Most employees are not engaged at work—70% according to Gallup in a recent survey. This is nothing new to the workplace. The combined number of unengaged and actively disengaged employees remains high from year to year with no end in sight. Poor engagement results in less productivity, less creativity, higher absenteeism, and higher turnover.
Employee engagement is basically a measure of your employees’ commitment to their work and the success of your organization. Think of employee engagement of their effort and discipline on a daily basis. Company heads can quickly tell who is working for a paycheck, and who is working because they truly like what they are doing and are engaged by their profession.
You can’t force an employee to be engaged—engagement is ultimately their choice based on what they have in front of them. But as an employer, you can make a job more fulfilling and less like a grind. Here are some rules to consider.
- Define your purpose. Employees can’t be engaged unless they have something to be engaged in. Engagement needs direction, focus. And employees need to know how their role contributes to the organization’s purpose.
- Commit to success. Help employees develop the right skills to be successful. Give them access to the right training for their job function and give the resources to use throughout the year to use when needed.
- Work-life balance. Your employees have other commitment they need to attend to. Give them the time to see to those commitments and have a life outside of work, and you’ll get more from them when they’re on the job.