Pew Research has repeatedly raised the red flag that 70% of your employees are disengaged at work. Why does this matter? Another Pew report suggested that this is costing companies in a big way. According to their study, disengaged workers cost employers somewhere between $450 to $550 billion in lost productivity annually. It’s clear employers should be concerned about the issue – for all kinds of reasons. One of the biggest ways they can increase engagement is by clearly communicating the employee’s progress toward specific milestones or goals. This article will show employers and managers how to use simple communication tools to improve engagement with their employees.
Engaging Employees in Corporate Success
We know that engaged employees are more productive. Collectively, engaged employees will have a very concrete impact on a fading corporate bottom line. Engaged employees transform workplace culture into an environment of innovation and hustle. Employee collaboration increases and the overall output by the department can improve. But what is the key to employee engagement? Creating concrete goals that your employees can support, measuring progress toward those goals, and then communicating feedback is what will keep your employees happy and productive.
Pew Research says that employees that are given weekly feedback are 3.5 times more productive in the workplace. Employees that say their managers have created a culture of accountability are 2.5 times more likely to be engaged in the success of the organization.
According to Inc., the progression toward meaningful work is exactly what gets employees to have skin in the game. They report:“Conversely, the number one event that diminishes employee engagement is experiencing a feeling of moving backward in the work they are doing, having setbacks. The negative effect of setbacks at work can be 2-3 times greater than the positive effect of progress.”
Managers can have the strongest impact on employee engagement because it is their job to support employees in their work to attain individual and departmental goals. Managers can engage their teams by communicating in these ways:
- Make sure workers understand and embrace the goals of the organization, the department, and their individual goals. To do this, create a culture of transparency that shares the “why” behind the goal.
- Breaking up goals so they are measurable and actionable, then benchmark progress and reward employees for achieving these milestones.
- Model behaviors to create an environment that supports these efforts to succeed. Encourage other workers to support each other.
- Reflect progress back to employees by sharing even the small wins. Always acknowledge any progress toward the goal and encourage employees even through the setbacks.
- Meet regularly with employees to share feedback. This is particularly true for Millennials, who crave this kind of supportive environment.
Inc. says that any negative progress away from a goal can have an impact two or three times greater than success on employee engagement. So managers and employers that spend time supporting the efforts to achieve goals will engage workers in the success of the enterprise.
If you’re struggling to find the right environment for your efforts, contact the team at IES. We can help.