State of the Global Workplace reports that in 2021 85% of employees are not engaged or actively disengaged at work. The economic consequences of this global “norm” are approximately $7 trillion in lost productivity. Looking at all this employee engagement information, it is not surprising why employee engagement has become one of the key areas to focus on for overall better results in the company.
One of the top global business strategies is enhancing employee engagement. It increases productivity and improves company culture, but it is also very important for business reputation. Business strategies with good employee engagement have up to 22% higher profitability, 15% higher customer metrics and overall higher productivity. These are some good reasons for developing solid people and talent development strategies, to support your business strategy successfully.
Lack of productivity and increasing stress levels among employees is an ongoing problem in many companies. Workplace stress not only affects each individual, but it also has a bad influence on company performance, which leads to disengagement at work, lower productivity and poor relationships between coworkers. It can be a consequence of mismanagement behaviour and may lead to employee fluctuation.
Being a manager isn’t an easy task, especially in a diverse team or working remotely. It takes a lot of time and commitment. All employees must contribute to better company culture. Loyal and committed employees give “everything” to the company. On the other hand, less engaged employees give their time but not their ideas and tend to do a bare minimum. This happens if managers don’t listen to others and only take their opinions into account because they are not sufficiently educated and trained for their jobs – when only professional competence was developed but not their leadership skills and their managerial behaviour.
Why do employees become disengaged?
Employees become disengaged for various reasons in a company, but we are specifically noting the following:
- because they don’t get clear and simple instructions and the reason why
- due to a lack of simple (clear and concise) communication between managers and staff.
We should think about them and how to efficiently give directions for business plans and strategies for every team member. Here are two suggestions that you can use through your Practical Manager:
- Track your employee experience in real-time, and then listen to employees’ advice and improvements.
- Collect each team’s eNPS score and share it inside the organisation to shape the best company culture for people to thrive.
Managers can sacrifice much of their personal time on behalf of poor time management and diminish their productivity. Therefore, you can use the Practical Manager as your best tool to create a perfect overview of your available time and tasks that you need to complete for ripping good results. It helps if you use it to create a productive and ongoing working habit for your planning and following up on your plans as time passes by.
With Practical Manager you will control your individual and team performance that is focused on the goals and milestones you decided, and recognise desired employeeship behaviour by giving positive strokes.
Practical Manager helps you establish productive working practices that are absent in so many teams and therefore mismanage teams without being aware. Instead, make sure that your employees are engaged in your company culture, so send them meaningful recognition for their work and include them in shaping it for the future.
