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An employee is as important to the employer as the organization itself. With stepping into 2020, companies have restructured their policies, values and work ethics to meet the current needs and expectations of their employees. Yet, despite all these efforts, employee disengagement seems to be inevitable and a lot of organizations fail to understand the reasons for employee disengagement at the workplace, what can be done to engage their employees and how engaging them can work wonders for the organization.<br>
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Title - EmployeeDisengagement AtTheWorkplace! An employee is as important to the employer as the organization itself. With stepping into 2020, companies haverestructuredtheirpolicies,valuesandworkethicsto meet thecurrentneedsand expectationsoftheir employees.Yet, despite alltheseefforts,employeedisengagementseemstobe inevitableandalot of organizationsfailtounderstandthereasons foremployeedisengagementatthe workplace, what canbedonetoengage theiremployeesandhow engaging themcanwork wondersfor the organization. Thefollowing are the 5 majorreasons for employeedisengagementat the workplace: No employeeengagement strategy:Accordingtostats,only25% ofthe companieshavea properemployeeengagementstrategy atplace.Remaining 75%ofthe companiesaretheones thateitherdo nothaveany employee engagement strategyatall, oriftheydo have, they donot followitreligiously.Thefollowing arethe Statistics onemployeeengagement; EngageFor Success Theformer 25%section,arethecompanies whereemployeeshaveasatisfyingjob,arehighly engaged and prefertogrow withthecompanyforamuchlongertime. Onthe otherhand,peopleworkingfor companieswhere employeeengagement strategyisn’tfollowed,havealowengagementatwork,feel demotivatedanddonot enjoy their work.The employeeengagementactivitiesthatorganizationscan doare theFunFridays(whereemployeescan dosmall funactivitieslikeplayingUnoor Dumbcharades) andTrendyThursdays(whereemployeesareallowedtowearacasualoutfiton aweekday) Lackofinclusiveness:Inclusivenessisoneof those majortrendsthathavebeenincorporatedby organizationsglobally.Organizationsrespect and valuetheindividualsno matter where they comefromorwhat background or preferencestheyhave. Giving equal opportunitiesdespiteall thedifferencesiswhatinclusivenessattheworkplaceisallabout. Organizations where the culture of inclusiveness is followed, have a more productive, engaged & innovativeworkforce. Undefined job expectations: Most of the employees feel difficult to perform their duties with perfection due to unclear job expectations, mission & values of the organization. They do not knowwhatis expectedoutof them. According to a Gallup report, only 60% of the employees know about what is expected out of them at the workplace. Employers should make it a practice to set clear expectations from their employees at the timewhentheyjointhe organization. No recognition:Employeesworkingforan organizationexpectthatthey areappreciatedfor theirworkexactly astheyaretold when they make mistakes. Employeestodaynot onlylookfor a jobwith ahigh salarybut the overall workculture, ethics,values,etc. when joiningan organization.
Recognition isacriticalimperativetokeep youremployeeshappyand engaged.Thestats showthat only 30%of the employeesget recognized.Employersshouldstartincorporatingtherewardsandrecognition softwarethatkeepsatrack ofallthe employeesand informswhoisto berecognizedand why?Using a platformlikeAdvantageClubcanbewonderfulasitoffersawiderangeofcorporateperksand discountson morethan10,000brandsacross categorieslike Shopping,Travel, Dining,Services,Finance, etc. AdvantageClubalso enablesthe managerstorewardtheiremployeesfortheirgoodworkusingtheR&R option,helps inengaging employeeswith the help ofHobbyClub,thatletspeoplewiththesame interests at work find one another and pursue their hobbies alongside work, and much more. Peer to peer recognition is anotherfeature. 5)Nottakingfeedback, just giving:Thisisa majorturnofffor maximumemployees.Feedbackhas always beena two-waything.Mostorganizationsfailattaking feedback andthusloseachance of improvising where theycould. According toa report onemployeedisengagement,13% of theemployeesarealways onthelookoutto switchtheirjobsastheiremployers arenotready to collecttheirfeedbackatall.Feedback should be given top priority asitletstheorganization and theemployeeknowabout their shortcomingsand their areasofimprovement.Losing valuableemployeesisalossfortheparties.Employeesurveysand polls can beconducted to takefeedback.Thiswillalsobea partofthe employeeengagementactivityas they arebeinginvolvedand theemployeesalsofeelgoodthinking abouthowtheir organizationistaking theiropinionsintoaccount.Toretainyour employees,youshouldalways follow thecultureof two-way feedback atleastonceamonth. The major workforcetoday,consists oftheMillenials, who, over the yearshavedevelopeda flexible way to work.Theirexpectationsfromaparticularjob are muchaheadofthe salary like employeeperks & benefits.Theylookfororganizationsthathelpthemgrowandexcelintheircareer,whereworkculture ispositive,wherefeedback isconsideredimportant &where employeeengagementandproductivityis oneofthemajorresponsibilitiesoftheorganization.Flexitimingsandworkfromhomeisanother aspectthey lookfor.Includingperksinthesalarycomponent, taking regularfeedback,doingfun activities onaparticularweekday,giving theiremployees timeandhearingthemoutaresomeaspects thatcan helpinreducingthelevel ofemployeedisengagement atwork.Thismillennialworkforceloves their work,even more, whentheyarelovedbackby theorganization.Thisisthereasonwhythemodern workforcedoesn’t mind job-hoppinguntiltheyfindan organizationwherethey feelsafe,happy and satisfied.Dealing withtheMillennial dominatedworkforce isundoubtedlyahugeproblemfor all the organizationsastheyaredifficulttoengage. Understanding thereasonsand thensolving theproblems can help the companiesretain their employeesfor amuch longertimethantheaverage.
Keywords–rewards andrecognition,r&rplatform,r&rsoftware,employeeengagement,rewardsand recognition software,rewards and recognition platform,
