Employee Engagement Keeps Falling
The topic for today is employee engagement keeps falling. This topic inspired by the article named “Why am I here? The real employee engagement question HR needs to be asking” written by Stacy Thomas.
The article discusses why employee disengagement is on the rise. The employee engagement is on decline after increasing before the pandemic Covid19 and this is the lowest number since 2013 especially for younger employees and women. The disengagement is likely from employees aged 35 and younger, most of them are women, those who said they felt unappreciated on the job, had fewer opportunities to discuss their success, and were less likely to work for an employer who supported their professional growth. The disengagement happened due to burnout and workplace happiness. Referring to recent studies conducted by the MIT Sloan School of Management, which found that employees' well-being and pleasure on the job have a significant role in important life decisions like staying or leaving a company. Employees tend to work harder and engage with the job given when they feel the happiness in the workplace and workload is not a good thing to make sure employee engagement works well.
The impact of this issue to employees is morale and well being decreased. A decline in engagement has the ability to lower morale, which in turn can affect the health and happiness of workers. Employees who are not invested in their work are more likely to suffer from mental health issues, burnout, and stress. Next, the impact on performance is productivity worsens. Productivity declines as employees are less invested in their work. Disengaged workers may be less productive and less inclined to go the extra mile for their employers, whereas engaged workers are more likely to be enthusiastic about their work, dedicated to their jobs, and goal-oriented. Next is the impact to organization which is to organizational culture. There is a strong correlation between the culture of an organization and employee engagement. When employee involvement decreases, it may be an indication that there are problems within the culture, which can have an impact on teamwork, communication, and the general climate in the workplace.
The solutions for this issue can be taken by recognition and appreciation. This can be made by implementing employee recognition programs which acknowledge and thank staff for their efforts and accomplishments, and be sure to provide them constructive criticism when they need it. As a result, businesses can hold team meetings or company-wide events to commemorate important milestones and accomplishments. Next, companies can provide professional development and training opportunities. Put money into programmes that teach staff new things so they can do their jobs better. In order to reignite passion and dedication among workers, promote an environment that values learning and development. With skills and knowledge, workers will give their best and be more engaging in their jobs. Next, foster a positive work environment. Organizations must encourage open communication and transparency to build trust within the organization. Establish a culture of gratitude by praising and acknowledging accomplishments. Organizations should foster a feeling of community by organizing team-building exercises and gatherings.
In conclusion, the consistent decrease in employee engagement is a complex problem with far-reaching consequences for businesses and their employees. The significance of creating a supportive workplace that encourages emotional and mental wellness is highlighted by the negative impacts on employee morale and health. As disengagement leads to less work getting done, companies need to focus on broad strategies like open communication, recognition programs, and professional development chances to get their employees excited and committed again. Additionally, a comprehensive strategy that prioritizes openness, trust, and a common goal is necessary because of the reciprocal nature of the relationship between employee engagement and overall company culture. Recognizing these difficulties is the first step in taking proactive measures to address them and create a workplace environment that supports employee growth, satisfaction, and overall organizational success.
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