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What do you do if your organization is suffering from low employee engagement?

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Employee engagement is the degree to which employees feel committed, motivated, and valued by their organization. It affects not only their performance, but also their well-being, retention, and loyalty. However, many organizations struggle with low employee engagement, which can lead to poor results, high turnover, and low morale. If your organization is suffering from low employee engagement, here are some steps you can take to improve it.

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Subhradip Mishra

Project Management | e-Gov| Government Consulting | Corporate tax(VAT) | People management | SDLC | Agile | Scrum |…
Kamila Meneses

Guest Experiencie | Guest Relations | Quality Manager | Front Office | Consultoria | Mentoria | Hospitality
Prati Kalani-Kaufman

Founder @SmallBizMarketing | Committed to Small Business Success | Marketing and Human Energy Expert

1 Assess the situation

The first step is to understand the current level and drivers of employee engagement in your organization. You can use surveys, interviews, focus groups, or other methods to collect feedback from your employees. You should ask them about their satisfaction, motivation, alignment, recognition, development, and communication. You should also analyze the data to identify the strengths and weaknesses of your engagement strategy, as well as the gaps and opportunities for improvement.

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Subhradip Mishra

Project Management | e-Gov| Government Consulting | Corporate tax(VAT) | People management | SDLC | Agile | Scrum | Delivery | AWS | Full stack developer
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Engage in active listening to employees' issues and feedback as a first step towards addressing poor employee engagement. Encourage a sense of community and enhance morale by putting in place programs for professional growth, frequent check-ins, and recognition schemes. Promote candid leadership and open lines of communication to empower staff members and foster an environment where their contributions are valued.

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Kamila Meneses

Guest Experiencie | Guest Relations | Quality Manager | Front Office | Consultoria | Mentoria | Hospitality
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Envolva-se na escuta ativa dos problemas e feedback dos funcionários como um primeiro passo para lidar com o baixo engajamento dos funcionários. Incentive um senso de comunidade e melhore a moral colocando em prática programas de crescimento profissional, check-ins frequentes e esquemas de reconhecimento. Promover lideran?a franca e linhas de comunica??o abertas para capacitar os membros da equipe e promover um ambiente onde suas contribui??es sejam valorizadas.

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Suchismita Jena

|| Pauciloquent || HRO || Joie de vivre || Genpact || HRM || MBA -HR || PMS || HR Generalist || HR Analyst and coordinator|| Philomath ||
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To address low employee engagement, it's essential to identify the root causes through surveys or feedback sessions. Once identified, implement targeted strategies such as recognizing achievements, providing growth opportunities, and enhancing communication. Encouraging a work-life balance and involving employees in decision-making can also boost engagement. Regularly evaluate the effectiveness of these measures and adjust as necessary to maintain a motivated workforce.

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Alexandre Morelli

Head OF CyberSecurity LATAM
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Para lidar com o baixo engajamento dos funcionários, comece identificando as causas por meio de pesquisas de clima organizacional e feedback dos colaboradores. Promova a comunica??o aberta e transparente para resolver preocupa??es e ofere?a reconhecimento pelo bom desempenho. Investir no desenvolvimento profissional e no bem-estar dos funcionários também é essencial para melhorar o engajamento e criar um ambiente de trabalho positivo.

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Fernando G.

Gestor jurídico | Rela??es Trabalhistas | Contencioso Estratégico | Compliance | Contratual | Consultivo
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Quando uma organiza??o enfrenta baixo engajamento dos funcionários, é crucial adotar uma abordagem proativa. Isso inclui avaliar o clima organizacional, promover comunica??o aberta, reconhecer e recompensar contribui??es, oferecer oportunidades de desenvolvimento profissional, cultivar uma cultura positiva e equilibrar trabalho e vida pessoal. Implementar a??es corretivas direcionadas e monitorar continuamente os níveis de engajamento s?o passos essenciais para revitalizar a equipe e impulsionar o sucesso organizacional.

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2 Set clear and meaningful goals

The next step is to set clear and meaningful goals for your organization and your employees. You should communicate the vision, mission, and values of your organization, and how they relate to the goals. You should also involve your employees in setting their own goals, and align them with the organizational goals. You should make sure that the goals are SMART: specific, measurable, achievable, relevant, and time-bound. This way, you can create a sense of purpose, direction, and accountability for your employees.

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Kamila Meneses

Guest Experiencie | Guest Relations | Quality Manager | Front Office | Consultoria | Mentoria | Hospitality
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As metas devem ser adaptadas para atender às necessidades organizacionais e individuais, dependendo da causa raiz da situa??o. é essencial realinhar o foco dos funcionários em dire??o aos objetivos de sucesso de longo prazo da organiza??o, promovendo a transparência para fornecer visibilidade clara aos funcionários. A defini??o de metas deve seguir uma abordagem de cima para baixo, garantindo que quaisquer altera??es feitas no nível superior sejam reduzidas em cascata para as metas individuais dos funcionários por meio de uma comunica??o transparente. Essa abordagem garante que todos estejam alinhados e trabalhando para o sucesso da organiza??o, aumentando assim a satisfa??o e a felicidade dos funcionários.

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Ashish Bhartiya

Top Voice - Leadership | Telecommunication Services (Top 1%) | People Management | Management Consulting | Business Development | Team Leadership | 5G Open RAN,BSS,OSS | AI | Strategy & Operational Excellence
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Goals should be tailored to address both organizational and individual needs, depending on the root cause of the situation. It's essential to realign employees' focus towards the long-term success goals of the organization, fostering transparency to provide clear visibility to employees. Goal-setting should follow a top-to-bottom approach, ensuring that any changes made at the top level are cascaded down to individual employee goals through transparent communication. This approach ensures that everyone is aligned and working towards the organization's success, thereby enhancing employee satisfaction and happiness.

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3 Provide regular and constructive feedback

The third step is to provide regular and constructive feedback to your employees. You should recognize their achievements, appreciate their efforts, and celebrate their successes. You should also provide them with constructive criticism, coaching, and guidance to help them improve their skills, performance, and potential. You should use both formal and informal channels to give feedback, such as performance reviews, meetings, emails, or chats. You should also encourage your employees to give feedback to you and to each other, and create a culture of openness and trust.

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4 Support learning and development

The fourth step is to support learning and development for your employees. You should offer them opportunities to learn new skills, acquire new knowledge, and expand their horizons. You should also encourage them to pursue their interests, passions, and career aspirations. You can provide them with training, mentoring, coaching, or other resources to help them grow and develop. You can also create a learning environment where your employees can share their experiences, insights, and best practices with each other.

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Kamila Meneses

Guest Experiencie | Guest Relations | Quality Manager | Front Office | Consultoria | Mentoria | Hospitality
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Apesar do baixo engajamento dos funcionários, priorize o aprendizado e o desenvolvimento ao: 1. Programas personalizados: Adapte o treinamento às necessidades individuais. 2. Iniciativas de engajamento: conecte o aprendizado às atividades de engajamento. 3. Envolvimento da lideran?a: Incentive os gestores a defenderem o desenvolvimento. 4. Reconhecimento: Reconhe?a as conquistas de aprendizagem para aumentar a moral. 5. Cultura de Feedback: Solicite insumos para refinar as iniciativas de L&D.

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Ankita Majumdar

Human Resources Specialist | Skilled in Payroll, Recruitment, Onboarding, Employee Engagement, Performance Management & Exit Processes
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Despite low employee engagement, prioritize learning and development by: 1. Personalized Programs: Tailor training to individual needs. 2. Engagement Initiatives: Connect learning to engagement activities. 3. Leadership Involvement: Encourage managers to champion development. 4. Recognition: Acknowledge learning achievements to boost morale. 5. Feedback Culture: Solicit input to refine L&D initiatives.

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Arnila Gunaratne

Founder & Chief Educator | Entrepreneur | Certified Trainer-PoSH(Prevention of Sexual Harassment)
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Being supportive and providing opportunities for growth and learning is very important to maintaining engagement in the team. Even if it is something like a wellness course or mentoring for the team, these types of initiatives can go a long way. There should be a mix of all kinds of learning types as what works for some may not work for others. Some employees may prefer more formal training, while others thrive in more informal, collaborative settings. Offering a variety of options allows each individual to engage in the way that is most effective for them.

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Sanjana M

HR Strategy | Talent Community Manager- Hudson | Ex- Turing
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Organisations can offer learning modules that can help enhance employees interest & help in their career growth. The modules and programs can also be resources for career enhancement. These can be roadmaps tailored to meet each employees goals.

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5 Empower and involve your employees

The fifth step is to empower and involve your employees in your organization. You should give them autonomy, flexibility, and responsibility to make decisions, solve problems, and innovate. You should also solicit their ideas, opinions, and suggestions for improvement, and act on them. You should also create opportunities for your employees to collaborate, cooperate, and network with each other, across teams, departments, and levels. You should also promote diversity, inclusion, and respect for your employees, and value their differences and contributions.

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Prati Kalani-Kaufman

Founder @SmallBizMarketing | Committed to Small Business Success | Marketing and Human Energy Expert
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Give your team the freedom to make calls, solve problems, and innovate. They've got great ideas - listen up and put them into action! Breaking down silos and encouraging cross-team collaboration is a win-win. Celebrate differences and respect everyone's contributions.

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6 Monitor and evaluate the results

The sixth step is to monitor and evaluate the results of your engagement strategy. You should measure the impact of your actions on the key indicators of employee engagement, such as satisfaction, motivation, alignment, recognition, development, and communication. You should also track the outcomes of your engagement strategy, such as performance, productivity, quality, innovation, retention, and loyalty. You should also collect feedback from your employees, and use it to adjust and improve your engagement strategy. You should also communicate the results to your employees, and acknowledge their role in achieving them.

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Prati Kalani-Kaufman

Founder @SmallBizMarketing | Committed to Small Business Success | Marketing and Human Energy Expert
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Track how your efforts impact key areas like satisfaction, motivation, and teamwork. But it's not all about feelings - look for results too, like increased productivity and innovation. Get feedback from your employees - they're the heart of it all! Use this intel to fine-tune your strategy and keep the momentum going. And don't forget to celebrate the wins together - transparency and recognition are confidence boosters for everyone!

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your organization is suffering from low employee engagement?

1

2

3

4

5

6

7

1 Assess the situation

2 Set clear and meaningful goals

3 Provide regular and constructive feedback

4 Support learning and development

5 Empower and involve your employees

6 Monitor and evaluate the results

7 Here’s what else to consider

People Management

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What do you do if your organization is suffering from low employee engagement?

1

2

3

4

5

6

7

1 Assess the situation

2 Set clear and meaningful goals

3 Provide regular and constructive feedback

4 Support learning and development

5 Empower and involve your employees

6 Monitor and evaluate the results

7 Here’s what else to consider

People Management

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