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.
Impacts Morale & Disrupts Workplace Harmony
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.
The Organisation Stagnates
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.
Cost Increases While Return Decreases
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.
Employee Engagement Software Benefits
- With employee engagement software, in addition to employees participating in the day-to-day activities, peer recognition is also possible. Having a peer thank you for the information you provided, a creative solution, or handling a problem he or she was struggling with, is also a great way to build engagement and see the company as “ours” to improve rather than as a place to go to work
- Such software also makes it easier for managers to give and receive feedback and recognise employees publicly, is an act which is effective at bolstering employee engagement
- Employees can also log in to their own personal account to receive and provide feedback, recognition or even browse training programs to find the ones they want to take
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!
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