5 problems caused by lack of employee engagement

Dealing with lack of employee engagement can be a nightmare for managers. Unmotivated people decrease income and can influence co workers to go the same way.

An aligned and engaged team is a dream for any company. But how do you make it happen? How do you know if your company is going through this?

In this text, we are going to talk about the main problems generated by the lack of employee engagement.By the end of it, you will be able to see if it is a problem that your company is going through or not.

Why do you need to maintain employee engagement?

The worst sensation is when you wake up to work and are already dissatisfied with it. Demotivation not only impairs professional performance but also affects personal issues.

Therefore, a company must make every effort necessary to keep the staff motivated and engaged. This helps to higher the energy to present solutions and be more productive on the work day.

We are not talking about giving everything the employee wants, but rather listening and understanding their needs. In addition to performing acts that will certainly bring better results to the team.

Top reasons that affect engagement

There are several cases that can demotivate a person. When talking about organizations, for example, the most common ones are:

• Lack of clear communication
• Confusing goals and strategies
• Non-existent career plan
• Absence of feedback culture
• Inefficient leadership
• Companies that grow and do not value the employee
• Lack of stimulus for growth

These are just a few of the most common examples. This recurrence ends up negatively impacting employee performance.

The consequences of lack of engagement

Among the main impacts, here are some of the 5 ones that are the worst for any company. See bellow:

1. Low productivity

When employee engagement is low, so is productivity.

Work ends up becoming an obligation, time does not pass and procrastination becomes the reality. In this way, time management is impaired, tasks accumulate and performance is far below the rates expected by the company.

2. High turnover rate

The lack of employee engagement makes them feel less and less part of the environment. The low yield generates discontent with the results. What usually happens is the exchange of employees, which causes a high turnover rate.

3. Poor quality services

When employees are not motivated, the quality of service decreases considerably. And, depending on the sector in which the disengaged person is, it can cause errors in an entire production chain.

In this way, the final product, or the provision of services is impaired, does not maintain the expected quality indexes and even affects the company’s image before the customer.

4. Toxic work environment

It becomes natural that other people are influenced by the lack of engagement of some employees. Coexistence among people in the organization begins to become toxic and unsustainable.

Conflicts become routine in the day-to-day work and, finally, they may even begin to harm each other’s work.

5. Lack of innovation

As we have already seen in the previous items, the lack of employee engagement affects productivity, communication, increases turnover, the work environment is no longer healthy and the final service turns to lower quality than necessary.

All of this means that people and the company do not try so hard to innovate, whether talking about technology, processes or solutions. Stagnation becomes routine and everyone ends up stuck in time, while other companies take advantage of the moment to gain strength in the market.

So, how to avoid a lack of employee engagement?

Engagement is built day after day, with positive attitudes, and with a collective effort. The main tactics for keeping an engaged team are:

Voice power and autonomy: when the employee feels part of a whole, he tends to be more productive and make a better effort to deliver more quality.

Rewards: the use of rewards for good performance tends to have good effects on organizations. Every job well done must be recognized and encouraged so that it becomes a routine for all employees.

Involvement and participation: encouraging the participation and involvement of employees in all spheres of the work environment allows them to better understand their position and stages in the entire organizational process. This visualization allows them to interact more and seek self-motivation to find new solutions for the company.

Clear and objective communication: being direct and clear in the company’s objectives facilitates the employee’s understanding, who will not create false expectations about his role within the organization.

Feedback: giving feedback on performance and evaluating the performance of employees within the company helps to find ways for professional or social improvement. The employee feels protected by the company and thus always goes in search of his best.

Gamification: Gamification is a tool that embraces a good portion of these practices. With it, it is possible to manage people, control tasks, use rewards, feedback and promote interaction between employees, improving the environment and inserting healthy competition towards innovation.

The fact is: a company cannot stand looking with arms crossed while its internal environment gives indications that it can collapse. It is necessary to pay attention to these details pointed out in this text and to put into practice attitudes to engage employees.

Have you been through a similar situation in any company or do you know of any other signs that impact on the lack of employee engagement? Tell us in the comments.