University of Missouri Science and Technology emphasizing in Applied workplace psychology and Statistical Methods.

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