Two reasons why employee engagement isn't improving

Two Reasons Why Employee Engagement Isn’t Improving

One of the biggest obstacles facing organizations over the past decade is the dilemma of stagnant or declining employee engagement. With billions of dollars lost due to lack of engagement and productivity, companies are challenged to identify what needs to be done differently in order to create a true impact on the state of engagement in the workforce today. The biggest issue isn’t lack of effort to improve engagement. Rather, it’s that companies have yet to understand the reasons why employee engagement isn’t improving.

Why Employee Engagement Isn’t Improving

The following is an excerpt from a whitepaper, titled Why Employee Engagement Isn’t Getting Better.

1. Roles Are Different Now

In the past, fairly typical job roles and lack of diversity in corporate America created a conformity of engagement. Now, the great variety of cultures, jobs and work environments adds complexity to the puzzle of keeping every employee energized, motivated and productive.

Add on top of that the multitude of generations working today in addition to the challenge of managing remote workers – it’s no wonder keeping employees engaged is such a hot topic. Managers wanting to impact engagement numbers should consider that every aspect of the workforce today involves immense variety.

With this diversity comes a required tolerance and understanding for the varied ways in which people become highly energized and motivated to do their best work.

Awareness of employee engagement being a problem in the workforce occurred shortly after the time when the workforce in America changed.1 Technology companies replaced assembly lines, workforces went from male-dominated to diverse and gender-neutral, and people’s daily jobs gained great variety.

2. Action Is Too Slow

Engagement surveys simply measure a point in time. Yet, many occurrences and outside forces that change week-to-week may impact the engagement levels of employees. Even still, when engagement surveys are executed at organizations, often organizations are slow to respond – if at all.

Employees begin resenting such surveys if they don’t see an immediate call to action. And if the organization doesn’t do anything to implement change quickly enough, time passes leaving the data irrelevant.

If your organization is preparing to execute a survey, make sure to go into it with the intent of:

  • sharing the results with the workforce, and
  • being prepared to organize swift action for addressing engagement issues in a visible way.

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.

1. Kahn, William A. (1990). Psychological Conditions Of Personal Engagement And Disengagement At Work, Academy Management Journal.