10 Reasons Your Employee Engagement Program isn’t Working and How to Fix it

Why Your Employee Engagement Program isn't Working

An organization that does not portray defined employee engagement programs does not produce the desired outcomes. 

Most organizations often overlook employee engagement programs despite the managers knowing their importance. Due to this ignorance, many have been very unsuccessful in achieving a good employee engagement program. So, now the question that arises is, where is the disconnect? 

Ten reasons why your employee engagement programs fail

Here are ten ways you can falter when engaging with your employees.

1. Lack of good communication 

All firms have set goals and mission statements with a strategized way to achieve success. But most of the time, these are not communicated properly to the employees.

Consequently, it leads to failure in employee engagement. No one would like to be blamed for something that they were not informed of properly.

2. Bad listener 

Unfortunately, nowadays, employers don’t try to develop a one-to-one relationship with their employees. This only leaves the employees to fend for themselves. As a result, they feel disengaged.

3. Incentive programs losing their essence 

Incentive programs are very common practices that companies follow. These programs and competitions do ignite interest and motivation among the employees.

However, they mostly turn out to be short-lived; their essence fades over time. These programs are great for the short term, but they fail to help in the long-term objectives.

4. No employee recognition 

It has been observed and studied that only one in four employees feel valued in a company. This paints a sad picture of the manager. Many employees nowadays do not feel valued in the company. This leads to disengagement, less productivity, and quitting of the job.

Recommended Read: A Comprehensive Guide to Employee Recognition

5. Lack of transparency

If a manager or employer expects his employees to be transparent about their work and everything else, it should also be reciprocated.

Lack of management transparency to the employees is one of the biggest morale killers. The sense of a mistrustful environment around them either naturally makes employees want to leave or demotivates them to a great extent.

6. Lack of sense of company culture 

Employee engagement does not only mean how the employees can relate to each other. The employees may socialize and have fun outside work.

But it does not mean that they are fully committed to their work the rest of the time. Those employees who lack the sense of company culture will not seek help from their co-workers when they need it.

7. Ignoring the core values 

Companies hire their employees mainly based on the core values that set them apart. Core values include how they treat their employees and clients. These values constitute a major force of employee engagement.

And, these same values entice an employee to join the company. However, experience shows that such employees are also the ones who do not follow a company’s values.

8. No development at the professional level 

Monotony is one of the greatest reasons for employee disengagement. An employee must feel that there will be chances for development in their work. For instance, their good work will receive recognition in the form of a promotion.

Otherwise, they will only end up with a feeling of being crushed in a mill every day. A work that gives no excitement or motivation will sour the most optimistic employee in the room.

9. Lack of true emotion 

When discussing with employees about a plan or goal, most employers talk a lot about strategies and backup plans. These clearly have great content but no emotion.

Without true emotion being sensed in the employer, the employee will not be motivated to change anything. Emotions drive everything, and that is what makes employees stick on.

10. Static approach 

The employer must frequently keep a check on the work and engagement strategies in an organization, etc. So, if there is a need for improvisation, it can be done at the right time. Unfortunately, this is absent in most organizations these days, causing a complete disconnect.

How to Fix It?

Let us look at a few approaches to establish successful employee engagement programs.

  1. The managers must follow an “open-door policy.” Employees must feel that they can approach them anytime with any issue without hesitation.
  2. Improve the ways of communication. Employers must make every employee feel inclusive. At the same time, they must be able to direct the work to them effectively.
  3. One of the best employee engagement programs is seeking suggestions from employees. This will make them believe their opinions matter. As a result, they will take more interest in their work.
  4. Being aware of the company culture in the truest sense. It means knowing that it includes having a connection with each other and their company and their clients.
  5. Employers must conduct frequent evaluation procedures of their employee engagement. This is to rectify any identified errors immediately. Use some top employee engagement apps and software.
  6. Most importantly, employers must practice what they preach and have a good ear to listen. This will surely enhance engagement.
  7. Employers must implement changes. They should also have regular communication with the employees. These are crucial to employee engagement programs. 

In conclusion

Employee engagement programs are not something that can be established overnight. It needs time to develop. It requires a lot of contribution from both the manager’s and the employees’ end to foster expected results.

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