As a society, we are more disconnected from one another than ever before. The pandemic sent us home from work. After some adjustment time, we appreciated the benefits of not needing to commute, and having autonomy over our schedule. We weren’t prepared for the downside—feelings of loneliness and isolation.

Isolation

Even if you didn’t love your co-workers, you’ve missed your work wife or husband and the everyday camaraderie. Being cooped up in a cramped apartment with your children or operating out of a spare room in the house that was retrofitted as an office, you’ve lost touch with the outside world.

We have been through two dreadful years, worried about catching or spreading the disease. For many, our primary source of social interaction comes from Zoom calls and the Amazon and DoorDash delivery people. Day after day, the ties of old friendships have frayed and we’ve drifted apart from work colleagues and society.

The Gap Between Billionaires And Workers

Millions of Americans were furloughed or fired during the pandemic. While that happened, the CEOs were lavishly paid. In an unanticipated set of events, the stock market cratered in early 2020 and then skyrocketed higher, setting all-time record highs. Top executives and CEOs made fortunes.

The gap between the average worker and leadership was larger than ever before. Seeing Mark Zuckerberg, Elon Musk, Bill Gates, Tim Cook, Jeff Bezos and others earn millions and billions of dollars, while you’re just trying to hang on, made people bitter and resentful. It shouldn’t come as a surprise that workers are having a tough time being engaged in their work.

Employee Engagement

Employee engagement is a term used to gauge how involved employees are with the company. It measures a worker’s drive, participation, motivation and commitment. Being engaged at work is critical for the success of the individual, business and customers. If a person loves what she does for a living, derives meaning and purpose in her daily responsibilities, she’ll do a great job. Her boss, peers, subordinates and customers will appreciate her efforts and show their gratitude.

If you are happy and invested in the company and know that you’re appreciated, people will notice. Customers and clients will sense that you care. Conversely, if you are dissatisfied and disgruntled, you’ll make everyone you interact with feel miserable.

According to a recent Gallup poll, only 33% of American workers are engaged in their jobs. Over 50% self-reported that they’re “just showing up” and 17% describe themselves as “actively disengaged.”

What Happens When You’re Disengaged

Disengaged workers lack real close connection to their job. They go through the motions. They’ll likely talk badly about a manager behind their back, gossip, spread rumors and treat customers and clients rudely.  There’s no interest in participating in company events and outings. This toxic attitude is like a cancer growing, destroying everything around it.

It is up to company leadership to ensure that people are engaged. They need to make sure that whether it’s in the office or remotely, the employee feels comfortable, appreciated and happy. Leadership must outline a set of core values that instill a feeling of trust, respect, dignity, appreciation and career growth.

Shared Company Values

These principles must be treated as meaningful rather than just nice corporate buzzwords. It’s important that both prospective candidates and current employees share the company’s values of a positive, collaborative work culture. Having passionate employees with team spirit, the company becomes better, stronger and leads to customer satisfaction and leadership within their space. It’s an ideal way to attract, recruit and retain people.

Hire The Best And Set Them Free

To enhance engagement, hire talented, passionate and ambitious people who are competent in solving the tasks for which they have been hired and take ownership in their roles. Once hired, leadership should trust them and offer the freedom to execute their work in whatever way is most efficient and effective.

Instead of forcing certain work hours and days in the office, allow people to do their jobs in the way it’s best for them. Supervisors should forget about the old-school notion of face time and put a premium on productivity and output. The focus on tasks rather than hours means that any employee can organize their work hours and workplace in the way that supports them in delivering their best work.

Keep A Pulse On How Everyone’s Doing

Managers should keep in regular touch with their staff, especially if nearly everyone is working remotely. Studies show that Americans have been working longer hours during the workweek—and weekends too. It’s important that they keep an eye open to see if they are showing signs of burnout or other mental health issues.

Engagement is frequent one-on-one interactions with direct reports and ask them how they are doing and if they need help or guidance. Actively listen to their concerns and swiftly address them. Don’t take any criticisms personally; otherwise, no one will open up to you again. Try to offer team spirit and a collaborative environment to keep people connected with one another and not feel left out and forgotten.

Psychological Safety

Offer psychological safety. This means that as part of the overall culture, it’s okay to fail. If you make a mistake, you won’t be publicly chastised or fired. This philosophy will enhance engagement, as workers will feel that if they aren’t perfect, fail to meet a deadline or have trouble dealing with a task, that it’s okay. The boss and company will understand and get you the help you need to do your job. This could entail offering the services of mentors, coaches, continual education, upskilling and training.

It’s important to celebrate accomplishments and victories—no matter how small. It’s not just commercial success, but also to show appreciation and highlight the achievements of colleagues. When companies gain the reputation of publicly recognizing and rewarding employees, it propels the organization to the next level. The current employees feel proud, engaged and appreciated.

Winning The War For Talent

Cultivating engagement is mission critical in a Great Resignation and war-for-talent job market. Employees will happily stay and management doesn’t have to worry about unrelenting attrition. It serves as a great recruiting tool, as people will hear of the wonderful things happening at the company that’s empathetic and employee-empowering and the best and brightest talent will be excited to join up.

Source: Forbes