What do you do if your organization's employee engagement is low?

You need to understand why … Rather than just send out a survey, also hold focus groups, as you often hear more depth in these However, low engagement signals a poor culture, and if people are afraid to speak up, you won’t get to the root cause So people need to believe leaders want to hear the reality, and more importantly they need to believe change will happen Otherwise they are taking a risk speaking up and nothing changes These things are often 2 way…people need to trust you to tell you what’s really going on And then once you understand, you need to address it via clear actions, with responsibility and timeline Chances are high that behaviours will be part of the issue … and these are often difficult to address

Engagement is a direct outcome of leadership impact. If engagement is running low the check needs to be done on the leadership you it is imperative that we understand either the leadership is not communicating right or they are not transparent and are not right role models by the virtue of their actions demonstrated on the ground.

Start by working with HR to analyze employee sentiment through surveys and feedback channels. GenAI can be a powerful tool here, sifting through this data to identify recurring themes and pinpoint root causes of disengagement. Is it a lack of growth opportunities? Unclear communication? Feeling undervalued? Once you understand the "why" behind the low engagement, explore solutions using GenAI again. It can personalize learning and development programs, suggest tailored recognition rewards, and even power AI chatbots to answer employee questions and streamline processes, freeing them up for more engaging work.

- Assess the situation to understand the root causes of low engagement. - Will provide transparent and frequent communication channel to address concerns and keep employees informed. - Will ask employees to provide feedback and suggestions for improvement. - Recognition and Reward should be implemented for the participations. - Encourage teamwork, promote work-life balance, and create a supportive culture.

By followings: (1) Increased various learning & training session (2) Arranged various cultural event (3) Arranged annual picnic (4) Focus on team work etc.

When it comes to understanding and improving employee engagement it’s important to create avenues for two-way communication. While it is important for employees to have various modes of communicating their needs and feelings to the organization and its leaders, leaders need to be clear about the ways they will communicate transparently and honestly about the results of engagement surveys and the plans for improving engagement. The org should also communicate progress along the way and continually pulse employees to see how they feel about action plans to close the engagement gap.

Micromanagement, weak leadership, lack of rewards, limited resources, pick-and-choose policies by seniors rather than talent orientation frequently result in low employee engagement and performance. The good news is that the performance is not static and can be enhanced with the proper support. The same management approach is not effective for all employees. Regular surveys can help discover areas for improvement and measure progress over time; nevertheless, this is a fairly complicated subject that can be developed more.

Understand Voice of Customer (VOC), our employees through surveys. Get low scoring areas. Conduct RCA in discussions with operation teams and design employee programs accordingly. Where coarse corrections required in policies decisions are taken accordingly, while communication of Organization initiatives to employees is equally necessary. Transparent feedback and ownership culture is next step for high employee engagement.

Here's a game-changer: open dialogue. Yup, it's all about encouraging managers to have those heart-to-heart chats with their teams. Regular, meaningful conversations create trust and let managers understand their team members' experiences and challenges. It's like peeking into their aspirations and concerns. Plus, when you value and act on feedback, you show you're committed to their well-being and professional growth. It's a win-win!

Giving and receiving feedback is essential to improving employee engagement. The challenge is ensuring the feedback is clear and effective, not vague and ambiguous. Helping managers understand how to give feedback is the key to making sure that feedback is valued and acted upon. Otherwise, it could do more damage then good.

Appreciation goes a long way! One way to enhance employee engagement and morale is creating a rewarding culture. It starts from Managers owning up the responsibility of rewarding performance at the right time and not delaying it. Other way is having right balance of monetary and non-monetary rewards. I mean who doesn’t like a ‘Pat on the Back’ or a genuine ‘Thank You’ for a good job done!

Celebrate and recognize achievements, no matter how big or small, to show employees they're valued. Customize the programs to fit your company culture, making sure they're inclusive and fair. Personalized appreciation goes a long way in boosting morale and motivating employees to keep up their stellar performance.

Implement recognition programs to celebrate achievements, big and small, making employees feel valued. Customize programs to fit your company culture, ensuring fairness and inclusion. Personalized appreciation boosts morale and motivates employees to excel.

I’m always take care of every employees engagement among them all. If anytime it might be any miscommunication occur make sure to resolve them on time. Time to time engagement activities, training provided for mistakes and misunderstandings.

It's important to establish a culture of recognition that incentivizes the behaviors that align with your company values. Can you connect recognition to the behaviors you hold dear? Also, personalization in recognition programs provides a lot of bang for it's buck. By providing customized rewards and flexibility tailored to each team member's unique preferences, you maximize the recognition impact given. There are AI tools and platforms out there that make these programs easily customizable.

It is important to encourage Employees to Dream. People become more engaged in their life and their work when they believe the future can be bigger than their past. When the leadership encourages to identify the employees dreams they can help to create a plan to gain new skills that would help them be a well rounded person. This would make the employees happy and more productive, Its a win/win. Fortunately the Internet has many resources available which is very helpful for career development. The leaders can ask their employees "what do they want to get better at so they can keep growing". This helps to attract and retain the right people in the team as they become the Life long learners who want to reach their full potential.

Offer training, workshops, or mentorship programs to help employees enhance their skills and advance their careers. When they see a clear path for growth within the organization, they become more engaged and committed to their roles. And guess what? Investing in their professional development can bring innovation and improved performance to your company.

It is basic to let the employees be creative and have "space and freedom". With the opportunity to grow through options such as training, courses, or even a cross-training program to expand their abilities, knowledge, and skills.

Organizations need to accept the reality that the pandemic lockdowns have proven that most employees can work remotely. Doesn’t mean that on-site work has no benefits. Work-life balance exploration should consider hybrid work for jobs that can be performed remotely. On-site work is important to foster relationship building and engagement, which ultimately dictates true organizational culture. However, a balanced home life greatly benefits work performed. As a result, behind every organization’s work-life balance exploration, should include offering work flexibility such as remote and hybrid work, where it may apply.

If your organization's employee engagement is low, focusing on development opportunities can make a significant difference. From an individual perspective, offering employees access to training, mentorship, and career advancement programs shows that the organization is invested in their growth. This not only helps employees feel valued and motivated but also enhances their skills and job satisfaction. By prioritizing professional development, you create a more engaging and fulfilling work environment that can drive higher levels of commitment and enthusiasm among your team.

Take a look at your current policies and think about introducing flexible working hours, remote work options, or extra time off. When employees feel their personal time is respected, they bring their A-game to work. Balancing work and life commitments leads to a happier and more productive workforce.

If your organization is facing low employee morale, start by actively listening to your team's concerns, acknowledge their challenges, and communicate transparently. Implement initiatives that foster a positive work environment, such as recognition programs, team-building activities, and opportunities for professional growth. Regularly seek feedback and involve employees in decision-making to boost their sense of ownership and commitment.

Rather than spending all your efforts in creating balance, investigate on how can you make work a more pleasurable experience to your employees. How can work feel lesser tedious, painful and an obligation as opposed to fun, engaging and exciting. Example: a highly ambitious individual may appreciate more be involved in new projects and meaningful work than being given an extra two or three hours time off work. It's important once again to personalize your interactions to understand what work-life balance looks like for your team members.

Absolutely. Work-life balance is crucial for employee well-being and engagement. By offering flexible hours, remote work options, and sufficient time off, employers demonstrate respect for their employees' personal lives. This fosters a happier, more productive workforce.

It's not enough to provide the options — your organization's leadership has to actively model the balance. If the entire executive team works 60-80-hour weeks, middle management may feel compelled to do the same. It trickles down. If leaders take time off and actually unplug, it shows that the company means what it says. They make it safe for others to follow. They show that they're human and need to recharge and replenish their own resources —?and that everyone else needs to as well. Burnout is at an all-time high; leaders should not only be modeling good behavior but also be actively encouraging their employees and teams to set, communicate, and maintain their own boundaries to create work/life alignment.

To address low employee engagement, HR should conduct surveys to identify issues, foster open communication, offer professional development opportunities, recognize achievements, implement flexible work arrangements, and promote a positive work culture. Regular feedback sessions, mentorship programs, and team-building activities can also help boost morale and engagement levels.

Trouble shooting is the first thing to do, this can be done by engagement survey, or in person interviews with focused groups, or both. Pay more attention on the feedback on leadership and business processes, finding root causes and solutions, and keep continuous improvements.

When higher-level needs ( Ref - Abraham Maslow's hierarchy of needs) such as self-actualization, esteem, and belongingness are not met, it can contribute to diminished motivation and disengagement in an employee. To address these employers need to provide staff with opportunities for Growth and Development; Recognition ( Not just monetary) & Advancement which in turn will promote a sense of belonging and create a more engaged and motivated workforce.

Employee Engagement is a multi-faceted concept. But in general, we need to understand that high and positive engagement is triggered through elements in an organisation that employees see as important to have in their working life. It is about the things that matter for most employees, just to name some of these: 1. Rewards and recognition 2. A culture of belonging snd teamwork 3. Career opportunities 4. Communication 5. Inspiring Leadership 6. Meaningful work 7. Wellbeing Senior Leaders often have a more positive, and often are surprised when they see employee survey results. These surveys are key to get a picture about engagement elements. But more essential is the actions following a survey to make employees’ lifes better.

As you work through the steps of identifying the causes of low employee engagement and enhancing the employee experience, there is one big element to put at the forefront. Ensure that you have the commitment of Exec leadership. This is key because as you discover the WHY, you will need the prioritization of Exec/Senior leadership as buy-in for your initiatives. Make it a point to be clear as to what you want to do to improve the engagement alongside the importance of support from that leadership team.

Struggling with low employee engagement? Here are some friendly tips: - Listen actively to employee feedback. - Recognize and appreciate achievements regularly. - Provide opportunities for growth and development. - Foster a positive work-life balance. - Encourage open communication and transparency. - Lead by example with supportive leadership. Celebrate wins, big and small. Let's create a workplace where everyone thrives! ??

To understand the problem start by realizing the root cause. It can be done through surveys or having one-on-one conversations. We can implement initiatives such as mentorship programs, R&R programs to boost morale. Encouraging open communication channels for feedback and suggestions. By investing in employees professional growth we will be empowering them which indicates that the organization value their growth. Monitoring progress continuously and adjusting strategies will help to foster a positive culture.

The classic mistake that HR should not do …. Is standardis the offering into a program or recognition or ….. Remember one size do not fit all and focus should be in increasing CONNECTION with employee by personalising and customising offering for relevant stakeholders.