Not only can disengaged employees create a negative work environment but they can also cause a company to lose money. According to a Gallup poll, actively disengaged employees cause U.S. companies between $450 – $550 billion in lost productivity per year.
Employers need to recognize the benefits of investing in employee engagement. By increasing a company’s engagement by just 10% it can increase profits by $2,400 per employee per year. Companies with highly engaged employees consistently outperform their competitors because their staff is more likely to have above average productivity. Highly engaged employees are also 87% less likely to leave an organization than their counterparts, preventing / saving the costs involved in finding replacements.
In this article, we shall share 8 ways you can increase your organization’s collaboration and engagement.
Let’s dive in.
Management must lead by example
Employees often take reference from management. Extracting an example from a real life situation, some local MD would often sign off with ‘br’ followed by their name (br is abbreviation for best regards). It became something that many would follow as well. When it comes to organizational collaboration and engagement, leaders must consider their typical communication channel.
The common purpose
During a visit to the NASA space center in 1962, President John F. Kennedy noticed a janitor carrying a broom. He interrupted his tour, walked over to the man and said, “Hi, I’m Jack Kennedy. What are you doing?"
“Well, Mr. President," the janitor responded, “I’m helping put a man on the moon."
To most people, this janitor was just cleaning the building. But in the more mythic, larger story unfolding around him, he was helping to make history.
No matter how large or small your role, you are contributing to the larger story unfolding within your life, your business and your organization.
And when your entire team embraces that type of attitude and belief system, incredible things happen.
Work friendships make us feel safe, but they also help us perform at a higher level. Donald Clifton, the former educational psychologist who founded Gallup, found that these relationships are one of the strongest predictors of productivity. Gallup research has found that those who have strong work relationships are more engaged, produce higher-quality work and have a higher state of wellbeing. Organizational leaders can help foster these friendships within the company culture by encouraging interaction outside of the office or setting aside funds for group bonding time.
There is substantial research to show that diversity brings many advantages to an organization: increased profitability and creativity, stronger governance and better problem-solving abilities. Employees with diverse backgrounds bring to bear their own perspectives, ideas and experiences, helping to create organizations that are resilient and effective, and which outperform organizations that do not invest in diversity.
One condition that impacts workplace satisfaction and thus engagement is when employees have no choice but to work in environments that are saturated with stimuli. According to Susan Cain, author of the bestseller, “Quiet: The Power of Introverts in a World that Can’t Stop Talking,” many people perform best without others around them constantly. Despite this, she contends, teamwork is often elevated above all else. The result can be a psychological phenomenon that has been coined as “groupthink”—people’s natural inclination to succumb to peer pressure and go along with others rather than to risk being isolated by contributing a different point of view.
The way forward, according to Cain, is “not to stop collaborating face-to-face, but to refine the way we do it.” Instead of providing only open-plan work settings, Cain urges organizations to “create settings in which people are free to circulate in a shifting kaleidoscope of interactions,” and then be able to disappear into private spaces when they want to focus or simply be alone.
Connect with video
Culture is increasingly becoming a main factor in employee retention and acquisition. Creating and maintaining an office culture with remote employees can be difficult. Videoconferencing helps integrate those remote employees in the office environment so both they and in-office employees feel better connected. With videoconferencing, personalities shine through more and help reinforce relationships with colleagues. The people you hire are key factors in your organization’s culture. If your employees are happy and showing it, it will have a great effect.
Leverage a corporate social network
The benefits of implementing a corporate social network are manifold because they help not only with content, but with contacts, conversations and collaboration. «It’s not what you know, but who you know», as explained in PULSO magazine.
Because finding the right information depends on finding the right person to provide it. Knowledge workers increasingly solve more queries by searching their network of contacts. Employees can turn corporate social networks into a strategic tool to boost the value of their companies.
According to McKinsey, optimum use can double the potential value of a company and increase labor productivity by up to 25%. Moreover, 75% of executives believe that these networks will change strategies because they allow a geographically dispersed team to coordinate their ideas (79%), improve productivity (76%) and offer the ability to find information or experts with the speed necessary for decision-making (72%).
Use an employee engagement platform
Using an employee engagement platform such as Zippi will help to ensure consistency and cultivate any cultural change necessary to improve workplace collaboration. Such platforms help to bring employees together, provide a medium to manage tasks, goals, run polls and send appreciations, all with just a tap on the screen. Over and above, it could include an AI-powered chatbot called Jinie, to ensure mundane enquiries be handled and answered quickly without adding unnecessary burdens to any other departments.