The Jigsaw Interactive Blog

5 Common Causes of Decreased Employee Engagement

Engagement is a key focus for HR departments. Employee engagement is a global problem that costs companies hundreds of billions of dollars.

The causes of employee disengagement aren’t cut and dry. The top drivers of employee engagement can be mitigated by HR and management strategies that involve the employees.

Understanding some of the common causes of decreased employee engagement and addressing these can help minimize this challenge for your company.

Poor On-The-Job Relationships.

Work experience is critical for employee engagement. Data shows that only 24% of employees “feel strongly connected to their co-workers.” Many employees relate this disconnection between themselves and their co-workers to management.

Managers who fail to create an environment where cross-functional relationships can thrive only increases separate between departments. Team building seems to be missing the mark. According to the same survey, just 27% of employees think their company does a great job of building and strengthening a team environment.

Building a strong and collaboration relationship between employees is critical to employee engagement because it enhances the working experience.

Lackluster Employee Recognition Programs

Unfortunately, few employees feel their company values them. So why continue to work hard if no one seems to care or  notice? Studies repeatedly show that employee recognition programs increase engagement.

Employees frequently report that when management recognizes their hard work, they will continue to strive for excellence in their job so the company experiences a substantial increase in engagement.

There are countless ways to implement an employee recognition program, including providing a rewards program based on the personal preferences of your team along with company and public recognition.

No Opportunities for Development

Approximately 50% of all managers believe they provide plenty of opportunities for professional growth and development for those who report to them.  Howevr, less  than a third of employees feel their managers provide these opportunities.

Boosting engagement through professional development opportunities starts by understanding your employees’ career goals. That can only happen if you’re talking to them. Check in with your employees periodically to see what they want and how they feel about where they are in the company.

Employees are looking for training opportunities designed to help them grow and advance. Depending on your employees, upskilling is an excellent opportunity for stronger engagement and employee retention.

Lack of Management Transparency

Want a one-way ticket to kill morale? Then don’t be transparent.

Employees agree that dishonest and less than direct management has a very negative impact in the workplace. They consistently report that management is not forthcoming with information that helps them understand critical components of what’s happening in the company. 

When management fails to provide employees with the information they need to thrive in their job and understand where the company is going, employee engagement will decrease.

Culture is Not Offset By Perks

Measurable factors such as health insurance, salaries, and workplace perks rarely influence employee engagement.

The top drivers of employee engagement have more to do with the work environment and how employees feel valued.

Enjoying work, company culture and an environment that supports career goals are far more important for employee engagement. Companies need to focus on building a strong and supportive culture.

How Improved Training Can Offset Employee Dis-engagement

Each of these issues has one common theme —they can be improved through quality and effective training.

Quality employee training plays an important role in socialization between employees and it fosters an environment for healthy expectations and desires. When employees’ desires are fulfilled through an understanding of what their organization has to offer there is an increase in engagement.

Training drives employee investment, helps them see where they fit in the organization and empowers them to excel.  Building dynamic training programs designed to engage your employees during training will increase employee engagement and strengthen employee retention. 

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