While the world is experiencing employee engagement crisis, managers across different departments need to brainstorm why employees aren’t engaged at work. Along with concentrating on employee performance outcomes, managers need to strive towards fulfilling employee engagement goals.
List of reasons behind reduced employee engagement, along with tips to avoid them:
1. Many Employees Don’t Know What’s Expected of Them at Work
One of the major reasons for employees not performing well is that they are not given a clear set of work goals to achieve. Their tasks are not defined clearly, and they lack the motivation to perform outstandingly without pre-set guidelines and expectations.
Tip: Employees should get ownership of different tasks, so that they accomplish all goals wholeheartedly. Also, they need to have a clear picture in mind about the importance of every assigned task.
2. Employees are Hesitant to Share Their Difficulties at Work
Most employees feel hesitant in discussing their difficulties at work with their manager. The interaction is often missing between corporate leaders and employees. Managers fail to understand strengths and weaknesses of their employees, and often ignore acknowledging them for their achievements.
Tip: As a manager, try assigning projects to every employee, depending upon their potential. Have regular feedback sessions with them to know their strengths and weaknesses. Also, praise them publicly for their achievements to ensure employee engagement and higher productivity level.
3. Employees Are Not Made a Part of The Bigger Picture
Many managers complain about employees underperforming on company projects. This is because they are not communicated properly about the importance of a project at hand, and how it will help them accomplish their career growth targets. Also, without having the ownership of a project, employees are less likely to perform at their optimum levels.
Tip: Workplace motivation is important. Respect and appreciation along with monetary perks can provide positive reinforcement for better performance. The more you reward employees for their improved performance, the higher will be their productivity level.
4. Employees Lack the Required Skills for a Job
Hiring right employees and providing them ongoing training - Both these HR management processes are equally important. If your employees don’t know how something is being done, they are likely to feel detached from the project at hand. So, you should help them learn new skills with time and fulfil different responsibilities efficiently.
Tip: On-the-job training can help employees acquire more knowledge and develop new skills to produce the desired productivity. Equipping employees with appropriate tools of the trade, resource, and training is as important as hiring right employees.
5. Employees are Just Not Willing to Work
There can be an incidence where some of your employees are simply unwilling to perform. There is no simple solution to this problem, as it can be attributed majorly to the workplace culture. Are you making rapid changes in the work profile of your employees along with leadership and employee accountability? If yes, then you are creating an unsettling situation for employees where they have to make the transition to a new work environment repeatedly.
Tip: Managers must take the effort to help employees make a smooth transition in terms of employee accountability as the business grows. This way, they are likely to be less disruptive to changes and make a valuable contribution to the success of the firm.
6. Enabling Automation for Improved Performance
It’s important for organizations to create a positive workplace culture where employees adapt to any specific requirements without any compromise. It possible to manage employee work lifecycle and create a high-performance work culture by implementing HRMS software like Cilfi – HRM by Focus Infosoft. Specific modules for managing employee performance along with appraisals, benefits administration and compensation packages can help corporate leaders in directing employees towards improved performance.