5 Signs Your Organization Needs To Signal The Alarm On Engagement

By Jayson Krause, Managing Director of Level 52 & Author of The Science Behind Success

It’s probably not shocking for you to read that employee engagement is a crucial aspect of sustained success. When employees are engaged, they are more productive, more likely to stay with the company, and more likely to go above and beyond to achieve those mission-critical targets. When employees are engaged, the organization’s results are simply better. However, most companies struggle with employee engagement, and the consequences can be significant. Employees who are disengaged are more likely to leave the company, more likely to be absent from work, and less likely to contribute to the organization's success.

If you're a business owner, HR manager, or team leader, it's your responsibility to be aware of the indicators of engagement issues within your organization. Awareness is the entry point to transformation and in this article, we'll outline the five indicators that your organization may have engagement issues. Because, as we teach leaders in our programs, once you see there’s a problem, it’s your job to do something about it. (We’ll provide some actionable steps you can take to address these issues and create a more engaged workforce in our next article.)

Indicator #1: High Turnover Rates

One of the most obvious signs of engagement issues is high turnover rates. If employees are leaving the company at a rapid pace, it's a strong indication that there are problems with engagement. When employees feel disconnected from their work or disengaged from their colleagues and managers, they are more likely to seek employment elsewhere. When they do, replacing them is likely to cost anywhere between 50-400% of their annual salary, depending on their experience and specific skillset.

To address high turnover rates, start by examining why employees are leaving. Be prepared to hear the hard stuff without taking it personally. Conduct exit interviews to gather feedback from departing employees and use that feedback to make changes to your leadership style and organizational culture and policies. Consider offering more opportunities for professional development and career growth, and work to foster a positive work environment where employees feel valued and respected.

Indicator #2: Low Employee Morale

Another sign of engagement issues is low employee morale. If your employees seem unhappy, disengaged, or unmotivated, it's a clear sign that something needs to change. Low morale can manifest in a variety of ways, such as a lack of enthusiasm for work, decreased productivity, and negative attitudes, which can spread quickly and erode the engagement of others inside the organization.

To boost employee morale, start by listening to your employees. Ask for their feedback and ideas for improvement, and take their suggestions seriously. If you listen and don’t do anything about it, it can be just as damaging (perhaps even more) as not listening at all. Show appreciation for their hard work and celebrate their successes. Offer incentives and recognition programs to reward highly engaged employees, and create a positive work environment by fostering open communication, collaboration, and teamwork.

Indicator #3: Lack of Employee Initiative

When employees are disengaged, they are less likely to take initiative and go above and beyond in their work. You might hear statements like, “That’s not in my job description,” or “That’s above my pay grade,” or “Not my problem.” If you're noticing a lack of employee initiative, it's a strong indication that engagement is a significant issue. Engaged employees are more likely to take ownership of their work, seek out new challenges, and look for ways to innovate and improve processes, regardless if it’s in their job description or not.

To encourage a culture of employee initiative, provide opportunities for autonomy and creativity. Give your employees the space and resources they need to take ownership of their work and encourage them to take risks and try new things. Of course, you must be prepared to accept the outcomes when risks don’t pan out, so be prepared for the adventure. Foster a culture of innovation by recognizing and rewarding employees who come up with new ideas or solutions, and provide opportunities for professional development and growth.

Indicator #4: Poor Communication

Effective communication is essential for a healthy work environment, and it's a critical component of employee engagement. If a tree falls in the forest and nobody is around to hear it, does it make a sound? In our opinion, it does not. For a sound to exist, it needs a receptor and the same applies to the way you communicate. Thinking you communicated something is different than it being received. When communication is poor or lacking, employees may feel disconnected from their work or uncertain about their role in the organization. This will lead to confusion, frustration, and disengagement.

To improve communication in your organization, start by being transparent and open with your employees. Provide clear expectations and goals, and communicate frequently and consistently with your team. Encourage open and honest communication, and create channels for feedback and suggestions. Consider implementing regular check-ins or team meetings to ensure everyone is on the same page, and be responsive to employee concerns or questions.

Indicator #5: Resistance to Change

Organizations that struggle with engagement often face resistance to change. Change is hard and unless you have an engaged workforce who is willing to embrace the pain that goes with changing processes, attitudes, and habits, the people in your organization will want what we call “easy street.” Employees who are disengaged are hesitant to embrace new ideas, technologies, or processes, which makes it difficult for your organization to evolve and grow, so it keeps you stuck where you are.

To address resistance to change, start by communicating the benefits of the changes you want to make. Help your employees understand why the changes are necessary and how they will benefit the organization and its employees. Provide training and support to help your employees adapt to the changes, and create a culture that values innovation and continuous improvement. Encourage your employees to provide feedback on the changes and to share their ideas for improvement.

The Bottom Line

Employee engagement is critical for organizational success, and it's not easy to achieve if your leaders aren’t doing the right things in the right way. If you're noticing signs of engagement issues, it’s up to you to take action to address them. By prioritizing employee feedback, investing in professional development, creating a positive work environment, providing opportunities for autonomy, and communicating consistently and transparently, you can likely take steps to boost engagement and create a more productive and positive workplace culture.

Stay tuned for our follow-up article: What You Can Do To Address Engagement Issues.