This question has become very common that are employees happy and motivated. This question created boom after social media beast started posting reels on social media platforms regarding in terms of office top management. Modern corporations need motivated workers who want to make a big impact both for themselves and their employers.
According to firm Gallup, about 50% of the workforce is “disengaged”-composed of people who do the bare minimum and are psychologically detached from their job. Another 18% of workers are “actively disengaged”: essentially checked out from their current employer and looking for another job.
The era of covid really hit hard upon most of the organizations in connecting with and motivating their employees. “If you think about it as a lack of engagement, that statistic, while maybe a little high, is not surprising,” says Alina Polonskaia, a global leader of Korn Ferry’s Diversity, Equity, & Inclusion practice.
To be sure, calling so many workers disengaged may be a stretch, as many say the phenomenon has to do with seeking a better work-life balance. Employees are still stuck between their personal and professional lives from last two years. “If you think of the pandemic as a big reset, then people are putting in new boundaries,” says Elise Freedman, a senior client partner and leader of Korn Ferry’s Workplace Transformation practice. “There are just more and more folks saying that there’s more to life than just work.”
Defining engagement is difficult as well. The most recent Korn Ferry study, which ran from 2019 to 2021, found a much higher rate of engagement—with six in ten of workers highly engaged in their jobs. Gallup’s perspective “tends to be gloomy,” says Mark Royal, a Korn Ferry senior client partner and engagement expert. “That’s a more encouraging picture,” he says of Korn Ferry’s study. “At the same time, it signals significant opportunities—with 40% of employees experiencing engagement gaps.”
Whatever the percentage, low engagement is the last thing leaders need today, given that they are already contending with a slowing economy worldwide, a stock market down 12% year over year, high inflation levels, and struggles over return-to-office plans. In response, Royal says, firms can help employees see how their organizations are preparing to emerge successfully from the pandemic and show them the career opportunities ahead. “Continue to listen to employees and show empathy for the issues they face and enable employees to work efficiently as well as hard,” he says.
The engagement should be set as priority in every organization to constantly keep employees motivated and happy in all terms. The organization should follow a cross-culture relationship where employees can talk to anyone on the floor with whomsoever, they are comfortable irrespective of their position.
Flo Falayi, a Korn Ferry associate client partner and executive coach, says the simple task of defining job roles and expectations from the start can go a long way. “It’s easy for people not to actively show up if expectations aren’t clear,” he says.
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