5 steps to re-engage disengaged employees
Disengaged employees are a critical business issue. Not only can they create a negative, even toxic, company culture, but their reduced productivity comes at a huge cost to a business’s bottom line. Research by Gallup found that as much as 17.2% of an organisation’s workforce is actively disengaged, and the cost of this disengagement can be as great as 34% of an individual worker’s salary. Fortunately, there are steps you can take to turn things around.
Step 1: Find out why they’ve switched off
Before you can make significant changes, you need to know exactly why your employees have disengaged. Is it due to a weak company culture, poor management, poorly defined roles or KPIs, or a lack of recognition? Ask your staff to tell you their thoughts. You could run anonymous surveys so people are free to be completely honest, or hold focus groups with a cross-section of employees and encourage them to air any and all grievances in a safe space. Make sure your managers are trained to invite and address feedback properly. Incorporating feedback tools into regular staff communications is a good way to ensure it is consistent and ongoing.
Step 2: Create change based on these insights
Once you understand what’s really happening with dissatisfied employees, you can create a strategy that addresses the core issues. You may want to hold collaborative meetings to develop an engagement program that’s tailored to your employees’ specific needs. Involving staff in the process of developing this strategy will give them a greater sense of ownership and autonomy, which in itself can drive engagement.
Hint: Employee Recognition is proven to be the fastest way to increase employee engagement.
Step 3: Make them part of the big picture
Disengaged employees often feel that decisions are being made above their heads and beyond their control. Including them in business decision-making that affects the strategy and direction of the company can re-engage them in the corporate culture. Besides creating channels of communication for feedback, regular staff meetings can help ensure everyone has their say and is across what’s happening in the organisation at a broader level.
Step 4: Create a culture of opportunity and recognition
As well as addressing more immediate issues, consider long-term strategies for promoting greater employee engagement. These may include: providing better forums for open discussion; creating more opportunities for performance review and goal-setting; implementing better employee health and wellness programs; or creating a company initiative that promotes collaboration and team building, such as a corporate volunteer program.
RedBalloon for Business helps businesses implement strategies and even one-off’s to reward and engage their employees. The REDii rewards and recognition software for example lets people recognise their colleagues’ work in a public forum, and grow points balances for rewards of their choice. REDii has more than 3,000 rewards to choose from, including e-gift cards for retailers like JB Hi-Fi and Coles to RedBalloon experiences.
Step 5: Manage and monitor engagement
Once your strategies are in place, it’s important they’re not just ‘set and forget’. You need to keep managing and monitoring them in order to measure their effectiveness. RedBalloon for Business provides you with regular insights on the performance of your rewards and recognition program so you can adjust it to suit your employees’ needs.
To find out more about how the RedBalloon for Business team can help you reward and recognise your people, contact us today.