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There are many pieces in the puzzle to employee engagement

I have an opinion but nobody cares
Being excluded from decision-making opportunities, especially ones that directly impact the individual, is a major gripe among employees. Employees at all levels want to feel important and there is no better way to burst this balloon than to treat them as a small cog in a much greater machine. The employees that are going to make your organisation a success are the same employees that want to contribute with ideas that improve and streamline the work process, so why not let them. Many feel rather than management utilising their knowledge of the day-to-day workings of the organisation to help drive success they are often left out of the picture and dictated to by management from afar.

There is always going to be the odd bad apple in the cart but the majority are good apples, and these employees are interested in knowing about new products, new customers, and the ups and downs your organisation faces. It is clear that there is often a misconception in organisations that employees have to get what they want to be happy. From our experience we have found employees to be realistic, they know they can’t control everything about their work life but they do want to feel like they can have some legitimate input in order to not feel powerless and resentful.

Where am I going?
Employees need a sense of purpose. For the good apple in the cart job satisfaction is influenced by job expectations, if the employee does not know what those expectations are or where they lead them to it can be a real moral-killer. People are not inspired by a job for the jobs sake they are inspired by knowing how their work is contributing to building something bigger than themselves. Employees who know hoe there job relates to the greater success of the organisation have a greater bond with the organisation and it’s successes as it is an extension of themselves

I love my supervisor!
We have all heard it, employees don’t leave organisations, they leave bad supervisors. The relationship that an employee has with their direct supervisor is one of, if not the single most important factor in employee retention. When an employee feels there is very little importance placed on them from their supervisor, no respect, no recognition, the whole job experience suffers.

It goes without saying that employees can’t stand working for a supervisor who does not know how to treat people. Employee engagement should be at the heart of any good supervisors philosophy. Not listening to their employees opinion, failing to set clear expectations, giving little or no feedback on performance, and taking credit for the hard work of others are some of the all to common traits twisting the knife in the engagement of employees.

Teachers Pet
Just like teachers or parents, supervisors and managers tend to play favorites, and it’s not hurt the employee who seems invisible while others have praise heaped upon them. Employees hate favouritism, especially if the favouritism has no link to the performance.

Opportunities for promotion, pay increases, choice job assignments, and bonuses are all common catalysts for the allegation of favouritism. Add poor supervision and a lack of clear communication and you will have some disgruntled employees to deal with.

Drilling home messages of engagement at all levels, can go great lengths in helping to put these common problems to bed. It is not rocket science, it all boils down to people regardless of seniority or position wanting to be treated as an individual, being respected and recognised as an individual, surely everyone has that right, don’t they?