What You’re Doing To Hurt Employee Engagement
There are a lot of potential stimuli that impact how people are engaged, along with the level of their engagement. However, often the leadership executing engagement surveys don’t truly understand why their people aren’t engaged. As a result, the efforts they take to improve engagement can actually do the opposite: hurt employee engagement.
And it’s not their fault.
Typical engagement surveys don’t dig deep enough to get to a level at which a manager can make effective change. In order to truly drive engagement, a thorough understanding of how each individual feels about his or her work and work environment is critical. This granularity of information is difficult to gather and report on with any amount of scale using traditional assessment tools.
Information, therefore, isn’t calibrated as a consequence of only gathering surface-level information about engagement levels.
Why Employee Engagement Isn’t Improving
The following is an excerpt from a whitepaper, titled Why Employee Engagement Isn’t Getting Better.
Reason 1: Lack Of Alignment
An organization’s top performers are the ones making the greatest impact and driving quantifiable results, such as sales numbers. However, top performers who are in the wrong job role or work environment can easily become average performers or even underachievers.
By understanding individuals’ natural motivators, organizations are able to enhance employee engagement and performance. When equipped with proper information, managers can select employees for jobs and team roles based on how their natural motivators align with the target role.
Additionally, rather than dismissing demotivated employees, informed managers and human resource professionals are able to design work contexts that fit with their natural motivations better. When employers are able to achieve this alignment, the entire organization benefits from a positive shift in productivity and engagement.
Reason 2: One Size Doesn’t Fit All
The common approaches to improving engagement thus far, have been anything but specific to each unique individual affected.
Engagement improvement initiatives are often designed as blanket, one-size-fits-all remedies that aim to drive engagement for a large group of people at one time.
Standard incentives, enhancements to benefits, total rewards programs, communications sent to everybody in one mass message, and routine training programs are large-scale modalities that don’t necessarily cause any of the employees impacted by them to be more excited about their roles and their work.
This suggests that, despite hard work on new initiatives and incurring additional expense, these approaches simply haven’t been thoughtful enough to truly make a difference. In some cases, they may even hurt employee engagement numbers.
Download The Full Whitepaper
Download the whitepaper, Why Employee Engagement Isn’t Getting Better, for all five reasons why employee engagement isn’t improving inside organizations.