Whether you work in HR or marketing, own a business or are in middle management, a disruptive working environment can kill your company culture, motivation and shared passion. By disruptive, we don’t mean that person who changes your radio to the commercial station or brings in fish and eats it at their desk (although that’s another issue we need to look at!) By disruptive, we mean the employees who are actively dis-engaged with your business and who aren’t afraid to show their feelings.
There are plenty of warning signs of a dis-engaged employee, and the bad news is the feeling can spread like wildfire throughout any size company. Not every employee will approach a line manager or HR representative to discuss their concerns. Fear of losing their job (however much they dislike it) or inexperience in their career can lead to more subtle behaviour shifts.
Here’s what to look for.
· Showing a lack of enthusiasm
· Lateness – from deadlines to start times
· Unwillingness to discuss goals or career growth
Of course, we all have our moments when we get distracted by the latest LinkedIn updates or can’t face the day ahead without a strong expresso – but continuous behaviour in this vein can really rock the boat of your company, resulting in a ‘sinking ship feeling’. That might not mean that they walk out however - there’s a great phrase within the employee rewards and incentive industry - ‘There are two types of people who quit – those who quit and leave….And those who quit and stay.’
But what is the root cause of this shift in behaviour? A recent study has shown that in the workplace 40% of people felt that they were under-appreciated, 39% felt overworked and 34% were fed up with favouritism behaviours towards other team members.
The great news is there are all engagement factors that you can rectify and appreciation is critical. All to often saying thanks is something that is pushed back until ‘later’. “I’ll thank my staff when they hit their KPI” or “I’ll arrange an early finish when they complete that big project.” Sound familiar? Unfortunately, we’re all human. The sales pipeline might dry up. You might forget that thank them or you might thank the sales superstars – but not always make time for the people who put in ‘hidden work’ – the IT staff who undertake late night backups, the people who check the building every night for security gaps or the people who always take the time to make visitors a coffee, despite a heavy workload.
We recommend two solutions for businesses who want to pull the reigns on their culture before it slips. One is to offer an employee benefits platform with discounted rate gift cards and eCodes or similar perks. This works because it provides a long term, lasting feeling of thanks – the employees are in control of the benefits – at no cost to them. This can help if you are just starting to see slippage in company culture. If you need drastic action, and you’ve already run the due diligence in terms of job role, working hours, managerial competency and similar rectifiable issues, our next recommendation is to quickly activate an instant rewards programme coupled with ‘ears on the ground’. Seek advisors to identify hard workers and exceptional behaviour. Reward moments of brilliance with an instant gift card and a personal thank you, sent direct to their work email. Repeat, as often as needed. The word will spread. It’s also well worth taking a look at lighter benefits you could offer – a laundry collection service, free fruit, fitness classes, a quiet space to read, training classes or regular days out could all tie together to keep your employees checked in and engaged for the long term.
Have you had success with employee engagement by using benefits and perks?
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