Let’s make employees happy again!
Employees worldwide remain more disengaged than ever! A recent study by Gallop showed that only 32% of employees in the US are engaged. What’s more concerning is that 18% are actively disengaged.
What does active disengagement look like? Let’s take Harry for example. Harry works as a Systems Analyst for Ocsenteur, a multinational IT Services Provider that hired him 2 years ago. Harry was highly motivated for three months after joining. His extrinsic needs were being met by the lavish remuneration package he was offered at a time when IT Salaries were at a record high! Fast forward to two years, Harry got used to his swanky pay and got back to hating his job!
Now Let’s talk about Becca. Unable to fully recover from the damage COVID-19 did to her family and finances, she was never able to put in the hours needed to get properly trained and onboarded in her remote job. Her anxiety got severe when she started failing more openly at her job. Now, unable to cope with her family life and work life, she hates her job! She hates her life!
Both Harry and Becca are actively disengaged!
Harry’s active disengagement shows in his shoddy work, his poor attitude at work and his constant bickering with his coworkers. Becca’s disengagement shows in her regular absence, low energy and a general reluctance to take on more work.
Do you want 18% of your employees to be unhappy?
Unhappy employees are extremely likely to spread unhappiness by actively engaging in rumour-mongering and depleting team morale by disturbing the work-life balance of the rest of the team.
How can you make your employees happy again? You can do that by being transparent about their work journey with them at all times. Your hiring processes should weed out applicants who are likely to underperform in your organisation and your rewards systems should offer customised rewards to employees with a genuine need to work and the right skills but different needs than other employees.
Did you know that you could customise your employee’s career journey by offering a career matrix instead of a career ladder? You can statistically analyse to see who wants what and how much. You can really introduce pay-for-performance at your organisation, for real! You can unlock the real potential of flexible rewards by offering your employees ultra-flexibility at no added cost to your business.
Want to know how? Stay tuned to our blog!
