Tag Archives: Employee Engagement

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Imrpove Employee Engagement: 7 Reasons Your Employees are Disengaged

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Disengaged employee

Employee engagement is a hot topic in HR, and for good reason. Studies show that engaged employees are more productive, happier with their jobs and more loyal to their companies, which leads to better service and sales. That being said, company leaders must be aware of any reason employees may be disengaged. Make it a priority to stamp out these 7 reasons employees are disengaged in your company.

They don’t respect their colleagues or feel respected

A lack of respect damages relationships. It could be a lack of respect for coworkers, managers, or for employees in general. This can happen when an employee doesn’t see the people they work with as competent. This issue needs to be addressed immediately with good communication in order to get to the root of the problem. For example, if employees don’t respect their manager, they won’t listen to instructions and will end up making mistakes or wasting company time. To remedy this, first find out why they don’t respect their manager and work from there.

They don’t understand your mission, vision and values

When employees are given orders to follow mindlessly, it creates mistrust. Encourage employee engagement by helping them see the overarching goals of the company, and how their jobs and responsibilities contribute to bringing those goals to fruition.

They aren’t appreciated

Employees who feel unappreciated are more likely to do the bare minimum at work just to get by. They may feel that no one notices their efforts, or that their job doesn’t really matter. Remedy this issue by using praise and encouragement when an employee does something right. This not only teaches employees the employee and his or her colleagues the high standards you are looking for from them, but that you notice when they do something well.

Read more about the power of positivity for employee engagement.

They don’t get along with their peers

Good workplace relationships can make a job more enjoyable, more collaborative and more fun. On the other hand, if your employees don’t get along well with each other they may focus on their negative feelings towards coworkers rather than concentrate on doing their jobs. Bad coworker relationships cause low employee engagement simply because the office will become a place they don’t want to be. If an employee associates a job with a group of people he or she doesn’t like being around, then the job itself will eventually become associated with an undesirable culture.

They lack work/life balance

Do your employees often have to work overtime, or stay at the office late? Do they end up missing family gatherings, important moments in their child’s lives, or parties with their friends? Requiring too much of a commitment at the office could cause employee disengagement because they see that the company doesn’t value their personal lives. Fix this source of disengagement by respecting your employees’ time and personal obligations. For example, don’t make an employee stay late at work after a busy day in order to finish up menial tasks that can be done later.

They don’t feel their potential is being fully utilized

When employees feel that they’re “stuck” in a dead-end job with no growth, development, or room for advancement, they are more likely to be dissatisfied with their jobs. Tap into their skills and use employee training and development in order to show the company’s investment in employees. Consider hiring for open positions from within the company, and allow current employees to apply for positions they like and feel is a step up. Finally,

They don’t match their position or the company

There was a mismatch in job fit that slipped by and now you may have an employee who isn’t necessarily a good candidate for the company or current position. It’s not likely that this is an engaged employee because he or she doesn’t have the skills, personality and behaviors needed to do the job well.

This is easily avoidable with the use of employee assessments in the recruitment process. Make job matching easy and efficient for both the company and job applicants. Utilizing assessments as part of your hiring process helps companies hire the right person the first time, instead of having to deal with unhappy employees who aren’t the best fit for their jobs.


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6 Tips for a Happy Intern Experience

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By Yvonne Manzi
Guest Writer, University of London

It is not uncommon for an organization to hire interns but not carefully plan out their stay within the company. This results in unhappy employees, unhappy interns, and a waste of time and resources on both ends. In order to make sure both you and your interns make the most out of your working relationship, follow a few simple tips.

1. Assign them to a supervisor

Yes, interns will normally be adults who have graduated and are thus responsible for themselves. However, they will have little working experience, and no experience in your company, so it is a good idea to guide them with a supervisor at first. It can be overwhelming and they do not want to feel abandoned.

2. Do make use of their skills and talents

It is easy to assume that because they have little to no experience, they cannot handle real working challenges or haven’t developed enough skills. However, you would be surprised to find out that with just a little bit of guidance most interns will show how capable they are. They will often bring a fresh and younger take on your company which you should not ignore.

3. Make it a learning experience for them

An intern is not an employee and thus is not rewarded by the same benefits. The most important reward they will gather (and the reason they applied for an internship in the first place) is learning from this job. Your working relationship goes both ways and you should therefore make sure you give back to them – they should always be learning in everything they do for you.

4. Make them do valuable work, not just ‘busy work’

This ties into the previous two points. Too many companies make the mistake of using interns as secretaries. They are qualified individuals, with an array of skills, who are there to work for you and learn from you.

5. Include them in your team and company culture

A young intern is very likely to feel out of place in your organization as they are newcomers who are not fully hired and may not end up staying for longer. They are, nevertheless, part of your body of employees and should therefore be treated as such. Do not omit inductions, do not omit them from team meetings and team nights, introduce them to everyone and make them feel like they do belong. They will feel much more at ease and be more likely to be proactive.

6. Ask for feedback at the end of the internship period

Upon their leaving, do ask them for their opinion on the general experience at the company so that you can take on any suggestions for future improvement.

What would you add to this list? Have you had any experiences with past interns, or concerns with future ones, that you would like to share? You can find us on Twitter, Facebook and LinkedIn!


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Organizational Success Does NOT Mean Engagement!

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By Matylda Rabczenko
Guest Writer, Warwick Business School

Whether your business is at the peak of success or on the brink of failure, it is likely that in both cases you are underutilizing your most valuable asset – people.

An overwhelming body of research has consistently demonstrated a link between people and performance (please, don’t fall asleep just yet!), which is mediated by the enigmatic concept of employee engagement (told you it was worth staying awake!).
Sibson defines it for you in two simple points. Engaged employees:

1. Know how to do the work
2. Want to do the work

Yes, it’s as simple as that, and there’s a lot to gain! Engaged employees are more productive and happier. This translates into reduced employee turnover and enhanced financial performance. More interestingly to those of you who are already doing well, it often results in the exposure of unrealized gains.

Before abandoning the topic, have a glance at the quick survey proposed by Elis and Sorensen (2006). If you checked even one of the boxes, there’s a chance that your organization has an employee engagement problem.

Did I hear an ‘uh-oh’? Unfortunately, there are no generic how-to guides; every organization has different needs! There are, however, four areas that you can focus on, which a long-term study has pinpointed as exceptionally relevant to employee engagement (MacLeod, Clarke, 2009):

1. LEADERSHIP determines the organization’s purpose, which ultimately shapes why the employee wants to do the job. Can you make your organization’s vision more inspiring than it already is?

2. ENGAGING MANAGERS are key to implementing the vision. They are directly in control of employee empowerment, which may contribute to both why the employee wants to do the job, and the employee’s knowledge on how to do the job (empowerment is associated with autonomy which requires higher-quality training). Are your managers empowering or restricting your employees?

3. EMPLOYEE VOICE is fundamental to creating employee engagement. An employee will not be committed to a job where he or she cannot make a difference and is treated as an opinion-less machine. How can you take action to listen and respond to your employees?

4. INTEGRITY is the building block of trust amongst the employees. It can be achieved through consistent behavior in line with the stated vision. Do you ensure that your employees act in accordance with the organizational vision?

Don’t overlook what’s right in front of you. Have a think and perhaps you too will be able to uncover some unrealized gains – the true potential of your people!

Find ideas and tools here.

Also, have a look at Profiles Asia Pacific’s Employee Engagement Survey! The top way to figure out the engagement level in your organization!


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