Do you find that despite giving your employees a good work environment you still experience low employee engagement? Sadly, this may be due to bad management which can adversely affect all your effort, which is why it is important to take measures to counter any management negativity. By identifying the areas and by introducing efficient tools such as Employee Management Software, you can help your business make the journey from merely functioning to thriving.

Complex Causes

First, it is important to understand that low employee engagement causes are complex and that a single manager will probably have only one or two problematic areas. The key is to target those areas with gradual progression on both sides and to create a more engaging and creative atmosphere.

Unclear Expectations

This is one of the main causes to employee dissatisfaction. As humans, we all thrive on the feeling of accomplishment and achievement. However, when we are not given clear guidelines as to what is expected of us or when we are given one goal only to find at completion that the manager had a different outcome in mind, it leads to dissatisfaction and disengagement. 

Suggested Solution

Ensure that your managers are being clear to their employees regarding their individual goals and the role their contributions play in the overall company goals. If employees are given a clear career path and work expectations, they can work in a nurturing environment to play their vital role in the company’s success.

Engaging Everyone

Employees are individuals and as with any human interactions there will be certain people, we get on with better than others. But it is a manager’s duty to be consistent with all employees, overcoming personal preferences. The company’s end goal should be the primary driving factor and all employees are players in achieving this goal.

Suggested Solution

Despite personal preferences, ensure that managers treat employees of similar status equally and share related information openly with all relevant parties, so that everyone can perform their job role to optimum ability. Further to this, recognition and rewards can be used to encourage employees that go above and beyond their designated job roles to ensure successful completion of a project etc as healthy incentive. However, this should be within their job scope and not in a way detrimental to fellow employees or it can create an environment of competition rather than cooperation. 

Clear Manager Role

The designation ‘manager’ is self-explanatory. It is the person in charge of managing a project or team. The manager should be in charge of overseeing the entire operation, with experience and knowledge to ensure that the right person is assigned to the right job. This will not only ensure greater productivity but also job satisfaction for the employee. However, the manager should avoid micromanaging at all costs. This will only lead to frustration and demotivation for all parties concerned.

Suggested Solution

Give your managers the necessary tools such as HR data management tools and the task of seeing the bigger picture so as to plan for the future as opposed to managing every little detail of the day to day activities. This will allow both the manager and the employees in his or her team to work with responsibility and grow as productive individuals working towards brand growth.