Asbestos is a great building material.
Cigarettes are good for you.
Cocaine soothes teething babies.
Leg warmers are attractive.
Many concepts that seemed perfectly logical at the time, have proven years later to be absurd (and dangerous!) in some cases.
While not nearly as far-fetched, many management fads too have come and gone over the years. And while employee engagement is a concept that has withstood the test of time, many notions about it have gone the way of shoulder pads and cabbage soup diets. Here we examine five.
Disengagement Is The Result of a Bad Hire.
If you believe that disengaged workers are simply a mismatch and will eventually be weeded out for the better, then you are doing your organization a disservice.
If employees aren’t continually presented with opportunities to learn and grow, they will quickly become disengaged despite their potential to do great things for the company.
The tell-tale signs of disengagement—declining quality and quantity of work, lack of involvement, negative energy and attitude—shouldn’t be overlooked. Be proactive when it comes to determining the root of employee dissatisfaction. Is it a poor leadership? Stressful working conditions? Or is it that they don’t feel challenged in their role? Many times, a simple change—like putting in place a development plan—is all that is needed to get a disconnected employee back on track.
Employee Engagement Is Dispensable.
Of all the employee engagement statistics circulating, perhaps the most compelling one is: Companies with engaged employees outperform those without by 202%. Perceiving employee engagement as something that’s nice to have, but not necessary, can be detrimental to the success of your organization.
A low unemployment rate means that job seekers can be more selective in their search for work. In the hunt for talent, employers need every competitive advantage they can get.
Thanks to employee advocacy, your employer brand is more transparent than ever. Taking measures to ensure yours is favorable will help with your attraction and retention efforts.
Offering Employee Perks Will Boost Engagement.
While treating your team to tangible benefits like gym memberships, unlimited coffee in the break room, and casual Fridays will have a positive impact on company culture, employee engagement goes deeper. To perform at their best, employees need to feel connected to the organization and its values. This stems from feeling appreciated, valued, and respected.
Unfortunately, there’s no one-size-fits-all solution to engagement. Your efforts should be tailored to meet each employee’s specific needs.
Employee Engagement Is HR’s Responsibility.
This one is partially true. Employee engagement is HR’s responsibility…but it’s also leadership’s, middle management’s, and the employees’. Unfortunately, in many organizations, employee engagement falls exclusively onto HR’s to-do list. HR professionals need to look no further than the numbers to prove why it shouldn’t…
According to a recent study, three-quarters of employees link “trust in leaders,” “relationship with immediate supervisor,” and “organizational culture” with high engagement levels, over other factors like “recognition programs” and “compensation.”
For an engagement strategy to work, all levels of the organization need to be involved. Building employee engagement should be a conscious effort by every individual in every department.
Engagement-Boosting Initiatives Are Difficult To Execute.
With the variety of solutions available on the market today, there is something suitable for every business and every budget. The rewards will far outweigh the investment.