How much does a lack of engagement cost in your company?

Business commitment, also known as business engagement, is one of the most influential factors in an organization. When employees are motivated, losses are minimal, but when there is retention or job demotivation, the costs can be in the millions. For this reason, it is important to know, approximately, how much the sum is incurred due to the lack of engagement in your company.

However, motivation is not the only factor. For a company to prosper and avoid unnecessary expenses, it is necessary to have collaborative personnel who offer opinions and take initiatives.

In addition, superiors or leaders must listen to all complaints and proposals. In short, if you motivate and support workers, they will strengthen the company.

The true cost of lack of engagement in your company

According to Gallup Workplace, a lack of engagement in a company can result in losses exceeding $7.8 billion. This is a loss that cannot be ignored.

However, the lack of employee engagement is not solely their fault. In a country where less than 21% of staff are engaged, leaders must ensure they are motivated. But how to achieve it?

It might interest you: How to retain and motivate talent

Move forward in building committed teams

Today, there are seven keys that every good leader should put into practice to significantly increase employee engagement. These are:

1.Trust employees: Many companies make the mistake of believing that giving their employees autonomy can affect their performance. However, if employees feel valued, they will feel the need to offer their best.
2.Create safe work environments: As a leader, you must demonstrate that employees can share their ideas in a safe work environment, where they will not be reprimanded or mocked, but listened to.
3.Share the company objectives: One of the causes of losses is that the company does not share its philosophy with employees. Sell ​​the company vision, encourage workers to participate and they will commit.
4.Stay close to workers: Employees often feel that leaders are at a higher level. He shows that this is not the case, support them, treat them freely, listen to them and make them feel as important as their leader.
5.Encourage teamwork: Although some professional profiles can work better individually, there are others who prefer the company of their colleagues. It is proven that collaborative work teams offer better work performance.
6.Encourage the needs of your workers: Many companies have incentive programs to motivate their employees. Every time extraordinary results are achieved, they are awarded recognition. It should be noted that the prize does not necessarily have to be in the form of money.
7.Recognize the effort: A true leader pays attention to his team, recognizes their achievements and failures. Every time they do a great job, congratulate them. Even when they fail, don’t criticize them, advise them. It is also important to recognize the different skills of your workers and evaluate their strategies and their constant motivation to improve.
However, to achieve this objective, it is necessary for the leader to develop a recognition strategy and maintain it constantly in his planning.

Protects and improves work engagement

Motivation is a priority when it comes to protecting and improving work engagement. While labor costs are important, business savings are too. When employees are motivated and focused, not only do leaders get rewards, but the entire staff should be rewarded. As? Through a leader who takes them into account.

A good leader:

• Establish internal lines of communication.
• Set realistic expectations.
• Makes basic information available to employees.
• Collect opinions and ratings from the staff.
• Respect fundamental ethical guidelines.
• Maintains a good company reputation.
• It opens to innovation.
• Promotes activities outside of working hours.
• Build trust in the team.
• Consider coherence as one of the main qualities of leadership.
• Drive feedback.
• Support the growth of your employees.
• Learn to delegate.
• Understand that not all achievements are related to the economy.
• Solve problems together.
• He reads business magazines, takes advice from superiors, learns about his employees’ skills and uses them to advance.

However, not all responsibility lies with the head of the team. Commitment should be seen as a shared responsibility among all members of the organization. After all, it is a strategic pillar for its growth.

So, how much does lack of commitment cost your company? Business services are not just for leaders, but also for their employees. If you want the commitment of all staff, commit to raising their engagement levels.

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