3 solutions for the global employee disengagement crisis

In 2022 only 21% of employees felt engaged. This means that out of 100 employees, nearly 80 of them don’t bother to go the extra mile for their employer. It’s becoming a big problem, because disengaged employees are more likely to leave, call in sick, and are less productive. Disengagement can cut productivity in half, costing businesses globally over $7.8 trillion in lost profits.?

Luckily, there’s also some good news. If HR managers commit to the new way of working and connecting with employees, they can turn the disengaged crisis around.?

What is the cause of employee disengagement?

It’s a common misconception that disengaged employees are lazy or lack intelligence. If we take a look at common causes for disengagement, it becomes clear that the company culture, management, and work environment are what cause disengagement. Not the people.?

Common causes of disengagement include:?

• Limited opportunities for social connection and collaboration with colleagues
• Insufficient training or resources
• Feeling like they are not being heard, or their opinions don't matter
• Feeling undervalued or unrecognized
• Lack of trust or communication within the team or organization

If we look closely at these causes, we find that they can be solved by improving the internal communication, change training into microlearning, and giving employees a voice with surveys.

1. Improve internal communication

When communication is clear, consistent, and effective, it can help employees better understand each other's work and objectives, which can lead to more productive and collaborative teamwork. Improved communication can also help employees feel more connected to the organization and to each other, which can foster a more positive and engaging work environment. By using easily accessible platforms for regular communication, employees can feel more comfortable reaching out to colleagues for support or to collaborate on projects. Overall, improving internal communication can stimulate collaboration and social connections, which can lead to a more productive, engaged, and connected workforce.

2. Make employee training fun with bite-sized microlearning

Microlearning involves breaking down training content into smaller, bite-sized pieces that can be easily absorbed and retained by employees. By incorporating microlearning into an employee app, training can become more accessible, engaging, and effective. Employees can learn at their own pace, on their own schedule, and in a way that suits their individual learning style. This can lead to increased retention of training material and improved job performance. Additionally, by making training more fun and accessible, employees are more likely to participate, engage with the material, and feel motivated to improve their skills and knowledge.

3. Give employees a voice and gather valuable feedback with surveys

Employee surveys can contribute significantly to employee engagement by giving employees a voice and gathering valuable feedback for HR managers. Conducting employee surveys is a win-win for both parties because it:?

• Gives employees a voice: Give employees an opportunity to provide feedback and share their thoughts and opinions about their work environment, job satisfaction, and other relevant topics.
• Identifies issues: They help you to identify issues or challenges within the organization.
• Provides feedback: Surveys enable HR managers to assess the effectiveness of HR policies, training programs, and other initiatives.
• Helps with decision-making: Make informed decisions about employee engagement initiatives, such as implementing new training programs or improving communication channels.
• Builds trust: Conducting employee surveys can demonstrate that the organization values employee feedback and is committed to improving the work environment.?

In conclusion, employee disengagement is a serious problem that affects organizations across the globe. By creating a positive work environment, providing opportunities for growth and development, and using effective communication and feedback channels, organizations can foster a culture of engagement and increase employee satisfaction and productivity.

By taking action now, organizations can improve their bottom line, retain their top talent, and create a workplace that employees are excited to be a part of.