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The employee engagement killers—coming to a workplace near you

The employee engagement killers—coming to a workplace near you

It’s 5:01 p.m. and your company is a ghost town. Your employees fled 60 seconds ago. Something or someone is scaring them off. It’s not a horror movie—it’s the employee-engagement killers, and they haunt workplaces everywhere. But why is employee engagement important? Think of it as a multiplier that you could apply to any aspect of your business—employee and customer satisfaction, productivity, and, of course, profits.

Unfortunately, most employers don’t recognize engagement killers until it’s too late. Here are the most common ones and how you can get rid of them.

Engagement killers

The scariest thing about engagement killers is that they can turn your workers into zombies. Instead of vibrant, contributing employees, you get tuned-out, burned-out cogs in your machine. They don’t really want to work for you; they’re just going through the motions.

Like a disease that sucks the life out of a company, engagement killers slowly take employees’ will to work. Here are some of the more common ways to kill workplace engagement:

  • Having unreasonable expectations
  • Ignoring worker successes
  • Not giving employees a voice
  • Creating too much bureaucracy
  • Playing favorites.

When workers see these job characteristics—while laboring under unfair hiring, promotion, and compensation policies—it’s only a matter of time before they quit (or sabotage) your company. They can’t wait to get out of there. Every day.

Resurrecting engagement in your workplace

If you’ve seen this movie before, don’t fear. There’s a sequel. And you, the employer, get to write it. First, you must get rid of the nasty culture-killers in your office, from bad habits to bad managers. Then you have to give your people a sense of:

  • Being part of something bigger than themselves;
  • Being on a meaningful journey; and
  • Knowing that their contributions make an impact.

Of course, you have to put these remedies in context. Employees are individuals and may need specific plans to meet their needs. But Rich Berens, president of a business-strategy firm, says everybody wants “the dignity and gratitude of doing great work and everyone wants to be part of something that is more than just their job.”

When supervisors lift others on their team—helping them reach a higher potential—the good work and the goodwill spreads. If everyone is lifting up others around them, the whole organization will rise. Creating this culture starts at the top, so when it comes to the managers in your organization:

  • Select people who empower their teams and who seek their input
  • Coach them and make them accountable for employee engagement
  • Define engagement goals for them in realistic, everyday terms (e.g. reducing absenteeism, creating individualized professional development plans, etc.)

Raises, bonuses, and other perks are good, too, like free popcorn and a movie—but maybe not a horror movie.

Why is employee engagement important for your business? Let us show you

Having an engaged workforce can benefit any type of business. At a minimum, a stable, productive, and happy workforce means fewer administrative headaches (and costs) on your end. One of the first ways to impact employee engagement in your workplace is through the hiring process. Consider checking out Monster Hiring Solutions today for expert resources and strategies when it comes to recruiting and hiring the right people for your business.