The #1 Reason People Leave Their Job?

Engagement is a big issue. A worldwide issue. Sure, we all handle a few (or ten) personals task at the office, however studies show that the lack of engagement in the workplace goes far beyond writing on your long-lost best friend from high school’s Facebook wall occasionally.

Only 32% of employees in the United States were engaged at work in 2015 (Gallup).  Internationally, 13% of employees are engaged (Gallup). Why does this matter? Engagement in the workplace directly affects employee morale, performance, and profit. Disengaged employees could be surfing the web, surfing for a new job, or distracting other potentially engaged employees. Bottom line – keeping your employees engaged and happy is beneficial to an organization!

Here are four ways to keep employees engaged (and happy):

1. Autonomy

Show someone you trust them and more times than not they will fulfill that trust. (If they don’t, that’s a people management issue.) Autonomy allows one to get their work done at the pace and method most productive for them. Not only does an employee get to make their own choices but they are held responsible for those decisions. Ultimately this leads to more thoughtful and meaningful work. Studies show that remote workers tend to work 10 more hours a week on average than their office bound colleagues. Of note, the average commute time for most workers is also 10 hours. This leads many to the conclusion that remote workers are simply converting what was commute time to work time.

2. Variety

Doing to same thing over and over again can get old, quick. Variety in projects and responsibility keeps an employee continuously challenged. Different work environments can also be an engagement tool, both internally and externally. Activity-based working is a concept of providing a variety of work settings suit for your task at hand. Mobility and the ability to move throughout an environment throughout the day is beneficial for well-being and keeping the mind sharp. Offering opportunities for external mobility, including off-site work, visiting clients and travel are additional opportunities for keeping your team on the go and engaged.

3. Cross training

Broadening horizons and supporting continuing education and professional growth is another method for boosting engagement. Gaining experience throughout different stages of a project allows additional learning and engagement opportunities. A company’s commitment to their employee’s growth is a direct indication of their dedication to keeping their employees engaged long-term. Invest in them and they will engage with you.

4. Support your culture

Every office has a “people ambassador,” that person who makes everyone feel cared for and like they are home. If you don’t have one of these people, you need one immediately (maybe that person could be you)! Creating an inclusive, caring environment where everyone has a stake in the future promotes long-term dedication and provides an additional opportunity for engagement. Allowing everyone to be part of steering the future of the organization can reap big returns. Trusting your colleagues to perform their duties and represent the organization accurately is key for a healthy work-relationship.

Ready to take workplace engagement to the next level? Ask for feedback – conduct surveys or an create an open dialogue. Bringing in an expert or third party is also a great option. Combining all four engagement tools- autonomy, variety, cross-training, and company culture is a foundation for satisfying your employees long-term. Pursuing new engagement opportunities is a concept that all workplaces should consider for positive workplace growth.