Steps to Increase Employee Contentment: In its 2018 poll of American workers, Gallup found that 34 percent of employees can be described as engaged—enthusiastic about work and committed to their workplace. That is the highest level since Gallup began reporting the figure in 2000. The percentage described as actively disengaged—workers who have miserable work experiences—is now at its lowest level (13 percent).
Steps to Increase Employee Contentment
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And that leaves 53 percent of workers in the “not engaged” category: “They may be generally satisfied but are not cognitively and emotionally connected to their work and workplace,” according to a Gallup news release. “They will usually show up to work and do the minimum required but will quickly leave their company for a slightly better offer.”
So what can leaders do to engage the 53 percent who fall in this category? What do organizations need to understand about creating the right environment?
According to Harvard Business Review, most managers are not creating environments in which employees feel motivated or even comfortable. A different Gallup study found that of 7,272 U.S. adults, one in two had left their job to get away from their manager at some point in their career.
The Gallup study showed that engagement is highest among employees who have some form of daily communication with their managers, whether face-to-face, phone or digital. Managers who use a combination of methods are the most successful in engaging employees. And when employees attempt to contact their manager, engaged employees report their manager returns their calls or messages within 24 hours.
Look to the Future
David Cunningham, who is a communication and leadership expert for Landmark Forum —a personal growth, training and development company—believes that “looking ahead” empowers employees. “The future you envision is what empowers you in the present,” says Cunningham.
After leading seminars and courses for more than 100,000 people as a Senior Program Leader for Landmark Forum, Cunningham has his pulse on what motivates and engages workers. He has found that employees want to see a future with an organization where they can make a difference and express their talents.
“When people are connected to a purpose, they are more satisfied and productive,” he adds. “People’s behavior shifts when they see themselves as being on a journey toward something greater.”
Finally, says Cunningham, leaders need to study what motivates their team. Transformation takes place when people understand how they fit into the whole and the difference they make.
Value Clarity and Authenticity
When managers fail to communicate goals clearly or express what is expected of an employee, frustration results. According to Forbes, these workers feel conflicted about their duties and disconnected from the bigger picture.
Another way that leaders can create tension is when they expect employees to behave like they do, rather than encouraging them to be their authentic selves.
“When employees are encouraged to be themselves and not what others want them to be, they will begin to embrace an entrepreneurial attitude that wasn’t previously being leveraged – thus stimulating engagement,” says Glenn Llopis, who leads: a workforce development and business strategy consulting firm.”
Recognize Employees
Employee recognition and engagement go hand in hand, says Ronn Torossian, who leads 5WPR, one of the 10 largest independent PR firms in the United States. “When employees aren’t recognized for their hard work, they won’t have the drive to excel at their jobs.”
According to Torossian, there are a number of ways to recognize good employees. “When talking to employees, tell them how much you appreciate their work while focusing on the positive characteristics,” he says.
Alternatively, you can send employees a personalized email thanking them for their work. “Either way,” Torossian adds, “ you should make employee recognition a core element of your business’s culture.” Alternatively, you can send employees a personalized email thanking them for their work or custom award plaques as a token of appreciation.
For more ideas on engaging your employees, check out a few Gallup resources.
