Looking around your organisation you can probably find many unique faces and personalities, but according to global research organisation Gallup, there are only three types of employees – engaged, not engaged and actively disengaged.
But how can you identify employee engagement levels, and make distinctions between these three workplace personas?
Here are some helpful tips, and what to look out for:
Employees who are engaged are often passionate about the tasks they perform. They are likely to drive innovation and take positive steps to help move your organisation forward.
Engaged workers are usually easy to spot as they are typically enthusiastic and committed to their job, and will be the employees most likely to create new customers.
Not engaged workers are more difficult to identify. They are not actively disruptive, nor are they enthusiastic.
These workers blend into the background and their motivation usually relies on looking forward to their lunch break or the end of the working day. Those not engaged employees working in sales jobs or customer service will not care about repeat business or customer experience, and can therefore unintentionally sabotage your company's profitability.
Staff who are actively disengaged go beyond being unhappy with their job, they will project their unhappiness on to other's performance.
They tend to purposefully attempt to disrupt the work day and will actively undo and undermine what their engaged coworkers accomplish.
These workers can often be identified by their high rate of sick days and workplace accidents, and low rates of retention. Ensuring that the majority of your staff fall into the engaged category can start in the recruitment process.
There are many ways to drive engagement within a business, including focusing on different levels of the company and selecting the right managers.
Here are three key ways to keep employees engaged:
Find the best managers for the job: Companies need to have managers that want to see staff succeed, by understanding the strengths of each employee and correctly implementing them. This also means using their ideas and valuing their contributions.
Define engagement goals: This means making engagement goals meaningful for staff and describing what success looks like in order to give meaning to goals. Managers should also discuss engagement on a regular basis.
Flexibility: It is important for businesses to be adaptable to change, as workers will desire both flexible hours and continual training.
Companies that are able to alter policies based on staff demand will likely be more attractive for workers. Employee engagement will continue to grow in importance, especially as new generations of employees enter the workforce over the next few years.
For advice and guidance on filling your ranks with engaged staff, contact your Aston Carter recruitment consultant today.