Remote workplaces. Virtual meetings. Rising technology. Diminishing social skills.
All factors that contribute to the disengaged workforce many companies are experiencing.
We’ve all been to that business meeting. You’re a few minutes early, but instead of small talk, you choose rather to check your email for the 17th time today, or conduct research for that client meeting next Friday.
With technology on the rise, the work force has changed dramatically. The quality of coworker relationships and morale has dramatically declined.
A recent study by Gallup shared that up to 68 percent of employees are not engaged, costing companies over $450 billion dollars per year.
What all of us really want is to be engaged, motivated and inspired in our workplace. We want to spend our time doing what we love. We want to enjoy our coworkers and our work experience.
So why are so many of us disengaged? And what can we do about it?
Many of the workforce begin to disengage when they don’t see their work as meaningful or impactful. There are a few ways to supersede these challenges:
Focus on personal & career development.
Help your team see the clear benefit of the work they do and how it contributes to the bigger picture. Show them your vision, and then show them a vision or pathway forward for their lives and their careers.
There is very little that replaces mentorship within an organization. Employees should always feel challenged, as though they are growing and developing to the next level of success, otherwise great talent will seek out other opportunities to grow their career.
The Undercover Recruiter said, “Leaders and managers who support and inspire staff, developing them, encouraging them to use their strengths and giving them the autonomy and accountability to work towards clear goals, are seen as engaging.”
Create the culture you want to see.
As a leader, you have the power and authority to shape the culture of your community. Your team will follow your work ethic, from your lunchtime routine to your communication style. So, you must be aware of how you are leading through your actions. Some things are taught, and other things are caught.
One thing is for sure, whether employees feel valued will show up in their work, so when you instill those cultural pillars within your organization, such as passion, integrity and collaboration, the long-term benefits will be amazing.
Remember it’s the little things.
I saw this post recently on LinkedIn:
Jeff Weiner responded in a comment that this should be the norm, rather than the exception in corporate America. And he’s absolutely right!
It is so critical for business leaders to take interest in the little things happening in your employees’ lives. Make every encounter matter and use it as an opportunity to connect your team to your vision.
An article in Forbes said, “When I say ‘acknowledge employees’, I don’t mean give them praise for every little thing they do. I’m talking about things like saying “Hello,” “Have a good night,” or “Thank you.” And when the employee puts in extra effort, acknowledge them.”
CEOs are not only leaders of business, but leaders of people. Great leadership can drive an organization beyond business as usual to create a thriving, high-performing engine.