THE BRUTAL TRUTH ABOUT EMPLOYEE ENGAGEMENT

Executives say one thing and do another. That is the brutal truth about employee engagement. See these statistics that support this statement.

• 71% of executives say they are committed to employee engagement.
• 73% of employee are considering leaving their jobs.
• Globally, 85% of employees are disengaged.
• 82% of managers are ineffective. 60% of new managers fail within two years. Consequently, management disengagement is high.
• Only 45% percent of companies reported measuring engagement each year for at least the past three years.

Far too many executives do not value employee engagement. If they did, they would look at the numbers as seriously as they peruse expenses, gross margins, sales, and profit. The above stats tell another story. Instead, they like and know a few employees, but the truth is that employees are numbers that fit a job category. Executives are agenda driven and invest their time with investors, boards, top customers, and other executives. How do I know, that is where studies say they spend their time. Plus, I have engaged over 200 companies and have learned their patterns.

Employee engagement is not high on their list. They count on other executives for this. However, if it is not a CEO priority, it is not a priority for anyone to do it. But labor costs are a priority. Executives hate these numbers, which tend to be around 70% of all expenses. Let us be honest. Executives want these reduced. Too bad employee engagement.

Hypothetically, let us say they did care, now what? Executives would track and review eNPS and NPS numbers religiously. These two numbers have a lucrative link. All managers and executives would be accountable for their results. The executives would communicate about it and be visible and available for feedback. They would be engaged with management and employees at all levels. Doing what? Listening and following up on issues. The company’s budget would reflect a healthy investment in employee training, learning, coaching, diversity, and well-being.

WHY IS EMPLOYEE ENGAGEMENT SO LOW?

Multiple issues influence employee disengagement. Check out these common reasons why employee engagement might be low. Use this as a checklist for potential problems in your organization.

1. Poor Executive Leadership and Other Management Capabilities.
2. Traditional leadership style vs. Servant Leadership.
3. Lack of Recognition.
4. Inadequate Communication.
5. Failure to Address Concerns.
6. Limited Career Growth Opportunities.
7. Workload and Stress.
8. Poor Work-Life Balance.
9. Lack of Employee Development, Learning, and Training Opportunities.
10. Inadequate Resources and Tools.
11. Unclear Expectations.
12. Lack of Trust.
13. Organizational Culture Issues.
14. Over Emphasis on Metrics vs. Relationships.
15. Short Term Organizational Focus.
16. Greater Focus on External Organizational Issues.

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