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Workforce Engagement is Sinking. How Can You Turn the Tide?

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Have you noticed that workforce engagement and motivation are slipping? You’re not the only one. In April, Gallup confirmed that U.S. workforce engagement declined from a high of 36% in 2020 to 34% in 2021.

2022 hasn’t been any better. This year, only 32% of full-time and part-time employees told Gallup they’re engaged, while 17% say they are actively disengaged.

What’s happening here? Why is work engagement declining? And what can you do to prevent burnout and unnecessary resignations on your team?

Why Is Engagement In a Slump?

Every business is different. However, there are some common trends we can point to as we search for underlying reasons for decreased engagement.

Burnout, high turnover, and poor communication are among the most prevalent causes. And these problems only get worse when good employees stop caring. That’s because new team members tend to look to high-achieving colleagues for advice, motivation, and guidance.

Let’s look closer at each of these factors:

1. Burnout

While burnout can be linked to chronic hustle culture, return-to-office concerns also are playing a role. After many people were forced to work from home in 2020, they’ve grown accustomed to choosing where and when they work. Now, when called back to the office, many want to hold on to remote or hybrid work models and flexible schedules. Who can blame them?

When employees feel they’re losing a sense of choice over their work, or they recognize an imbalance in work/life responsibilities, they’re more likely to disengage or “quiet quit.” No wonder this phenomenon has been gaining traction during the past year.

2. Turnover

All this dissatisfaction naturally leads to higher employee turnover, which (no surprise) also influences engagement.

On one hand, welcoming a new coworker or manager can be exciting. However, the learning curve that comes with getting a new team member up to speed can create a work imbalance for veteran employees, even if it’s just for a short time.

This imbalance can create feelings of resentment, especially when engagement is already suffering for other reasons. As a result, more people could decide to leave. And if you don’t pay close attention, this can spiral into a very costly vicious cycle.

3. Poor Communication

When organizations try to accommodate hybrid, remote, or flexible work, it can be hard to communicate effectively. Virtual meetings provide more flexibility and enable a sense of work-life balance that many employees now prefer.

But if instant messaging or online video calls are your team’s only form of communication, this isn’t a sustainable way to work. If you don’t use these tools wisely, it puts effective collaboration and productivity at risk. For strong results, you need a plan.

How to Lift Workforce Engagement

Current engagement numbers don’t look good, but that doesn’t mean HR and business managers are powerless. Some U.S. companies have been able to increase workforce engagement despite difficult circumstances. Here are four solutions that can help you improve:

1. Create a Game Plan for Remote or Hybrid Work

Not all companies are able to offer remote, hybrid, or flexible scheduling opportunities. If yours does, then make sure you develop and execute a supportive strategy, so everyone in these roles can succeed.

As previously mentioned, flexible work opportunities are likely to create confusion among employees if work processes and expectations aren’t communicated clearly or executed thoughtfully. Core workplace principles like accessibility, transparency, and inclusion are especially important.

Talk with your managers and colleagues to get their input about remote work practices they recommend for your organization. For example, you may find that using apps like Slack, Teams, or Monday to conduct brief daily online meetings will add a layer of accountability.

2. Encourage Employees to Take Time Off

42% of U.S. employees say they haven’t taken a vacation in the past year. That’s a huge percentage. Working too long without a break will only make stress and burnout worse.

Encourage your staff to take their allotted PTO by creating a culture that supports taking time to rest and recharge. If you are on the leadership team, set an example. Take your time off and try not to respond to work messages outside of working hours.

3. Invest in the Right Tools

Another important way to prevent burnout is by investing in the right tools for your staff. Note that this isn’t just about technology. It may mean you’ll need to purchase new software or update existing technology. But it can also mean outsourcing specific activities to a specialized services provider.

Start by identifying the bottlenecks in your team’s workflows. Then consider any solutions that can reduce or remove redundant or unnecessary tasks. Think in terms of cost-effective ways to automate and streamline work activities.

4. Strive to be Approachable and Transparent

In a healthy workplace culture, communication moves freely to and from all corners of the organization. It’s not just about a top-down flow, but bottom-up, and side-to-side as well.

If employees aren’t comfortable voicing their opinions, feelings, and suggestions, they’re more likely to burn out. To lift engagement, commit to creating an open work environment that welcomes feedback and ideas at all levels.

This is less about formal initiatives and more about consistent behavior among leaders and managers. It’s about showing up every day, listening, and being responsive.

Final Thoughts

Many factors are contributing to the recent decline in workforce engagement. Although the solution may seem complex and out of reach, try some of these recommendations. I think you’ll be surprised at the difference it makes in the way employees view your company and their work.

More often than not, people want to do their jobs. But when little things like lack of information, inefficient technology, mundane tasks, lack of support, and strict schedules pile up, it’s only a matter of time before people start to disengage.

Be the boss that steps in and reignites the passion that got your employees to apply in the first place. If you keep at it, engagement is sure to follow.

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After the COVID-19 Crisis: The Inevitable Evolution of HR [#WorkTrends]

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Few global events have dramatically transformed the world of work as the COVID-19 crisis. Perhaps the most critical issue to the modern workforce, its impact will be felt for some time. Along the way, the pandemic placed our HR teams in the middle of enormous change. And today, HR departments lie at the heart of the transformation. Indeed, we’re watching and living the evolution of HR — in real-time.

While keeping dispersed teams motivated and engaged, how will HR teams keep up with the change still happening in workplaces every day? How will HR work with leadership to drive oh-so-needed successful business transformations? What will we change first… and how will we make it last?

Let’s discuss…

Our Guest: Lisa Dodman, Chief People Officer at Unit4

On #WorkTrends this week, the Chief People Officer at Unit4, Lisa Dodman, joined us to talk about the change happening in workplaces across the world — and what HR departments can do to lead and enable successful business transformations. Recently, Unit 4 underwent a transformation of its own, renaming its “Human Resources” department “People Success.” All because, as Lisa said, “…we are in business for people. People Success is about putting your people first.” So who better to talk to about the inevitable evolution of HR?

I asked Lisa about the most significant challenge her People Success team has faced since the pandemic began. Lisa told us, “During a pandemic, you must have a ‘people first’ value, front-and-center. We created a focus on safety and wellbeing. We safeguarded jobs while we created practical engagement solutions. And we helped our managers recognize and help employees who may be struggling.”

“Crisis does create opportunity — and we were out there, for our people and their families.”

Evolution of HR: Building a Better Normal

Lisa and I talked about Unit4s award-winning work — and further about their own transformation, including programs like “Freedom of Choice” (including limitless vacation days), “Fit4u,” and “Unit4 Kids.“ I then asked Lisa what HR can do now to build, in her words, a “better normal.” As we wonder how the post-pandemic workplace will take shape, Lisa’s answer made so much sense. 

“First, we must put wellbeing at the top of the agenda, where it is needed. Then, post-pandemic, as people return to a better normal,  HR must be able to move at speed. The work environment is still rapidly changing; this is not an easy journey.”

“Our role as People Success, or Human Resources, is important: We must help people on that journey.”

Unit4 is living their “people first” value. And I couldn’t be any more impressed. 

Is your company, as it looks ahead to a post-pandemic workplace and the evolution of HR, ready to put people first? If not, perhaps you should connect with Lisa on LinkedIn — and start a conversation of your own.

 

We thank Unit4 for sponsoring this episode of #WorkTrends!

 

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Strategies for Managing Workplace Reintegration [#WorkTrends]

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Since the coronavirus pandemic began, one question has been on everyone’s minds: When can we go back to normal? Of course, many areas are seeing cases and hospitalizations drop. And more of us are getting vaccinated. So that question has become: When can we go back to work? Or, from the perspective of employers: How will the best companies safely begin the workplace reintegration process while reducing risk and taking good care of employees?

Unfortunately, this issue comes with a great deal of gray area — especially among workers that remain concerned for their safety. So on this episode of #WorkTrends, we set out to learn the answers to these questions. And we had just the right person to ask…

Our Guest: Phillip Maltin, Commercial & Employment Risk Control Attorney

Joining us on #WorkTrends this week is Phillip Maltin, a trial lawyer for litigation powerhouse Raines Feldman LLP. Phil is Chair of the firm’s Commercial & Employment Risk Control Department, which provides advice, counseling and trial representation in employment and commercial matters. 

Early in our conversation, I asked Phil a question on the minds of many business and HR leaders: Can an employee — perhaps due to a fear of catching the virus — refuse to come back to work? Phil’s answer shows us just how carefully companies must approach this and other sensitive issues:

“The employer gets to control the workplace. If they need the employee to come back, that person’s got to come back. But if the employee has a disability — an auto-immune deficiency that puts that person at greater risk to one of the COVID variants, perhaps — the employee and employer must enter the interactive process required by state and local laws.” In other words, an employer must assume there may be no two situations exactly the same — and they must be ready to take each case one at a time. Phil’s advice: Engage directly with the employee by saying:

“Let’s talk about the things we can do for you that will help you get the job done — and help you get back here safely.”

Workplace Reintegration: Focus on Respect

Phil and I went on to talk about many other elements of a successful return to work strategy, including how to handle workers who wish to stay remote. We also discussed how the harsh political landscape and headline issues like social justice and sexual harassment might impact the workplace once we’re back in the office. Phil continued to dispense solid advice:

“We must remind folks of their obligation to treat people with respect. To honor the feelings and choices of others and to support anti-harassment and discrimination policies. Go through this with the common theme of respecting each other.”

As you know, the process of workplace reintegration won’t be easy. But after listening to this important episode of #WorkTrends, please take Phil’s advice — and treat everyone with the respect they’ve earned since the COVID-19 pandemic began.

Want to follow Phil’s work and benefit from more of his wisdom? Connect with him on LinkedIn and Twitter. 

 

Image Created by Total Clean

Coronavirus Checklist: How to Safely Return to Work [Infographic]

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Once upon a time, we assembled around the office coffee machine to discuss what antics happened over the weekend. Now, of course, COVID-19 has wholly transformed our outlook on life, work, and cleanliness — and cleanliness at work. Which means that before returning to work, your company needs a Coronavirus checklist.

Returning Safely to Work: First Steps

The last year has been unsettling enough, and for many going back to work can be just as nerve-wracking. Coupled with waiting our turn for a vaccination, it’s a lot to take in.

“It’s important to know that while vaccine administration is underway, businesses still need to make sure their workplace is ready for staff to return, whenever that may be,” says Carlos Garcia, Managing Director at Total Clean. “The safety of the workforce during — and beyond — this pandemic should be at the forefront of any business owner or leader’s mind.” 

If you’re a business leader, now is the time to think about a recommissioning plan, including having a system (and when we say “system,” a checklist should do the trick) in place for recording which areas have been cleaned and at which times. Also, have qualified contractors on the ready should you have systems that need servicing. Bonus tip: Consider keeping those contractors on standby should you require emergency decontamination should someone becoming ill with Coronavirus. 

A Coronavirus Checklist

To be as prepared as possible, check out this infographic from Total Clean. Here, you’ll see what to do when it is finally time to go back to work — even if that is in shifts or cohorts to start. As many organizations have already learned, re-acclimation starts with the systems (HVAC, fire, and water) that need your attention first. You’ll also learn how to:

  • Level up on cleaning procedures
  • Look after employees
  • Reduce risk
  • Reduce touch points
  • Reinforce social distancing (even after people start to feel safe)

For even more information on preparing your workplace — and workforce — for the inevitable return to work, check out this guide from Total Clean. Then, make sure your company is completely ready for the return to work.

 

return to work infographic