HR Tips

Facing a deep disengagement

10 tips to convince talents #5

Tip#5 – Facing a deep disengagement 

Employee disengagement: Never seen before!

According to a Gallup study, Western Europe has the lowest employee engagement rate, at 11% in 2021. That is 9% lower than the global average.

There are three main reasons for this.

First, compensation. In a war for talent, salary plays an increasingly critical role. Expectations are changing, and employees whose pay does not keep pace with the general trend may feel shortchanged.

Second, the relationship to work. The Covid crisis has impacted our society in profound ways and the labor market is no exception. Health restrictions have forced many workers to practice their profession from home.  They have discovered a new way of working, one that is characterized by a certain flexibility. This is now what most people are looking for: a work environment that is in tune with their situation and adaptable. Some people also question the need to be in the office when they can work from home as well. This can lead to a better work-life balance. However, teleworking is a double-edged sword: it promotes flexibility but can also develop a distance from the company.

Third, the quest for meaning. Many workers are looking for a job that is in line with their personal values and ambitions. Many employees feel trapped in a position with no prospects for advancement. Others suffer from a lack of recognition from their hierarchy or no longer find themselves in the company culture. These elements combined can lead employees to question the meaning of their work.

Better safe than sorry

Of course, this is not inevitable. Managers have the means to improve the retention of their talent. However, this requires a certain amount of flexibility on their part.

Here are our 5 tips to avoid disengagement of your teams: 

  • Listen and dialogue. Whether it’s through a survey or weekly meetings, a manager needs to establish a dialogue with their employees. The topics discussed can be salary satisfaction, morale or well-being at work. The important thing is to understand the employees’ needs and to try to meet them as best as possible.
  • Allow your employees to work at the location that suits them best. The hybrid system allows for a tailor-made work organization, whether it’s 100% face-to-face, 100% teleworking, or a mix of the two. The idea is to give the choice, when possible. The work organization must be flexible, adaptable to all circumstances, while keeping the link with the employees, through weekly meetings and informal exchanges. In conclusion, offer your employees the best possible work environment.
  • Ensure prospects for development. Possible internal mobility can be a source of motivation for your talents. They need to be aware that they are not stuck in one position and that opportunities exist. It also shows the company’s confidence in its staff. It is important to make an objective assessment of your employees’ current skills and where they need to improve in order to consider training and/or promotion.
  • Highlight the successes and accomplishments of your employees. It’s important for them to know that their efforts are not in vain and that they are contributing to the company’s overall success. Celebrate successes and encourage your team. This will definitely increase your employees’ commitment to the company.
  • Monitor your HR data. Tracking key figures and setting targets will show real motivation on your part to improve your company’s internal organization. It will also allow you to identify areas for improvement. Here is a non-exhaustive list of indicators to track: Employee Net Promoter Score, turnover rate, internal promotion rate, average time to hire, the absenteeism rate.

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