Effective employee engagement is critical in today's workplace. When your workers are engaged, they are more satisfied with their job, more devoted to your organisation's goals, and more loyal to your company as a whole.
Employees that are engaged are more inclined to go above and beyond to take your company to the next level.
Understanding the reasons that impede employee engagement can assist you in determining what to emphasise when developing your people management strategies.
Here are some of the most prevalent employee engagement issues that firms face today:
Let’s discuss them one after another below.
The first impediment is a misunderstanding of what involvement entails. Some people linkeffective employee engagement with job satisfaction, morale, or even happiness.
However, it signifies much more than that.
Employees who are engaged with their jobs are:
So, employee engagement goes way beyond just liking, sharing, and commenting on firm’s polls and surveys. It connects an employee with the organisation at a deeper level.
When both management and employees are pessimistic about employee engagement, it may be a barrier. In today's world, cynicism is rampant. A cynical viewpoint is often negative, expressing the belief that people are always selfishly motivated and act in self-interested ways.
Those who challenge engagement on these grounds may dismiss it as a managerial fad aimed at getting employees to work harder for less money, security, and praise. In short, less of everything.
In summary, a true cynic will not regard employee engagement as a genuine effort, but rather as the newest management ploy to persuade employees to work harder for no reason.
Bureaucracy has the potential to be another barrier to involvement since rules and procedures in bureaucratic organisations must be followed regardless of how relevant they are to a circumstance.
Above all, control, rather than results, is treasured.
Workers in these environments may lose hope and become alienated since they must work hard to have their ideas acknowledged or approved to make common sense adjustments.
A lack ofwork-life balance is a fourth obstacle to involvement. Some organisational leaders want their employees to put their personal lives on wait in order to put the organisation first on all occasions.
When the economy is bad, some managers—and other employees—feel forced to work as many hours as possible in order to look productive to their employers.
Their greatest concern is that if they don't put in additional effort, they will be the next victims of downsizing. It is impossible to be totally involved under these conditions since workers feel forced, however gently, to be on the job.
However, time spent at work does not always correlate to productivity (or job security) since the value of time spent at work is determined by how it is spent.
The fifth obstacle tosuccessful employee engagement is capricious supervisors who make choices depending on who asks rather than on evidence. They make judgments, but then swiftly reverse their decisions, and not necessarily for clear reasons.
Workers who work with such bosses are disengaged because they do not believe their thoughts are respected or supported.
An organisation with a well-aligned leadership staff and a well-defined plan is ready to take the next step. Begin with an annual workplace poll to determine where your firm stands on the trust spectrum.
You may also utilise a mobile app for employee engagement to poll even more team members. Do employees have faith in the company, or are they wary of new initiatives?
The leadership team cannot afford to take trust for granted. Decisions and actions that prioritise employee interests will establish a solid foundation.
Face-to-face contact is, of course, the most effective. Senior Workplaces offer regular, frank, and transparent meetings so that employees may hear directly from top leaders and ask questions.
Aligning leadership around a cohesive plan requires time and effort.
Executive teams are certain to have blind spots and preconceptions.
In this endeavour, objective and frank employee data, as well as a solid benchmark to lead the dialogue and be your finest guides. External perspectives, such as those provided by board members, will be beneficial.
While analytics are crucial, keep in mind that stories and examples have a greater impact on people than statistics alone.
Building on the list above, create a story that demonstrates why focusing on employee engagement is a win-win situation. Employees gain from purposeful, pleasurable work, and the business benefits from a more devoted and energetic staff.
Leaders at Top Workplaces are considerably more likely to get feedback from individual rank-and-file employees on issues such as important department decisions, process improvement, and customer service.
Obtaining these insights might be difficult for many leaders. And it's much more difficult to hear when the input doesn't match what the leader wants to hear. Asking – and listening – is essential for any firm that wants to improve employee engagement.
Top workplaces also know how to draw on collective expertise. Leaders create safe, productive environments for workers to explore concerns, make sense of issues, discover solutions, prioritise solutions, and commit to action plans.
uKnowva HRMS, a Human Resource Management System, has created a game-changing technology to give organisations with smart and innovative solutions to enhance human resource management, allowing customers to build a future-proof firm with more informed and data-driven decision-making!
In the fields of robotic process automation (RPA), cognitive intelligence, and cognitive conversation, uKnowva HRMS has the unique capability of mixing AI with the talent management system.
uKnowva has created RPA interfaces that connect with the client's current systems, discover essential data from the system, and modify tasks and outputs.
uKnowva's AI in HRMS solution gathers data from the talent management system.
The AI's primary function is to provide team managers with a "happiness index," which provides insight into each employee's performance.
It also allows you to customise your succession based on a variety of parameters. Most industry solutions focus on people management, growth, and acquisition, while uKnowva's unique solutions focus on employee engagement.
uKnowva's HRMS includes an intranet, which is a comprehensive collaboration tool with services such as
It offers customers a seamless experience by enabling complete visibility through its user-friendly software, which is cost-effective. Then lays out intelligent insights that bring transparency to work.
Effective employee engagement is not difficult to achieve and maintain when you take the right steps. Go through the above blog post once more to get clarity on where and how your organisation is lacking in deploying employee engagement at a certain level and pace.
Also, connect withuKnowva HRMS customer support system to implement its technology in your systems for increased employee engagement.
With the shift in the way we work, companies are finding ways to increase their employee’s efficiency rates.
A study already suggests there’s a 47% increase in workflow productivity while working from home. But not every company can afford that.
Another survey concludes that people are planning to return to their workstations. But some companies and employees want to try hybrid work styles now that they have worked from home during a pandemic.
In conclusion to this scenario, we can say there is no one fit working module for employees after COVID-19. After research and multiple surveys, acceptance of this fact puts immense pressure on HRs to developemployee skills.
That’s why, today, it’s imperative to learn executable employee efficiency improvement tips. Implementing these in the organisation, despite the location, boost internal branding and retention rates.
In the end, employees prefer the company over others in the loop when they think of leaving.
Improve employee efficiency score in your organisation by delegating tasks to the eligible workforce. This delegation is easier when you hire right from day one using therecruitment engine features on uKnowva.
When employees love their assigned tasks, their productivity also automatically improves. That’s why this is one of the most fruitful andexecutable employee efficiency improvement tips available in the listicle.
Allocation of projects and related tasks is easier using theProjects & Timesheets features on uKnowva. HRs can also check previously completed projects and the productivity earned from there.
Accordingly, the reporting managers too choose the apt list of their team members for a particular project. This is a time- and cost-saving tip.
Communication is an important part of skill development in an employee. More so for employees working remotely or at isolated locations.
With communication over a social intranet network, teams build trust amongst each other.
When messages deliver quickly, communication floats faster. This solves queries upfront. Then there is less or no misunderstanding between two or more team members.
This is one of the most favoured and practicedexecutable employee efficiency improvement tips. So employers too sharpen their communication skills because they have to persuade their subordinates to accomplish timely tasks.
Basically, clear-cut communication should be one of the pillars of building and improving employee efficiency scores.
That is from their first day in the company to the last. It leaves them with a lasting impression of the company culture too.
Theemployee management system in the firm helps set time-bound goals interactively. uKnowva is one example of such a system. In the HRMS, employees can set their own KPIs and give weightage.
The approval of the same can be from the relationship manager’s end in the same UI quickly.
The practice of setting up their own goals harnesses their entrepreneurial mindset in the long run. It’s a good habit to become self-reliant and independent at any firm.
When they set up their goals, they will work extra smart for those tasks. But, again, it’s a employees' psychological factor because then they will be accountable to themselves for the results they draw from their chosen KPIs.
One of the bestexecutable employee efficiency improvement tipsis to plan incentives for them. It’s in return for their street-smart, digitally proactive, or witty contribution. That could be towards any complex goal, task, or the entire project.
For example, if employees crack tough deals and bring in an unexpected number of leads to the organisation, they should get equally rewarded. These could include, but are not limited to:
This would boost their confidence in the company to work harder next month. Plus, they can unwind from the stress of achieving this feat by using these incentives. Finally, it shows the company cares about their contribution – small or big.
Help and train employees as a core part of theskill development. They need their managers, leaders, or seniors' support in this. At times, they are not aware of the skills they should sharpen.
That’s when HRs or reporting managers can study their project reports from theHRMS software. Reading and analysing them is helpful to guide employees to train certain skills: educational, technical, mentoring, vocational, and more.
If a company provides them with e-learning modules, even remote working staff can learn and earn their value as an employable resource.
Overburdening employees with work can discourage them from using their full potential.
To overcome this obstacle to achieving higher efficiency rates, HRs must encourage employees to find that balance of quality and quantity with their KPIs.
Here, anemployee management system can work fruitfully. Using that tool, employers can know if their employees are working punctually or not. The signs that employees are overburdened include:
So, when there is a fine balance between quality and quantity of work, these problems reduce automatically.
Then employees feel charged up with high motivation and morale. They want to complete their work before the deadline and unwind later. That’s because they also pay attention to their work life cycle quality.
Allowing feedback to drive the company’s growth for better internal branding is among otherexecutable employee efficiency improvement tips to follow.
An honest exchange of constructive feedback and the desired action leads to better productivity between teams. If teams’ work portfolio improves; eventually, the company’s net profit and sales funnel expand.
This practice is important because then employees can work on their weaknesses and sharpen their strengths. As a result, a company internally improves and becomes better at managing people because of this habit.
Conclusively, employees feel their opinions matter. Then they have a scope of a better career in a firm that listens to and acts upon the exchanged feedback.
Improving employee productivity and efficiency is no less than a feat, especially when a company is growing and still figuring out its company.
However,executable employee efficiency improvement tips mentioned above promise employees an easy, genuine, and interactive journey. They aspire to stay longer in the firm if these tips are implemented from day one.
Contact us for your HRMS instance today!
Employees have gone through drastic transitions in their traditional work styles during the pandemic. They now contemplate working at companies where their inputs matter the most.
The COVID-19 situation across the country has helped them realise that salary is not the only driving factor for them to work.
On the flip side, HRs and managers too have started coming up withemployee recognition ideasto understand the corevalue of employee recognition.
For example, if an employee is duly rewarded and appreciated, firstly, they would connect with the management at a deeper level. Later, the recognition program influences top-performers to stick to their job roles instead of shifting their company.
In this blog, such factors to analyse the value of employee recognition are discussed in detail.
Disengaged and demotivated employees in a large firm cost$550 billion a year. Such stats automatically compel managers to rethink their employee engagement and motivation programs.
For this reason,employee recognition software – uKnowva has gained core importance during the pandemic.
Using this tool, team members connect with each other transparently. They are eligible to share their honest opinions via polls, surveys, chat boxes, or notice boards.
Managers observe it all on the tool because it ensures that employees are showing up to work. Additionally, they directly reply to their team members’ posts, polls, and surveys to solve issues within a click or two.
A Blueboard study also showed that 40% of their employees felt motivated to stay in the company for this particular reason.
Their morale and want to stay in the firm boosted. That’s when managers replied to their queries online on time. As a result, their user and team engagement increased by 60% to 70%.
During the pandemic, many employees diverted from the company’s vision due to limited physical connection. But it also allowed team members and HRs to change their perception of bringing inclusion in the company culture.
So, theemployee recognition program includes formulating to boost employee appreciation and sense of belonging. With small gestures like wishing employees on their work anniversaries and birthdays on Social Intranet, employees appreciate the company’s efforts more.
That’s where virtual team-building activities also improve employees’ attitudes toward the company culture. For example, receiving impromptu mentions on the Social Intranet can be welcoming for demotivated employees working in isolation.
This continued practice from HRs and hiring managers offer better employee experience to the workers: remote or otherwise. In addition, they have a positive perspective for their workplace changes with simpleemployee recognition ideas listed above.
When a company loses a good employee, it invests about 150% more to hire a replacement. That is why retaining employees is a core factor that describes thevalue of employee recognition to employers.
Because of this factor, we can surmise thatemployee retention and employee recognition have a direct connection. Without receiving timely appreciation or recognition, an employee will feel disconnected from the team.
They will start showing less interest in delivering work on time. That is the misalignment of employees with their organisational goals, which later compels them to leave the company.
But when employees indulge in regular wellbeing activities, at least 60-65% of employees would not think of shifting companies. This score improves even more when using theuKnowva HRMS instance.
For instance, if an employee rates their performance against their predefined KPIs in the system, they know they deserve the upcoming recognition. This practice builds integrity and a sense of responsibility for achieving their professional goals during their tenure.
At times, these targets can be challenging. But when they know the result will be fruitful with generous rewards, that thought alone motivates them to stay longer.
Employees, especially when working alone from their homes, need to socialise. Digital interactions can improve their mood, empower them to talk, share opinions, and bring ground-breaking changes to the organisation.
Then if they are rewarded accurate recognition, that’s a plus point. There could not be a better place for them to work if they get applauded by the entire team for their efforts.
This happens only when the company culture promotes clear-cut communication through fast, easy-to-use, and intuitive interfaces. Besides that, new and existing employees can useemployee recognition software to directly stay in contact with each other.
This depicts a level of trust as there is no ego from any person in the organisation to solve complex business issues promptly. Furthermore, executing this strategy helps HRs to train and develop their employees to think like the firm’s true brand ambassador.
Because loyalists would not leave the organisation amidst the pandemic situation. Instead, they develop thought-provoking ideas to streamline their activities and work on new challenges. This results in enhanced employee productivity and a calmer mindset while tackling tougher projects expecting a timely delivery.
A workplace should be thefavourite place for an employee to empower and engage. That's because they spend 8-10 hours every day there. And if the company is not fun to work, they will become demotivated.
What makes a company favourable and loveable, so employees keep turning to work on time, is how managers treat their employees. Thecompany culture should be strong, robust, boost DEIB factors, and be wholesome.
Anemployee recognition program assists HRs in carrying forward a stronger company culture during and after the pandemic.
With its tomorrow-ready features like the flexibility to log in/log out, 100+ add-ons, catchy news feed, thevalue of employee recognition only increases. Because then employees build better team connections even while working remotely too.
Plus, automating their boring and lengthy tasks would mean they focus on more interesting tasks at work. That’s one deciding factor making their workplace favourable enough to extend their expected tenure.
Thevalue of employee recognition is recognised amongst the 5 factors narrated in the blog post above. These points show that employee engagement, retention, and company culture closely define how well these people are recognised in a firm.
When employees are regularly nurtured, appreciated, respected, and listened to, they want to stay longer in a firm. Multiple studies already conclude that statistics.
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