With only 33% of U.S. employees feeling engaged at work, according to Gallup, that means the other two thirds of the workforce are not engaged. Disengaged employees can cost your business. Specifically, they experience 37% higher absenteeism, 18% lower productivity, and 15% lower profitability. If you multiply those costs by your number of non-engaged employees, you are losing a lot of money. Beyond recognizing the problem, what can be done?
Employee Engagement Defined
Across industries and organizations, employee engagement has a big impact on what employers care about. Engagement affects turnover, retention, productivity, performance and the extent to which an employee is willing to help out a colleague in need or to go above and beyond defined roles. These are outcomes of how employees feel about their jobs or of their attitudes toward their jobs. Employee engagement, or job attitude, is how an employee thinks, feels, and behaves in relation to their work.
Leadership’s Role in Engagement
Supervision and leadership can shape these attitudes. They are a big component of employee engagement. If employees feel their supervisor empowers them and is supportive and listens, then employees are likely to have a positive attitude about their work. They are more likely to work harder and persist when times get tough, and they are more likely to help out their colleagues.
Employee engagement is the extent to which employees devote time, energy, and effort at work. The highest level of engagement results in employees facing meaningful challenges at work while enjoying the support, resources, and confidence to address those challenges. The workplace environment can either help or hinder employee engagement. How can we create an engaging environment?
Creating an Engaging Environment
By measuring commitment and dedication along with the effectiveness of the work environment, employers can begin to use these metrics to measure progress in improving upon employee engagement. By developing a system to determine employees’ pride for their work and for the organization, employers can create conditions that allow employees to be effective in their jobs while removing barriers to productivity. Gather input by seeking perspectives on how are we doing? What are we doing well? And what can we do better?
Increase Engagement and Productivity
Ask your supervisors and leaders to build a path that leads to answering “yes” to all of these questions:
Is there an understanding and personal connection to your organizations’ values and goals among employees?
Is there support and encouragement for the goals the organization and the individual departments developed? What does excellence and quality look like?
Is communication open among all parties to build trust with both direct supervisors and organizational leadership?
Do individuals have support for their professional development? Are there opportunities for employees?
Are interactions respectful and are contributions recognized regularly?
Do employees have autonomy to accomplish work and empowerment to make decisions?
Are roles, responsibilities, and performance standards communicated?
Is there cooperation and the sharing of ideas across departments? Is the organization intentional about interdepartmental collaboration?
Do people have what they need to do their job well?
How is the work distributed? Is it in line with the organization’s goals and vision?
Let Optimum Staffing Solutions Guide You
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