To hear some people tell it, employee engagement is at an all-time low. But is that actually the case? Or is it yet another myth, thought up by people who clearly don’t have enough to do? Possibly, if the people who think up these ridiculous notions were more engaged in their jobs, there would be fewer inaccuracies in the world today. Let’s take a look at some of the most popular myths regarding employee engagement to see whether or not they ring true.
Employee Engagement Is the Responsibility of the Company
It boils down to a simple question: “Can you be motivated by another person?” The answer is “Yes…BUT”. A better answer might be “maybe”. It is the responsibility of the employee to engage. But it is ultimately the role of management to create an environment in which their employees actually want to engage. Overall, it involves choice, much like motivation. You can motivate someone to do something. You can’t make them do it. It’s a 50-50 proposition at best when it comes to both engagement and motivation.
Employee Satisfaction – Workplace Happiness – Employee Engagement
Don’t confuse employee satisfaction with employee engagement. Satisfaction is contractual and transactional. An employer provides the basics (emotional safety, physical safety, resources and tools, compensation) for the work an employee does. Ideally, the work they do and their employers compensation balance each other out. There is a transactional contract of sorts and should equate to satisfaction for both parties involved.
Not transactional however, is engagement. This is more of an emotional state. An engaged employee will feel committed, energetic, and passionate about their work. That employee will invest their hands, minds, spirits, and hearts into what they do. Experts say, however, that an employee can feel happy at their job but still not feel engaged. Whereas, your heart and spirit may be involved in the emotion of happiness, that does not involve the hands and mind, which is what is required for engagement.
Can You Create Employee Engagement with a Survey?
Well, does taking your blood pressure fix hypertension? No. It’s a good place to start, but it isn’t a cure all. Once you identify a problem, you have to do something in order to fix it. If employee engagement is low, taking a survey to find that out isn’t going to repair the problem. Creating a plan of action and acting upon it is the only way to change and, therefore, score better on the next employee engagement survey.
More Perks Equals Better Employee Engagement
Swag like T-shirts, free dry cleaning, and foosball tables in the workplace might out-perk a businesses’ competition, but does it make for a satisfying workplace? In reality, tactics like this may work for a while, but they only last so long. Even if an employee gets a new standard of living through a higher level of income, dissatisfaction can rear its ugly head again. Human nature dictates that the more you give someone, the more they expect. And that rings true in this case. It’s not necessarily about the perks – it’s about a company working with its employees, together, to drive results and be top performers.
And Finally – Disengagement Is Common in Today’s Workforce
According to statistics, the numbers are staggering – but not in the sense that you may have thought. In reality, the truly disengaged members of today’s workforce only equal about 5%. Of course, there are different levels of engagement. Usually, this ranges from disengaged to situationally engaged to key contributors to fully engaged.
How is the engagement of your employees? Are you handling travel time pay, paid hours, payroll, etc. correctly and efficiently? When your payroll department makes a mistake, it can have a direct effect on employee morale and how they do their jobs. Would you like to have more control over employee hours and pay? TRAXPayroll can help. Contact us here to find out how we can be of assistance.