Improve employee engagement
What Causes Low Employee Engagement?
Engagement problems, such as quiet quitting, cost companies billions of dollars each year. Each disengaged employee costs your company at least their full salary, as their productivity is a fraction of what you would expect. You often have to involve additional resources to fire and replace that employee. Engagement is a direct result of company culture and leadership. Factors contributing to employee engagement have been scientifically validated for decades by tools such as the Areas of Worklife Survey.
According to The Areas of Worklife Survey, the six dimensions of employee engagement with your company are:
- Workload
- Control
- Reward
- Community
- Fairness
- Values
Thus, if your company is experiencing low engagement levels, it is likely due to one of the following:
- Excessive workload
- Insufficient autonomy
- Lack of reward
- Absence of community
- Unfairness
- Values mismatch
Unmitigated, the above organizational malfunctions lead to low engagement, increased employee burnout and inevitable productivity drop. In June 2021, Haystack conducted a study on burnout in the UK, surveying 258 engineers. Out reporting 83 percent of engineers feeling signs of burnout to some extent. Out of the study participants, 83 percent, 55 percent, a majority reported “great” or “moderate” levels of burnout. The COVID-19 pandemic only exacerbated burnout. 81 percent of engineers reported feeling more burnt out due to COVID-19. 62 percent of which said that it was true to a “great” or moderate extent.
By leveraging proven tools, we can help you identify the root cause of your engagement problem and create a two-pronged strategy for dealing with your engagement issues. One, we can look at different areas of your organization and see where you can improve processes and apply leadership training. Two, we can train your employees to deal with adverse external factors better. For this, we developed a framework and a coaching program that has been proven to work in different organizations and raised the engagement level in those teams to 95-100 percent.
